• The company runs a dedicated “University & Development Programs” hub highlighting internships and early-in-career development opportunities across functions like actuarial, audit, investments, legal, and technology.
• MetLife posts structured summer internship and “summer analyst” roles (including 10-week hybrid formats) that signal recurring, program-like entry points rather than one-off student hires.
• The company describes early-career programs as an enterprise-wide recruiting tool across geographies, but MetLife does not publish intake size or annual cohort volume, which limits confidence in scale.

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• The company has widely reported multi-stage hiring patterns in aggregated interview feedback, commonly starting with a phone screen and moving into one-on-one or panel rounds.
• MetLife’s candidate-reported stages include skills tests for some roles, which implies structure, but the assessment expectations are not consistently explained in public program pages.
• The company does not publish role-by-role timelines or feedback norms for early-career applicants, which keeps transparency at “good but not great.”

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• The company describes enterprise learning infrastructure such as MyLearning resources, individualized development plans, and an internal talent marketplace (MyPath) that supports internal moves and skill-building.
• MetLife highlights specific upskilling initiatives like AI Academy and expanded coaching access, which can meaningfully support early-career hires if managers use them well.
• The company’s internship and summer analyst descriptions reference structured skill development and networking, but MetLife does not clearly publish a consistent mentorship or rotation model across all early-career tracks.

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• The company includes pay ranges in at least some public job postings (including hourly ranges for intern roles), which helps candidates benchmark early.
• MetLife is a large regulated employer with generally stable full-time roles and benefits, which tends to reduce early-career risk versus smaller financial firms.
• The company does not apply pay-range transparency consistently across all geographies and early-career postings, so pay clarity still depends on the specific role and location.

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• The company positions internships and early-in-career programs as pipelines that “often” lead to careers at MetLife, but MetLife does not publish conversion rates from internship to full-time roles.
• MetLife has broad signals around employee learning and engagement, but the company does not provide early-career-specific retention, promotion rates, or time-to-progression by cohort.
• The company has limited public, track-by-track progression evidence beyond general career frameworks, so outcomes can’t be scored higher without stronger, role-specific proof.

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