• The company runs a dedicated University Student Careers page that explicitly targets “university students and new grads,” with separate sections for university and intern programs.
• Scale posts true first-role openings such as “Software Engineer – New Grad” alongside student roles like “Machine Learning Research Intern (Summer 2026).”
• The company positions a specific new grad pathway through the New Grad Strategic Projects Lead (SPL) program rather than limiting early-career access to internships only.

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• Scale publishes a step-by-step SWE application flow (resume screen, recruiter screen, take-home assessment, technical screen, and a virtual onsite broken into coding, debugging, system design, credos, and a hiring manager screen).
• The company includes pay transparency and offer-setting factors in at least the Software Engineer – New Grad posting, including a stated base salary range for major locations and what can move an offer within the band.
• Scale has mixed public candidate-experience signals in third-party interview reporting, including a sizeable share of negative experiences, which lowers confidence in consistency even when stages are clearly listed.

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• The company frames early-career support in concrete terms on the university page, including “coaching and mentorship” and “community” for the SPL pathway, plus examples of new grad SWE project types.
• Scale job postings commonly include a learning and development stipend alongside benefits, which supports ongoing upskilling beyond basic onboarding.
• The company has public employee feedback that points to high-intensity execution, so the day-to-day learning experience can vary depending on team norms and manager support.

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• Scale publishes a base salary range for the Software Engineer – New Grad role in San Francisco, New York, and Seattle ($124,000–$155,000) and states that equity and benefits are part of the package for eligible roles.
• The company repeats a consistent benefits set across postings, including health, dental, vision, retirement benefits, generous PTO, and a learning and development stipend.
• Scale had a major layoff in July 2025 affecting about 14% of staff and hundreds of contractors, which increases perceived job-security risk for early-career hires.

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• The company has employee review signals that rate “career opportunities” relatively higher than work-life balance and include claims of fast growth, which suggests meaningful progression for some early-career paths.
• Scale has also accumulated public feedback that mentions high intensity and churn risk, and the 2025 layoffs add uncertainty about retention outcomes for newer cohorts.
• The company does not publish intern-to-offer conversion rates, graduate retention, or typical time-to-promotion, so early-career outcomes are hard to validate beyond mixed third-party sentiment.

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