Palpable Score

75.5

/ 100

Nokia gives graduates and students multiple real entry points, with structured internship and co-op cycles plus a visible graduate community that helps early-career hires build networks across regions. Nokia is less consistent on hiring predictability outside the student hiring playbooks, and the company’s multi-year cost savings and headcount reduction program adds some uncertainty to early-career outcomes.

Pillar 1: Early-career access

Score

17.0

/ 20

The company runs student hiring at scale in multiple regions, and the United States program alone describes three student hiring cycles per year with terms starting in January, May, and September.
Nokia maintains a dedicated “Students and graduates” hub that routes candidates to country-specific early-career programs across Europe, the Americas, and India, plus a central feed of early-career openings.
The company publishes early-career internships and co-ops on the main jobs site with clearly labelled “Intern” and “Co-op” roles, indicating regular intake rather than one-off teams.

Pillar 2: Hiring fairness and transparency

Score

13.5

/ 20

The company sets candidate expectations for student roles in the United States with a published, three-step process and typical interview format, including a short virtual interview and the possibility of a basic technical test.
Nokia’s student hiring pages explicitly say the process can vary by role, which is honest, but it also means early-career candidates do not get a single, global interview-stage map and timeline to plan around.
The company has mixed third-party candidate reports that commonly mention screenings plus technical rounds, suggesting structure exists, but that structure is not consistently documented by Nokia across job families and countries.

Pillar 3: Learning and support

Score

17.0

/ 20

The company describes student development in the United States through “Nokia learning & mentorship” with access to a free online platform offering more than 100 courses for professional and personal development.
Nokia states that flexible work can make connecting harder and describes onboarding buddies and peer groups designed to help new hires feel welcome from Day 1.
The company’s annual report describes investments in skills development, including internal career path tools, critical-skills focus, stretch assignments, and exposure across the business through internal mobility initiatives.

Pillar 4: Pay fairness and stability

Score

15.5

/ 20

The company publishes pay ranges for at least some internships and early-career roles on the Nokia careers job pages, including hourly ranges for intern roles in the US and Canada.
Nokia states in the annual report that Nokia annually analyzes gender equality in compensation practices and funds focused salary increases to remediate unexplained gender pay gaps.
The company lists concrete benefits for students and employees in the United States, including items like a savings/401(k) plan and tuition assistance, but pay-range transparency is not equally visible across all countries and postings.

Pillar 5: Early-career outcomes

Score

12.5

/ 20

The company runs a “NextGEN” graduate community designed to connect graduates across regions, roles, and business groups, which can improve early-career belonging and cross-team visibility.
Nokia describes internal mobility initiatives and career path tools intended to help employees access guidance on career growth choices, but Nokia does not publish early-career promotion rates, internship conversion rates, or retention metrics.
The company’s annual report details a multi-year cost savings program that targets a smaller workforce by the end of 2026 and reports a lower year-end 2024 headcount, which creates uncertainty about early-career continuity in some organisations.

Useful links & resources

Students and graduates (global early careers hub)United States students and graduates (student recruitment process, cycles, benefits)Nokia jobs site (filter for intern, co-op, graduate roles)

Nokia

Company details

About the company

Locations and presence

Palpable Score

Pillar 1: Early-career access

Score

Pillar 2: Hiring fairness and transparency

Score

Pillar 3: Learning and support

Score

Pillar 4: Pay fairness and stability

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Pillar 5: Early-career outcomes

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Useful links & resources