Pearson

Education publishing and services
Last updated:
January 3, 2026
Company details
HQ
London, UK
HEADCOUNT
10000+
ORG TYPE
Corporate
SECTOR
Education & Learning
About the company
Pearson is a learning company that publishes digital content and runs assessment, qualifications, and certification products used by schools, universities, employers, and learners. Pearson also supports workforce and skills development through testing and learning services. Pearson operates globally and sells products and services across many markets, including English learning, virtual learning, and professional assessments. Pearson’s stated purpose is to help people realise the life they imagine through learning.
Locations and presence
Pearson’s global headquarters is in London (80 Strand), and Pearson also hires across multiple hubs including Manila and major India locations such as Bengaluru and Noida. Pearson advertises flexibility for most roles, and job adverts frequently specify whether roles are remote, hybrid, or on-site.
Palpable Score
67.4
/ 100
Pearson offers real entry points through paid internships, apprenticeships, and a steady stream of junior operations and support roles, with some postings showing clear pay ranges. Pearson also shares tangible process detail for some early-career hiring, including assessment-centre style steps on internship adverts. The main limiter is outcomes visibility: public signals on progression are mixed, and Pearson does not publish early-career promotion, retention, or internship conversion metrics.
Pillar 1: Early-career access

Score

14.0
/ 20
  • The company maintains a dedicated Interns & Apprenticeships section on the official jobs site, signalling ongoing early-career hiring rather than one-off student roles.
  • Pearson has published paid internship opportunities that spell out a defined internship length and start date, indicating structured early-career placements in at least some teams.
  • The company advertises some “graduate” roles (for example exam marking) but does not present a single, global graduate cohort with published intake volume, which limits confidence on scale.
  • Pillar 2: Hiring fairness and transparency

    Score

    14.2
    / 20
  • The company has large-scale candidate-reported process data showing common stages like phone interviews, one-on-ones, skills tests, and presentations across many Pearson interviews.
  • Pearson has internship adverts that lay out a concrete timeline including a submission deadline, an assessment centre date, and a final interview window.
  • The company uses assessments in some hiring flows (including personality-style assessments reported in sales hiring), but Pearson does not publish a consistent “what to expect” hiring timeline across all early-career routes.
  • Pillar 3: Learning and support

    Score

    13.0
    / 20
  • The company describes internship support in practical terms, including mentorship and guidance, exposure to experienced professionals, and cross-functional collaboration opportunities.
  • Pearson has early-career operations role descriptions that explicitly include regular training and cross-skilling as part of the job.
  • The company has employee review evidence describing disorganised onboarding on some teams, which suggests early-career support can vary sharply by manager and function.
  • Pillar 4: Pay fairness and stability

    Score

    15.0
    / 20
  • The company publishes salary ranges on at least some job adverts, including US roles that state a minimum full-time salary range.
  • Pearson advertises paid internships with a stated pro-rata salary for the internship period, which reduces early-career financial risk compared with unpaid placements.
  • The company runs substantial benefits programmes with country-specific documentation (for example pension or retirement savings, wellbeing support, and share-plan style benefits), but pay-range transparency is not consistent across all regions and entry-level titles.
  • Pillar 5: Early-career outcomes

    Score

    11.2
    / 20
  • The company has broad employee-review sentiment that frequently points to limited growth opportunities, which matters most for early-career progression in years 1–3.
  • Pearson has review themes in technical job families that mention reorganisations and uneven management connection, which can disrupt learning and continuity for early-career hires.
  • The company does not publish early-career outcomes like internship-to-offer rates, time-to-promotion benchmarks, or retention by cohort, so candidates cannot validate typical trajectories beyond anecdotal reviews.