Company details

HEADCOUNT

500-999

ORG TYPE

Corporate

SECTOR

Healthcare & Life Sciences

WEBSITE

http://www.schrodinger.com/

About the company

Schrödinger is a computational chemistry and materials science company best known for physics-based modeling software used across drug discovery and materials R and D. The company also runs an internal therapeutics group, using the same platform to advance proprietary and partnered drug programs. Schrödinger is publicly listed (Nasdaq: SDGR) and hires across scientific, software, and customer-facing applications roles. Day-to-day work tends to sit at the intersection of scientific depth and production-grade software.

Locations and presence

Schrödinger is headquartered in New York City, with additional US offices including Cambridge (MA), San Diego, and Portland. Schrödinger also lists non-US offices including Hyderabad (India), Tokyo (Japan), and locations in Germany such as Mannheim and Munich.

Palpable Score

63.7

/ 100

Schrödinger is a credible early-career option when internships are open, with real technical work and some thoughtful inclusion-focused events aimed at people at the start of their careers. The main constraint is volume: the live job board skews experienced, and Schrödinger does not publish early-career outcome stats like intern conversion or time-to-promotion.

Pillar 1: Early-career access

Score

11.0

/ 20

The company has run undergraduate-facing software development internships with entry-level eligibility language in prior summer postings.
Schrödinger has also advertised intern roles in Hyderabad for scientific software development, which opens access beyond the US hubs when those roles appear.
The company’s current public job board is dominated by senior and specialist roles, with very few 0–3 year titles visible at the same time.

Pillar 2: Hiring fairness and transparency

Score

13.3

/ 20

The company states the hiring team uses a standardized interviewing model to reduce unconscious bias and make the process more consistent across openings.
Schrödinger interview accounts for technical and scientific roles commonly include multi-stage structures like screens, a presentation, and several 1:1 interviews, which at least sets predictable expectations once a candidate is in process.
The company also has public interview feedback pointing to longer timelines and uneven pacing, which is tougher on early-career candidates juggling deadlines and other offers.

Pillar 3: Learning and support

Score

14.0

/ 20

The company funds employee resource groups and runs inclusion programming that includes events targeted at women and non-binary engineers who are early in their careers, combining coding time with networking.
Schrödinger supports structured learning through education-led workshops and also offers scholarships for online certification courses for eligible students and postdocs, which is a concrete “learning budget” mechanism.
The company does not publish a junior-specific ramp plan or mentorship standard on the careers site, so the day-to-day coaching quality still looks team-dependent from the outside.

Pillar 4: Pay fairness and stability

Score

13.7

/ 20

The company lists stability benefits that matter for early-career hires, including 401(k) matching, equity participation, health and welfare benefits, and access to mental health and family care benefits for US employees.
Schrödinger describes competitive pay plus over a month of paid vacation, which is a strong baseline benefits signal compared with many science-software employers.
The company does not consistently publish salary ranges on the central job board, which limits pay transparency for junior candidates comparing options.

Pillar 5: Early-career outcomes

Score

11.7

/ 20

The company reports a high overall employee retention rate (93.1% for 2023), which is a meaningful stability signal even though it is not broken out by early-career cohorts.
Schrödinger has mixed employee sentiment in public reviews, including role-specific concerns in at least one office that suggest uneven team-level experience, which can affect early-career growth and confidence.
The company has individual internship reflections on LinkedIn describing concrete skill growth and real feature work, but public sources still lack cohort outcomes like intern-to-offer rate, typical time-to-promotion, or 12–24 month early-career retention.