• The company runs the Engineering Development Group (EDG) as a defined early-careers pathway that offers both internships and full-time roles for people coming out of school.
• MathWorks advertises “Multiple Openings” EDG roles (for example in the US and UK), which signals recurring entry-level hiring rather than one-off graduate posts.
• The company does not publish public intake numbers, cohort sizes, or acceptance rates for EDG or internships, which limits confidence on volume.

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• The company publishes a step-by-step hiring flow for EDG full-time and internships, including a code challenge, recorded video questions, and a multi-hour virtual interview block (about 4 hours) for later stages.
• MathWorks publishes an EDG interview-prep page that lists what interviewers assess (problem-solving, technical skills, software development, and communication) and names example topic areas candidates can revise.
• The company includes equal-opportunity language and a reasonable-accommodation contact on at least some job ads, but candidate-reported experiences still vary by role and team.

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• The company’s US benefits and development materials state a concrete learning expectation of at least 40 hours of training per year, supported by options like in-house seminars, conferences, and tuition assistance.
• MathWorks describes EDG on-the-job training as including mentoring, technical coaching, and leadership development, with flexibility to explore different teams.
• The company’s EDG job postings describe “extensive training, mentoring, and coaching” tied to a clear outcome: moving into teams aligned to skills and interests after building product and customer workflow knowledge.

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• The company publishes unusually specific benefits details for US employees, including a 401(k) match (50% of the first 6%, with historic additional matching noted) and a quarterly bonus plan that the company says has paid out every quarter since 1993.
• MathWorks includes a “Salary Range” section on at least some US job postings and explains compensation is based on skills, experience, and qualifications, but the company does not provide consistent, easy-to-compare ranges across all early-career listings.
• The company has substantial third-party pay data for EDG and intern roles, which helps candidates benchmark offers, but this is still not the same as employer-published ranges by level and location.

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• The company’s EDG materials link early-career roles to internal mobility, including a published statement that EDG training and coaching supports transitions into longer-term teams aligned to skillset and interests.
• MathWorks publishes internship content where an intern reports receiving a full-time offer after the internship, which is a concrete conversion signal even though it is anecdotal.
• The company has recent employee feedback that describes strong stability alongside slower compensation and career growth, and MathWorks does not publish early-career outcome metrics like internship-to-offer rate, median time-to-promotion, or retention by cohort.

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