• The company runs a dedicated University Recruiting pathway with multiple tracks (including engineering internships, machine learning internships, and data science intern or university grad routes) and publishes when applications open for upcoming cycles.
• Pinterest posts live “University” internships across different functions with clear start dates and role labeling (for example, remote internships with May and June 2026 start options).
• The company offers a separate Apprenticeship Program for non-traditional backgrounds (bootcamp, self-taught, or no related degree), expanding access beyond standard university pipelines.

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• The company publishes an “Interview journey” that explains the usual flow from recruiter screening to hiring manager conversations, team interviews, and a debrief-led decision with recruiter updates.
• Pinterest describes “competency-based interviews” and states that recruiting partners prepare candidates to meet cross-functional interviewers, which reduces guesswork for first-time job seekers.
• The company outlines apprenticeship assessments and final rounds (including the possibility of essay questions or a coding assessment, a video interview, and three final interviews) but does not publish typical time-to-decision ranges or rejection feedback expectations.

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• The company invests in pre-start onboarding for interns through “Pin Prep” monthly sessions that cover nontechnical skills like networking, managing commitments, and virtual etiquette before internships begin.
• Pinterest pairs incoming interns with early-career “New Grad Buddies” and positions the buddy relationship as a practical support channel for confidence-building, questions, and culture navigation.
• The company states that apprenticeships include 1:1 mentorship, quarterly performance reviews, ongoing feedback, and access to professional development events and social programming designed to support growth.

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• The company includes explicit pay ranges on some internship postings (for example, monthly salary ranges for remote “University” interns), which is a meaningful transparency signal for early-career candidates.
• Pinterest lists global benefits such as a paid year-end company holiday closure and a minimum 20 weeks of global paid parental leave, which supports stability for longer-term early-career employees.
• The company notes that apprenticeships can be “up to one year” and are at-will with no guaranteed program length, and Pinterest does not consistently publish pay ranges for apprenticeship cohorts in the same way as some internship listings.

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• The company shares at least one intern-to-full-time conversion journey where University Recruiting reconnected after the internship and extended a full-time new grad offer for the same team.
• Pinterest publishes an apprenticeship progression timeline that includes conversion to a full-time junior role and later promotions into more senior engineering leadership responsibilities, giving a concrete example of upward mobility from an early-career entry point.
• The company does not publish cohort-level outcomes like intern return-offer rates, apprenticeship conversion rates, early-career promotion timelines, or retention metrics, which limits how confidently outcomes can be scored beyond anecdotal stories.

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