• The company runs a global internship program positioned around “real responsibility from day one,” with interns working on real-world projects across areas like software development, data science, cybersecurity, finance, and sales.
• Nasdaq keeps entry-level access visible by running a yearly internship application cycle (including a stated 2026 cycle) and linking directly to open intern roles through the external job board.
• The company has region-specific early-career pipelines, including Manila content that highlights interns managing projects and a broader campus footprint across multiple Asia-Pacific hubs.

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• The company uses standardized technical screening tooling across 30+ R&D offices, which creates a more consistent assessment approach for technical candidates across geographies.
• Nasdaq interview feedback commonly describes a predictable sequence for many roles, starting with an HR or recruiter screen followed by multiple video interviews with managers or team members.
• The company’s process clarity still varies by role, with some candidates reporting assessments and multiple rounds without clear expectations on timelines or feedback.

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• The company builds learning into the internship experience through program-wide learning and development courses, plus structured networking and senior-leader access during the internship.
• Nasdaq advertises company-wide development support such as a mentoring program and a learning platform membership (including Udemy), which matters after interns convert into full-time roles.
• The company provides location-level development options in some hubs, including Nasdaq Manila’s Job Rotation Program and High Potential Program, which can help juniors broaden skills early.

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• The company publishes base pay ranges in at least some US job postings, which helps early-career candidates benchmark offers before late-stage interviews.
• Nasdaq lists tangible benefits that support early-career stability, including a 6% 401(k) match for US employees, tuition reimbursement, and student loan assistance.
• The company’s pay-range transparency is not universal across all regions and early-career postings, and internship pay is not consistently visible on every listing.

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• The company frames internships around delivering a defined project and building practical skills, and some early-career listings explicitly reference opportunities to join Nasdaq after internship completion.
• Nasdaq has mixed public employee sentiment on career growth and internal politics, which can make early-career progression feel team-dependent rather than consistently structured.
• The company does not publish early-career outcomes like intern-to-offer rates, early-tenure retention, or typical time-to-promotion for analysts and junior engineers, which limits confidence in longer-term outcomes.

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