Company details

London, UK

HEADCOUNT

3000-9999

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

https://www.schroders.com

About the company

Schroders is a global active investment manager that runs public markets and private markets strategies for institutions, advisers, and individual investors. The company operates across asset classes such as equities, fixed income, multi-asset, and alternatives, and also runs wealth-related services in some markets. Schroders is listed in the UK and has been operating since the 1800s. The company serves clients globally through local offices and regional hubs.

Locations and presence

Schroders states the company has 38 locations worldwide and 5,835 employees (as at 30 June 2025). Schroders highlights flexible working and lists major hiring hubs tied to offices and campuses (including the UK and global hubs such as Singapore and the US).

Palpable Score

70.7

/ 100

Schroders is easy to recommend for structured entry routes because the company runs multiple early-career pathways, publishes what the application stages look like, and links programmes to recognised qualifications. The main trade-off is outcomes uncertainty: public review feedback suggests progression can be slow in some areas, and recent cost-cutting news adds risk for candidates who want a predictable first two years.

Pillar 1: Early-career access

Score

16.0

/ 20

The company runs a two-year Graduate Programme across multiple business areas and says graduates move into a permanent role at the end of the programme.

Schroders offers paid internships and placements (including a ten-week summer internship and a nine-week paid internship window in the US materials).

The company runs school-leaver routes alongside graduate hiring, including a year-long trainee programme and a two-year apprenticeship programme linked to Investment20/20.

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Pillar 2: Hiring fairness and transparency

Score

14.5

/ 20

The company publishes a staged process for internships and graduates that includes an online application, multiple online assessments, and a video interview stage.

Schroders includes assessment-centre style steps in early-career routes (graduates and school leavers) and confirms rolling recruitment windows and opening months.

The company has mixed candidate experience signals in public interview feedback, with multi-stage structure described but timelines varying by role and location.

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Pillar 3: Learning and support

Score

15.7

/ 20

The company ties early-career programmes to named qualifications, including the Investment Management Certificate (IMC) for graduates and a CISI Level 3 Investment Operations Certificate for Operations Academy participants.

Schroders describes rotational learning in Operations Academy (rotating across operational functions) and positions the graduate programme as “real work from day one” with introductory training before joining the first team.

The company advertises practical support features in early-career programme listings such as buddy support and structured learning sessions (for example “Lunch and Learns” and “Coffee Hours”) on some programme ads.

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Pillar 4: Pay fairness and stability

Score

14.0

/ 20

The company’s UK graduate job adverts on student platforms publish clear salary figures (for example £45,000 for London graduate roles, and paid internships shown on a pro-rata salary basis).

Schroders publishes a UK benefits list that includes private medical cover, pension, enhanced parental leave, and volunteer leave, which improves stability for early-career hires who land permanent roles.

The company does not consistently publish pay ranges on every early-career listing globally, so transparency depends on the country and where the role is advertised.

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Pillar 5: Early-career outcomes

Score

10.5

/ 20

The company states graduates move into a permanent role at the end of the graduate programme, which is a positive “conversion” signal compared with fixed-term schemes.

Schroders has public employee review feedback that flags slow progression and unclear mobility for junior staff, including graduate-specific complaints about how rotations work in practice.

The company has had publicly reported workforce reductions tied to a cost-cutting programme, and Schroders does not publish early-career outcomes like promotion timelines, retention by cohort, or internship conversion rates.

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