Company details

HEADCOUNT

3000-9999

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

http://www.squareup.com/

About the company

Square builds payments, point-of-sale, banking and commerce tools used by sellers, from micro-businesses to larger retail and hospitality operators. The Square product set spans in-person and online payments, invoicing, hardware, and lending products like Square Capital. Square sits inside Block, alongside brands like Cash App and Afterpay. Early-career hiring is most visible in engineering, with some periodic openings in design, data, hardware, and business roles.

Locations and presence

Square hires across the US, Canada, Australia, Japan, and Europe, with office hubs plus remote options depending on role. The company lists offices across cities including London, Dublin, and Tokyo, alongside multiple North American locations and remote-friendly roles.

Palpable Score

73.8

/ 100

Square offers one of the clearer “emerging talent” entry points among large fintech employers, with internships and new-grad hiring explicitly open to both university students and recent bootcamp grads. The score is capped by limited public outcomes detail beyond “return offer” intent, so grads still have to infer promotion speed and retention from reviews and hiring patterns.

Pillar 1: Early-career access

Score

17.0

/ 20

The company runs an Emerging Talent channel that explicitly covers internships and full-time roles in software engineering, rather than leaving grads to compete only in general reqs.
Square states eligibility rules in plain language, including bootcamp graduates and engineering training participants within a defined window, which widens entry access beyond CS degrees.
The company also signals occasional entry-level openings outside engineering (product design, data science, hardware, business), even if those are less frequent than software roles.

Pillar 2: Hiring fairness and transparency

Score

14.7

/ 20

The company publishes what candidates should expect across recruiter screen, team interviews, and work-sample style problem solving, including pair-programming for engineering roles.
Square explicitly commits to reasonable accommodations and asks candidates to coordinate needs with the recruiter, which is a concrete fairness practice.
The company still leaves some key details role-dependent (how many rounds, what the “project” looks like, turnaround times), which can create uneven candidate experiences across teams.

Pillar 3: Learning and support

Score

14.7

/ 20

The company invests in learning support that matters early on, including a learning and development offering plus access to LinkedIn Learning.
Square provides concrete wellbeing and support infrastructure (mental health support through EAP-style services and a named provider) which helps early-career hires sustain high workload learning periods.
The company does not publish a single early-career ramp plan (milestones, expected time-to-independence, mentorship commitments by role), so coaching quality still depends heavily on the team.

Pillar 4: Pay fairness and stability

Score

15.7

/ 20

The company offers stable benefits with clear, named components: healthcare coverage, paid time off, and up to sixteen weeks paid parental leave.
Square includes equity participation mechanisms (equity plans plus an employee stock purchase plan with a stated discount), which is meaningful pay value for early-career hires who stay.
The company’s pay transparency is mixed by posting source, but public internship and intern-market benchmarks place Square in a competitive hourly band for software engineering interns.

Pillar 5: Early-career outcomes

Score

11.7

/ 20

The company says strong-performing software engineering interns are intended to receive return full-time offers, and the same intent is stated case-by-case for other functions based on hiring needs.
Square has public employee review patterns that suggest solid learning and compensation, but more mixed signals on career opportunity and org stability, which makes early-career outcomes harder to predict.
The company’s LinkedIn job footprint shows recurring intern and early-career hiring across multiple locations, but Square does not publish conversion rates, time-to-promotion, or 12–24 month early-career retention.

Useful links & resources

Emerging Talent at Square What it’s like to interview at Square Life at Square (benefits and support)