• The company runs a 10-week Corporate Summer Internship Program and separate Store Leadership Internships across Coach and kate spade, which creates multiple “start here” routes.
• Tapestry offers a 12-month Design Apprentice Program aimed at recent graduates or early-career applicants, which is rare in fashion outside pure design schools.
• The company’s day-to-day job estate still leans experienced for many corporate roles, so entry-level access is strong in programmes but less consistent in standard hiring.

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• The company states that candidates should only be contacted for interviews or offers if they applied through the official careers site, which is a concrete anti-scam candidate protection step.
• Tapestry makes the internship process unusually explicit in postings: an online application plus a required HireVue video, then final Teams interviews and offer timing windows.
• The company relies on multi-stage screening for internships, and public candidate feedback includes mixed notes on speed and communication consistency, which limits top-end transparency scoring.

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• The company describes the Design Apprentice Program as including training and learning sessions, exposure to leaders, and a final project presented to design leaders across brands.
• Tapestry’s store leadership internships are framed as learning alongside store leaders with exposure to store operations and leadership skills, which is a practical early-career learning signal in retail.
• The company’s wider job descriptions do not consistently spell out mentoring cadence, onboarding plans, or progression checkpoints for juniors outside these flagship programmes.

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• The company publishes base pay ranges on many US early-career postings, including store leadership internships (for example $20/hour) and design apprentice roles (for example $26/hour).
• Tapestry links early-career roles to defined benefits pages (corporate and store), which improves reward clarity beyond base pay.
• The company does not make salary ranges universal across all geographies and all early-career roles, so pay transparency is strong in the US postings but uneven globally.

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• The company reports a stable large workforce in public filings, which supports baseline organisational stability for cohorts joining each year.
• Tapestry has enough review volume on major platforms to show both positive intern experiences and recurring complaints about inconsistency across teams, which suggests outcomes vary by manager and function.
• The company does not publish cohort metrics like intern-to-offer conversion, apprenticeship completion rates, or 12–24 month retention for early-career starters, which caps this pillar.

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