Company details

New York, NY

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

https://www.spglobal.com/en

About the company

S&P Global sells data, analytics, and benchmarks used across global financial and commodity markets, plus credit ratings through S&P Global Ratings and indices through S&P Dow Jones Indices. The company’s products help investors, banks, corporates, and governments assess risk, price assets, and make decisions using market data and research. S&P Global also operates large information businesses in areas like commodities, private markets, and market intelligence. S&P Global serves customers worldwide across multiple divisions and product lines.

Locations and presence

S&P Global operates globally across four regions with major hubs including New York and London, alongside large delivery and analytics teams in other countries. S&P Global promotes flexible working arrangements including flex hours and work-from-home options, while some roles list minimum office days by team.

Palpable Score

72.1

/ 100

S&P Global offers several credible entry points through internships and early-career rotations, and S&P Global backs that up with benefits and structured learning language that graduates can verify on public pages. Hiring transparency is decent, helped by a published candidate journey and repeatable interview patterns, but candidates still report uneven follow-up experiences. Outcomes are the main limiter because S&P Global does not publish intern conversion, early-tenure retention, or typical time-to-promotion data.

Pillar 1: Early-career access

Score

16.8

/ 20

The company reports hiring 333 interns in 2024 across four global regions and runs an Interns Innovation Challenge tied to GenAI skills and cross-team collaboration.

S&P Global lists multiple early-career role types publicly, including internships (often 10-week summer formats) and named early-career rotations such as Commercial Rotation Program roles.

The company links early-career hiring to campus outreach and partner pipelines, including Year Up, the 10,000 Interns Foundation in the UK, and targeted recruiting with HBCUs.

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Pillar 2: Hiring fairness and transparency

Score

13.5

/ 20

The company publishes a “Candidate Journey” flow that sets expectations for steps like recruiter screening, hiring manager screening, interview team meetings, a team feedback session, and background and reference checks.

S&P Global describes bias-focused recruiting work in public sustainability materials, including using a GenAI tool to standardize job descriptions to mitigate potential bias.

The company has public candidate reports describing structured recruiter and hiring-manager stages, but candidates also report inconsistent speed of follow-up, and S&P Global does not publish typical timelines or a feedback commitment for unsuccessful finalists.

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Pillar 3: Learning and support

Score

14.8

/ 20

The company advertises a continuous learning offer that includes EssentialTECH training in areas like automation, blockchain, and cybersecurity, available across levels rather than only to senior staff.

S&P Global positions individualized career coaching as a standard benefit, framing support around strengths, motivations, and internal connections to help people grow within S&P Global.

The company’s internship and graduate-role materials frequently reference structured onboarding and training blocks, but S&P Global does not publish a consistent early-career playbook that spells out mentoring, buddying, and onboarding standards across divisions.

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Pillar 4: Pay fairness and stability

Score

15.5

/ 20

The company publishes pay ranges on many US postings, including early-career roles and internships that list hourly ranges (for example, $25 to $35 per hour for some internship tracks) and base salary bands for early-career associate roles.

S&P Global lists concrete benefits that matter to early-career stability, including parental leave, family care leave, healthcare coverage, tuition reimbursement, and company-matched student loan contributions in some locations.

The company’s pay transparency is strongest in the US, while candidates in other countries often need to rely on third-party salary reporting or ask during the process because salary bands are not consistently shown on all listings.

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Pillar 5: Early-career outcomes

Score

11.5

/ 20

The company provides public signals that early-career talent can build breadth through internships, partner pipelines, and internal mobility and coaching framing, but S&P Global does not publish cohort outcomes that confirm how often that turns into promotions.

S&P Global has aggregated employee feedback pointing to workable hybrid patterns and positive work-life balance for some offices, which supports the day-to-day “first job” experience angle.

The company does not publish intern-to-full-time conversion rates, early-career retention, or time-to-promotion ranges, so candidates cannot easily benchmark typical progression or stability beyond the offer.

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