• The company publishes recurring internship and co-op intakes that start in January, May, and September, with opportunities spread across 10+ business lines including Technology, Finance, Risk, Marketing, and HR.
• Scotiabank runs distinct early-career pathways beyond standard internships, including the Velocity student development program and multiple TILT new graduate rotational programs across different streams.
• The company offers specialised pathways like the THRIVE summer program in Global Banking and Markets and a visible campus events calendar that feeds early applications.

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• The company publishes a clear “How to apply” flow (preliminary interview, assessments where applicable, interviews, screening, reference checks) so first-time applicants can anticipate stages.
• Scotiabank states in at least one 2026 internship posting that internships, co-ops, and new graduate program applications do not require resumes, using a PLUM profile plus a one-way video interview instead.
• The company has mixed transparency on timelines and feedback norms beyond the stage list, and candidate-reported experiences show process consistency varies by team and location.

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• The company describes Velocity as an enhanced student development experience built around workshops, speaker events, skill-building sessions, and being paired with multiple mentors.
• Scotiabank describes TILT programs as rotational and structured, with program managers, executive masterclasses, mentorship, capstone projects, and bank-wide cohort community elements.
• The company’s Global Banking and Markets internship materials reference bank-wide orientation, leadership exposure, in-depth training, and ongoing coaching and feedback, rather than “learn by osmosis.”

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• The company publishes explicit salary ranges in some early-career job postings, including U.S. internship roles that list a specific annual salary figure and a pay-range disclaimer.
• Scotiabank is recognised publicly for benefits and development supports that matter early-career, including tuition support and structured training options described in external employer profiles.
• The company’s pay transparency is not consistent across geographies and many Canada-based student and graduate postings still rely on candidates progressing to later stages to learn compensation details.

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• The company describes specific early-career pathways that lead to next-step roles, including THRIVE stating successful completion can lead to a return front-office internship the following summer and Accelerate roles describing progression into banker positions after rotations.
• Scotiabank shows mid-range progression sentiment in large-scale employee reviews, with “career opportunities” scoring around the middle rather than standing out as exceptional.
• The company does not publish consistent cohort outcomes such as intern-to-offer rates, TILT placement rates after rotations, promotion timelines, or early-career retention figures, limiting confidence about typical outcomes.

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