• The company recruits early-career talent through internships and student programs that sit alongside full-time hiring.
• Meta advertises “University Grad” roles in multiple job families, which creates a direct path that does not rely on prior full-time experience.
• The company previously ran Meta University for early undergraduates, but public posts and reporting around the program’s final cohort reduce confidence in that specific first-year entry point going forward.

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• The company publicly describes a recruiter-led process with multiple interview rounds, which gives candidates a basic map of what to expect.
• Meta is widely associated with a structured “full loop” interview format for many technical roles, which helps candidates prepare around consistent interview types even when teams differ.
• The company has mixed candidate-reported experiences on speed, responsiveness, and consistency, with some reports of long or uncertain timelines that are difficult for early-career candidates to absorb.

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• The company runs rotational programs that are explicitly framed around immersive learning and exposure to different teams and domains.
• Meta University materials and related public posts describe hands-on training and mentorship as part of the internship experience.
• The company’s learning-and-support picture is uneven across functions because publicly accessible onboarding detail is strongest for certain tracks, while many early-career job listings do not spell out mentoring structure beyond general statements.

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• The company publishes salary ranges on at least some job postings, including base-pay ranges plus equity and benefits language, which supports pay transparency.
• Meta is consistently reported as paying high intern and early-career compensation in third-party benchmarks, which reduces the risk of below-market offers for graduates in core roles.
• The company’s pay transparency still varies by geography and role family, and some early-career candidates will need an offer stage to see full compensation details (especially outside the U.S.).

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• The company has rotational tracks such as RPM that are designed around early-career development over multiple placements, which can accelerate skill breadth and internal mobility.
• Meta has had widely reported layoffs and tougher performance management in recent cycles, which increases the chance that early-career plans get disrupted even after a strong start.
• The company does not publish early-career outcome metrics like intern conversion rate, time-to-promotion bands, or cohort retention, so the public picture of progression relies heavily on scattered candidate anecdotes rather than consistent reporting.

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