Company details

New York, NY

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

https://www.moodys.com

About the company

Moody’s is a financial services company best known for credit ratings through Moody’s Ratings and data, analytics, and risk solutions through Moody’s Analytics (including Moody’s RMS for catastrophe and climate risk). Moody’s products are used by investors, banks, insurers, corporates, and governments to assess credit risk and broader financial and climate-related risk. The company earns revenue from a mix of recurring subscriptions, data and software platforms, and ratings-related fees.

Locations and presence

Moody’s has a global footprint with a workforce of roughly 16,000 people across more than 40 countries, with a major U.S. presence including New York. Work setup varies by role, and multiple job postings specify hybrid expectations such as a minimum number of days in the office.

Palpable Score

74.9

/ 100

Moody’s is a solid option for graduates because the company offers several named early-career pathways, not just a single internship funnel. Pay transparency is better than average for finance-adjacent employers because salary ranges appear in at least some early-career postings. The main drag on the score is outcomes transparency: Moody’s shares strong detail on programs, but publishes very little about conversion rates, time-to-promotion, or retention for early-career cohorts.

Pillar 1: Early-career access

Score

17.5

/ 20

The company runs a Global Internship Program and states summer roles are posted from September, with internships positioned as hands-on work supported by training and mentorship.
Moody’s lists multiple structured early-career tracks beyond internships, including a Technology Rotation Program, a Sales Rotation Program, a Solutions Graduate Program, an RMS Graduate Program, and Ratings Associate early-career entry roles.
The company also offers a Working Students route (for academic credit in certain locations) and maintains a dedicated “Students & Early Careers” job category with openings across several countries.

Pillar 2: Hiring fairness and transparency

Score

13.5

/ 20

The company publishes a clear staged process for at least one early-career pipeline (the technology rotation track), including phone conversation, online assessments, and a “Super Day” style interview step.
Moody’s has a broadly consistent interview pattern reported across roles (screening, one-on-ones or panels, and occasional skills tests and background checks), which helps candidates anticipate what “normal” looks like.
The company does not publish a single, consistent timeline or feedback commitment across early-career hiring, and public candidate reports still suggest response-time and round-count variability by team and role.

Pillar 3: Learning and support

Score

15.5

/ 20

The company describes the Global Internship Program as paired with comprehensive training, mentorship, and intern community-building, not just project allocation.
Moody’s runs rotation-based training pathways for new grads (for example, four six-month rotations over two years in the Technology Rotation Program, with final placement at the end).
The company ties learning to role-level work in early-career jobs as well, with early-career Ratings Associate postings explicitly calling out ongoing training and continuous skill development alongside hands-on analytical work.

Pillar 4: Pay fairness and stability

Score

16.4

/ 20

The company includes published base salary ranges in at least some U.S. early-career postings, such as a Ratings Associate role listing an anticipated hiring range and noting eligibility for incentive compensation.
Moody’s lists a broad benefits package in job postings, including a 401(k), paid time off, parental leave, employee stock purchase plan, and tuition reimbursement, which supports early-career stability.
The company’s pay levels for common early-career titles appear market-aligned in third-party compensation reporting, but pay-range publication is not yet consistent across all early-career postings and geographies.

Pillar 5: Early-career outcomes

Score

12.0

/ 20

The company has public LinkedIn profile patterns showing early-career engineers moving from rotation or associate software engineering roles into Software Engineer titles after time in the Technology Rotation Program.
Moody’s has generally positive employee sentiment on broad outcomes like work-life balance and career opportunity, but those outcomes still look mixed enough that progression likely depends on team and function.
The company does not publish early-career cohort outcomes (intern conversion rates, graduate-program completion rates, early-tenure retention, or time-to-promotion), even though Moody’s publishes conversion data for a separate return-to-work program, so early-career outcomes remain hard to verify.