• The company runs a paid internship pipeline across multiple functions (including design, engineering, finance, HR, supply chain, and technology) with clear eligibility guidance and global location coverage (US, EMEA, India).
• Nike expanded early-career access beyond the classic corporate HQ model by increasing internship participation in logistics and distribution-center settings, alongside growth in engineering and planning participation.
• The company offers apprenticeships (including France apprenticeships and structured design apprenticeships like Serena Williams Design Crew and Converse’s program), which count as credible first-role routes for early-career talent.

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• The company publishes an “Our Hiring Game Plan” on job postings that outlines common stages (apply, recruiter or assessment, interview) and sets expectations that a recruiter acts as the main point of contact for corporate roles.
• Nike states accessibility accommodations available across the interview process and provides a formal accommodation request pathway, which improves fairness for candidates who need adjustments.
• The company’s internship guidance explains where roles are posted, what materials may be required (portfolio, cover letter), and who is eligible, but public detail on timelines and feedback norms is limited, which caps transparency.

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• The company describes internships as “real work” and backs that up with structured programming signals, including relocation or housing support in some locations and cohort-style experiences across multiple functions.
• Nike runs an Intern Combine capstone where intern teams pitch initiatives to leaders across Nike, Jordan and Converse and receive detailed feedback, which is a concrete learning mechanism early-career hires can point to.
• The company outlines structured apprenticeship learning, including the Serena Williams Design Crew’s multi-discipline curriculum and Converse’s apprenticeship support by a team of designers, managers, and peers.

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• The company states internships are paid competitively and may include relocation and housing support depending on location, reducing the odds of unpaid or precarious early-career work.
• Nike includes salary ranges (by geographic market) on many US job postings and links to benefits information, which supports pay transparency even when a role is not early-career.
• The company has had multiple rounds of workforce reductions in recent years, which can affect perceived stability for early-career candidates choosing between otherwise similar offers.

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• The company reports a concrete conversion outcome for the Serena Williams Design Crew, where five of nine fellows were hired into full-time designer roles in FY24.
• Nike receives very strong sentiment from interns on Glassdoor (intern ratings in the mid-4s out of 5 based on a meaningful review count), which aligns with a supportive early-career experience for many participants.
• The company’s recent corporate cuts create a mixed outcomes picture because even strong internship and apprenticeship pipelines can feed into a tighter full-time market during restructuring cycles.

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