Company details

New York, NY

HEADCOUNT

1000-2999

ORG TYPE

Corporate

SECTOR

Retail & Consumer

WEBSITE

https://www.onepeloton.com/

About the company

Peloton builds connected fitness hardware (like bikes, treadmills, and rowing machines) and sells subscription fitness content through apps and devices. Peloton also operates retail showrooms and studios that support the member experience. The company combines consumer product work with software, content production, and operations-heavy teams like member support and logistics. Peloton is publicly listed.

Locations and presence

Peloton is headquartered in New York City and also lists office locations such as London and Plano, alongside site-based operations for retail, studios, and member-facing roles. Peloton describes a hybrid work policy for most corporate teams of three in-office days per week (Tuesday–Thursday), with some roles fully on-site by nature.

Palpable Score

67.9

/ 100

Peloton offers some early-career entry and fairness signals through structured hiring language, pay-range postings, and a clear hybrid policy, but public evidence of a consistent graduate pipeline is limited. Peloton’s benefits and learning supports are visible, yet workforce reductions and office footprint changes add uncertainty to early-career stability and longer-term outcomes.

Pillar 1: Early-career access

Score

13.8

/ 20

The company’s careers blog highlights internship-style entry into Product Design and Software Engineering, describing interns working alongside engineering and design teams on day-to-day work.
Peloton has partnered with Pursuit and reports hiring Pursuit graduates since 2019, which is a concrete early-career access route beyond traditional resumes.
The company’s current careers site does not show a dedicated “students and grads” program hub with recurring annual intake details, which limits confidence in scale and consistency.

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Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company states Peloton uses a “structured hiring process” with “equitable interviews” on the “How We Hire” page, which is a clear intent and process signal.
Peloton job postings include a specific accommodation contact for candidates who need adjustments during application and interview stages.
The company’s job postings also state Peloton does not permit candidates to use AI tools during any stage of the application and interview process, which is a clear rule but can feel strict without parallel clarity on assessment formats by role.

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Pillar 3: Learning and support

Score

13.9

/ 20

The company describes benefits that include tuition reimbursement and student-loan paydown plans in U.S. postings, which supports ongoing learning for early-career hires.
Peloton publishes early-career stories (including tech internship and early-start narratives) that point to hands-on project learning inside real teams.
The company does not publicly lay out a consistent onboarding, mentorship pairing, or rotation model for early-career hires across functions, so support signals are present but uneven in public evidence.

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Pillar 4: Pay fairness and stability

Score

14.4

/ 20

The company posts base salary ranges on at least some roles and explains the factors that influence the final offer, improving pay transparency.
Peloton includes a clear total rewards framing in postings, listing equity awards, an employee stock purchase plan, and a broad benefits set (including parental leave and mental health access).
The company has recently discussed cost actions and restructuring in public reporting, which adds some stability risk even when posted compensation looks market-aligned.

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Pillar 5: Early-career outcomes

Score

11.8

/ 20

The company has a visible early-career “conversion-style” story pattern through internships and alternative pipelines (like Pursuit), but Peloton does not publish conversion rates into full-time roles.
Peloton has reduced headcount over recent years and has announced further job cuts and office moves, which increases uncertainty for early-career progression in some functions.
The company does not publish early-career outcomes such as retention, time-to-promotion, or cohort progression by track, which caps confidence in long-term outcomes.

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