Company details

London, UK

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

https://www.natwestgroup.com

About the company

NatWest Group is a UK-focused banking group serving personal, business, commercial and institutional customers through brands including NatWest, Royal Bank of Scotland, Ulster Bank and Coutts. The company provides everyday banking, lending, savings, payments and wealth services, with a significant technology and operations footprint supporting digital banking. NatWest Group also runs markets and corporate banking activities for larger clients through specialist arms. The company serves millions of customers and operates across the UK and internationally.

Locations and presence

NatWest Group is headquartered in Edinburgh and has major UK hubs including London, Manchester and Birmingham, alongside international offices and delivery centres (including in India and the Channel Islands). NatWest Group advertises remote, hybrid and office-first options depending on role and team, with flexible working positioned as part of the standard offer.

Palpable Score

76.7

/ 100

NatWest Group offers multiple genuine early-career entry points at scale through graduate programmes, internships and apprenticeships, with published salaries for several pathways. Hiring is more transparent than many peers because NatWest Group publishes a clear early-talent application process and states candidates receive a personalised feedback report after assessment. Longer-term outcomes are harder to verify because NatWest Group does not publish cohort metrics such as return-offer rates, retention, or time-to-promotion.

Pillar 1: Early-career access

Score

17.5

/ 20

The company runs an Early Talent ecosystem that includes Graduate, Internship and Apprenticeship programmes and explicitly frames these routes as “no experience needed” entry points.
NatWest offers paid internships with a defined 8-week format, positioned as a feeder into the graduate pipeline rather than standalone seasonal hiring.
The company publishes multiple programme-specific graduate tracks (for example Finance) with defined start dates and durations, signalling recurring intake rather than occasional graduate hiring.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company publishes an Early Talent application process that covers assessment-centre preparation and states candidates receive a personalised feedback report after completing the assessment.
NatWest provides Early Talent application support content that includes how to request reasonable adjustments during online assessments, which improves fairness for disabled and neurodivergent candidates.
The company explains that some roles route applicants straight to online assessments or technical tests and allows candidates to complete them later via the Workday account, but role-by-role timelines and decision turnaround times are not consistently published.

Pillar 3: Learning and support

Score

16.5

/ 20

The company describes “layers of support” from day one for Early Talent participants, including line managers, coaches and buddies, which is the sort of scaffolding new starters need.
NatWest highlights structured learning access within programmes (for example time set aside for self-directed learning platforms in Data and Analytics) rather than leaving learning to personal time.
The company’s engineering graduate pathway is marketed with an initial bootcamp-style learning period, which is a concrete onboarding and capability-build mechanism for technical early-career hires.

Pillar 4: Pay fairness and stability

Score

15.5

/ 20

The company publishes salaries on several graduate programme pages (for example Finance Graduate programmes at £36,000 per annum starting September 2026), which improves pay transparency for applicants.
NatWest job listings on the company careers site often include “From £X” salary markers and indicate remote or mostly-remote working patterns for some roles, which helps candidates weigh commute and cost-of-living trade-offs.
The company’s apprenticeship and graduate pay information is not consistently standardised across every pathway page in one place, which makes cross-programme comparison harder than it needs to be.

Pillar 5: Early-career outcomes

Score

12.2

/ 20

The company positions internships as a route into the graduate pipeline, explicitly framing internships as a way to “get your foot in the door” for the Graduate programme.
NatWest presents degree apprenticeships with a “job waiting once you complete your apprenticeship” message in programme content, which signals planned conversion rather than open-ended training with no destination.
The company does not publish public outcomes such as return-offer rates, retention, time-to-promotion, or alumni progression by cohort, and there are occasional public candidate posts describing late offer changes, which adds uncertainty about predictability for some early-career entrants.