Nucor

U.S. steel & recycling producer
Last updated:
January 25, 2026
Company details
HQ
Charlotte, NC
HEADCOUNT
10000+
ORG TYPE
Corporate
SECTOR
Manufacturing & Industrials
About the company
Nucor is a major steel and steel-products manufacturer, producing sheet, plate, bar, structural steel, and downstream products used across construction, infrastructure, and industrial supply chains. Nucor also operates raw materials businesses that support steelmaking, including scrap-related operations. Nucor runs a decentralized operating model across many divisions and plants. The company is publicly listed in the United States.
Locations and presence
Nucor is headquartered in Charlotte, North Carolina and operates a wide footprint of plants and divisions across the United States, plus some international presence shown on the company locations directory. Many early-career roles are plant- or site-based due to the nature of steel manufacturing, with corporate roles more likely to be office-based.
Palpable Score
79.0
/ 100
Nucor creates multiple real entry points for early-career candidates, including internships, co-op style routes, and paid training-to-job pathways. The company’s strongest signals are practical learning and financial upside through benefits and variable pay, while hiring process consistency can vary by division and role.
Pillar 1: Early-career access

Score

18.1
/ 20
  • The company runs a dedicated internships portal that explicitly covers internships, cooperative education, and “recently graduated” candidates.
  • Nucor offers the Nucor Technical Academy, which advertises paid participation plus full scholarship support tied to launching a Nucor career.
  • The company posts structured early-career programmes such as Operations Leadership Program roles that sit alongside site-based entry jobs.
  • Pillar 2: Hiring fairness and transparency

    Score

    12.2
    / 20
  • The company’s internships hub and many job postings are clear on minimum qualifications and role expectations, which helps candidates understand fit before applying.
  • Nucor candidate reports describe straightforward interview formats in some areas, including recruiter-and-hiring-manager style interviews for intern roles.
  • The company also has public candidate feedback describing heavy multi-round panels for some entry-level roles, suggesting uneven process consistency and limited predictability.
  • Pillar 3: Learning and support

    Score

    16.4
    / 20
  • The company invests in structured early-career learning through the Nucor Technical Academy, combining paid education support with a job pathway.
  • Nucor’s early-career job routes include rotational-style leadership programmes, which are built around hands-on learning across assignments and locations.
  • The company’s employee reviews frequently reference development through cross-training and internal mobility, while a smaller set note that growth can require proactive pushing or relocation.
  • Pillar 4: Pay fairness and stability

    Score

    17.0
    / 20
  • The company publicly describes a profit-sharing approach that sets aside a fixed portion of pre-tax earnings for teammates and pairs this with a strong retirement match structure.
  • Nucor’s compensation philosophy is openly described as pay-for-performance, and public pay sources for technical roles show strong market pay levels in many functions.
  • The company does not consistently publish pay ranges across all early-career postings, and variable bonus structures can make first-year earnings harder to forecast for candidates.
  • Pillar 5: Early-career outcomes

    Score

    15.3
    / 20
  • The company is repeatedly described in employee feedback as offering advancement opportunities, with the common caveat that promotions can be faster when relocation is on the table.
  • Nucor’s public leadership communications and press releases include clear examples of long-tenure progression, which supports an internal-growth narrative rather than a hire-and-churn model.
  • The company has mixed public signals on churn by site and function, with some reviews citing turnover in certain teams, and the company does not publish early-career retention or promotion-rate metrics.
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