• The company runs a Summer Internship Program described as a 10-week experience with mentorship and professional development, with internships spanning business units like Sales, Business Development, Technology, Supply Chain and Distribution, and Corporate Strategy.
• McKesson publishes a Finance Leadership Program for MBA-level candidates that combines a 10-week summer internship with a 2-year rotational associate position.
• The company keeps a dedicated early-talent hub and an “Intern” job category with recurring postings across locations, including operational internships within distribution centers as well as corporate internships.

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• The company publishes a “Hiring Process” page that sets expectations around applying, preparing, and interviewing, and also explains that “Gia” (a digital assistant) may contact candidates by text or email to schedule interviews.
• McKesson posts a recruitment-fraud warning stating McKesson recruiters will not ask for money or credit card information and will not use Gmail or Hotmail accounts, which helps candidates verify legitimate outreach.
• The company shares recruiter-written interview and resume advice, but McKesson does not publish standard timelines, interview stage counts, or feedback expectations by role, which limits process predictability for early-career candidates.

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• The company’s summer intern program content describes structured growth activities such as orientation, strengths training, and personal branding workshops, plus access to employee groups and volunteering experiences coordinated by the talent team.
• McKesson positions the internship model around “meaningful projects” and active contribution rather than shadowing, and public intern testimonials describe mentorship relationships inside and outside interns’ business units.
• The company supports development beyond internships via programs like the Finance Leadership Program’s rotational model, and McKesson also lists education assistance (tuition reimbursement) as part of benefits.

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• The company’s benefits page lists practical stability supports that matter to early-career hires, including PTO and holidays, parental leave, an employee assistance program, a 401(k) plan, and an employee stock purchase plan.
• McKesson job postings commonly include explicit base pay ranges with an explanation of how pay is set (experience, skills, geographic markets, and market evaluations), which is a tangible pay-transparency signal.
• The company does not show a consistent pay-range standard across every geography and every early-career posting type, so compensation clarity still varies by location and role.

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• The company publishes individual early-career progression stories, including examples of interns moving into full-time roles and later stepping into higher-responsibility positions.
• McKesson has public intern reviews that describe senior-leader exposure, structured intern programming, and supportive teams, which are positive early-career experience signals.
• The company does not publish cohort outcomes such as internship-to-offer conversion rates, time-to-first-promotion for entry hires, or early-tenure retention, which limits confidence in verified early-career results.

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