• The company runs the Sea Global Management Associate Program, a 2-year graduate pathway built around four 6-month rotations across Shopee & Monee or Garena tracks.
• Sea advertises a Labs Internship Program for software engineering and computer science students, including a stated chance for top performers to secure permanent roles.
• The company offers a further early-career entry route via the IMDA–Sea Company-Led Training programme with year-round applications and trainee roles across product, engineering, UX, and analytics.

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• The company publishes several candidate-facing details for Sea Global MAP, including the application window, rolling reviews, a mix of virtual and face-to-face interviews, and an indicative offer month.
• Sea’s IMDA–Sea CLT FAQ lays out how recruiters handle applications, including candidate updates by email and constraints like interviewing for one role at a time when shortlisted.
• The company’s candidate-reported interview experiences commonly describe structured steps such as HR screening, online assessments, and role-specific interviews, but the number of rounds and scheduling experience appears inconsistent across roles and locations.

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• The company builds formal development into early-career tracks, with Sea Global MAP explicitly set up as four rotations and mentorship access that can include reporting to senior management for at least one rotation.
• Sea’s IMDA–Sea CLT programme states trainees get a mentor or project advisor and complete six months of on-the-job plus instructor-led structured training.
• The company positions internships as hands-on learning, with the Labs Internship Program promising guidance from engineers and Garena’s campus materials describing interns working on critical projects under mentors.

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• The company states IMDA–Sea CLT trainees receive a monthly salary while undergoing training, avoiding the common early-career pitfall of unpaid “training” roles.
• Sea has limited pay transparency in many regional job ads, but external compensation datasets provide at least a baseline view of market pay levels for Singapore-based roles (especially in engineering).
• The company frames several early-career pathways as stable feeders into full-time roles, yet many postings and programme pages do not consistently publish salary ranges or contract specifics across countries, which reduces confidence on pay predictability for new grads.

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• The company states that Sea Global MAP management associates are assigned to a department after the 2-year programme based on performance, preferences, skills, and business needs, which is a concrete “landing role” mechanism.
• Sea positions multiple routes as conversion pathways, including Labs Internship language about permanent opportunities for top performers, CLT language about potential full-time employment after training, and Shopee & Monee Apprentice Program postings that reference performance-based fast-tracking into a graduate development programme.
• The company does not publish retention rates, promotion rates, or early-career pay progression metrics, and public early-career sentiment data is uneven by geography, so longer-term outcomes beyond programme completion are difficult to verify externally.

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