• The company states that the Early Talent Program brings in more than 300 interns and co-ops each year across functions like engineering, marketing, and sales.
• SharkNinja shows breadth and recurrence in early-career hiring by listing a dedicated “Intern” filter with dozens of seasonal roles (including engineering R&D, product development, quality, and commercial internships and co-ops).
• The company offers early-career pathways beyond internships, including a three-year Finance Graduate Programme with annual rotations and “Associate” level roles that explicitly welcome internship experience.

‍

• The company provides a clear, role-specific process in some early-career postings, such as a London product design internship that lays out a recruiter call, a take-home design challenge, and a final panel interview.
• SharkNinja job ads for internships often spell out practical details that reduce guesswork for first-time applicants, including onsite expectations, work period dates, and compensation ranges on some roles.
• The company has mixed candidate-experience signals in public interview feedback, including reports of skills tests and other assessments alongside complaints about follow-up gaps or ghosting after early-stage screens.

‍

• The company describes the Early Talent Program as including hands-on work plus mentorship, professional development opportunities, community events, and a capstone-style chance to showcase work to leaders.
• SharkNinja sets clear expectations on learning-by-doing through co-op and internship structures, including longer co-ops designed to blend study with immersive work and shorter internships positioned around meaningful project ownership.
• The company backs learning with formal support in at least one graduate track, including a fully funded CIMA qualification, paid study leave, structured rotations, and dedicated mentorship in the Finance Graduate Programme.

‍

• The company publishes hourly pay ranges for some internships, including ranges like $26–$35/hr and $28–$37/hr, and states pay is set using a standardized scale aligned to educational level.
• SharkNinja posts salary ranges and a detailed benefits list on some early-career “Associate” roles, including items like 401(k) matching, employee stock purchase program, parental leave, and backup care days.
• The company makes some early-career costs and constraints explicit, such as “no relocation or housing assistance” on certain internships, and pay-range visibility is not consistently shown across all regions.

‍

• The company says interns and co-ops often transition into full-time roles, and the company’s 2025 early-talent intake is described as coming from over 100 universities and 50+ functional areas.
• SharkNinja has mixed public signals on progression, with employee feedback that includes both “good visibility for junior employees” themes and complaints about limited promotions or unclear growth paths on some teams.
• The company lacks published early-career outcome metrics such as internship-to-offer rates, typical promotion timelines, or early-tenure retention, and public signals like “high turnover” themed review clusters make it hard to judge consistency; LinkedIn profile patterns show some intern or co-op to full-time moves, but not enough to quantify outcomes.

‍