Company details

Cincinnati, OH

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Retail & Consumer

WEBSITE

https://us.pg.com/

About the company

Procter & Gamble (P&G) is a global consumer goods company that makes everyday products across categories like fabric care, home care, baby and family care, grooming, and health and personal care. The company sells well-known brands such as Tide, Pampers, Gillette, and Oral-B. P&G operates at global scale, serving billions of consumers through retailers and e-commerce channels. The company hires graduates into roles that start with real ownership and aim to build long-term careers inside P&G.

Locations and presence

P&G operates in approximately 70 countries, with major hubs including the United States and large multi-country regional organisations. P&G roles span on-site and office-based work, with flexible arrangements such as work-from-home options and flexible schedules described on country benefits pages.

Palpable Score

77.9

/ 100

P&G runs a high-volume early-career funnel, with clear “recent grads” and internship routes and a published hiring process that explains assessments and timelines. Support is a highlight because P&G publicly describes structured development systems, mentoring, and active performance coaching, but some claims rely on P&G’s own materials rather than independent outcome data. Pay signals are positive where salary ranges and starting salaries are published, though coverage varies by country and role.

Pillar 1: Early-career access

Score

18.3

/ 20

The company states that approximately 2,500 recent graduates are hired globally each year through the “Recent Grads and Entry Level” pathway.

P&G markets internships, traineeships, apprenticeships, and co-ops across functions, with placements ranging from six weeks to 12 months and offered both in-person and virtually.

The company advertises multi-month managerial development traineeships (often 6–12 months) that target final-year students and fresh graduates and position the program as a gateway into permanent roles.

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Pillar 2: Hiring fairness and transparency

Score

14.7

/ 20

The company publishes a step-by-step hiring process with defined stages (application, online assessments, interviews) and states an aim to update candidates on assessment outcomes and next steps within 30 days.

P&G provides an assessment guide that explains assessment types, offers practice examples, and instructs candidates to request accommodations before proceeding if needed.

The company sets explicit integrity rules for assessments and interviews, including completing stages independently and allowing re-attempt of failed assessments after a 12-month wait, which clarifies candidate expectations but does not include a commitment to personalised feedback.

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Pillar 3: Learning and support

Score

16.3

/ 20

The company describes named development infrastructure such as P&G Ignite Training Program (digital upskilling) and P&G Leadership Academy, plus a 70/20/10 learning model that includes mentoring, peer learning, and structured courses.

P&G outlines ongoing support mechanisms on function pages, including constant mentorship and performance monitoring to help employees move to the next stage of career progression.

The company’s early-careers messaging in the UK explicitly references heavy investment in development with senior leaders supporting interns and graduates as capabilities grow.

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Pillar 4: Pay fairness and stability

Score

16.3

/ 20

The company publishes a starting salary for the UK graduate programme (listed as £45,000 on the UK early careers page), giving candidates an up-front benchmark.

P&G job listings for entry-level roles in the United States commonly show “Starting Pay / Salary Range” fields, and internship listings also appear with pay ranges on some postings, improving pay transparency where provided.

The company describes market-competitive total rewards, performance-linked incentives, and locally aligned benefits, and country benefits pages spell out flexible schedules and work-from-home options that support stability beyond base pay.

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Pillar 5: Early-career outcomes

Score

12.3

/ 20

The company states that P&G uses a develop-from-within model for staffing most senior leadership roles, and P&G career materials also describe frequent role movement early in careers, which indicates an internal progression pathway.

P&G positions internships and traineeships as pipelines into permanent roles, including managerial development programs described as intending to offer permanent positions upon successful completion.

The company has publicly reported restructuring plans that include significant job reductions over a multi-year window, which adds uncertainty around near-term stability signals for office-based career paths.

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Useful links & resources

P&G Recent Grads and Entry Level roles P&G Internships (global)P&G Hiring Process (what to expect)