• The company runs a structured Associate Internship Programme in the Investment Group and lists regional intakes across Singapore, Europe, China, and the United States rather than a single-office internship.
• Temasek also advertises off-cycle internships alongside summer programmes in Europe, which increases entry-level access outside the usual academic-calendar window.
• The company publishes workforce data showing a meaningful share of employees are aged 30 and under, which supports the view that early-career hiring is a recurring part of the overall talent mix.

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• The company outlines a campus hiring flow that includes online application, online assessments and pre-recorded video interviews, a “superday” with case study and interviews, and an offer step.
• Temasek states upfront that superday format varies by role, but still anchors expectations around case work and interviews, which helps candidates prepare more specifically than generic “multiple rounds.”
• The company does not publish typical timelines or feedback commitments, and public candidate reports suggest multi-round loops can be lengthy and communication consistency varies by team.

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• The company describes internship onboarding that includes induction by team and buddy, plus engagement with senior management and structured cultural immersion activities.
• Temasek lists a structured training plan for interns that includes orientation, experiential professional-skills learning, and a financial technical training bootcamp.
• The company builds development beyond internships through a stated “4Es” talent framework and mentions rotations, overseas assignments, mentoring, coaching, and stretch assignments as ongoing development mechanisms.

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• The company explains a remuneration philosophy that includes deferred incentives and clawbacks, which signals long-term pay design and risk controls common in institutional investing.
• Temasek does not consistently publish salary ranges on the public careers site or job portal, which limits pay comparability for early-career candidates before applying.
• The company’s benefits and stability signals for interns and new hires are not consolidated into a single, candidate-friendly page with concrete entitlements by region, so pay fairness is harder to assess from public materials alone.

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• The company describes mobility options such as job rotations, overseas assignments, stints in portfolio companies, and stretch assignments, which creates credible progression routes for early-career hires who perform well.
• Temasek positions the internship programme as a pathway “closer towards securing a full-time opportunity” and pairs that with mid-term and final evaluations plus regular goal and performance review discussions.
• The company does not publish early-career outcome metrics such as intern-to-offer rates, retention by cohort, or typical time-to-promotion, and publicly available outcome evidence is mostly anecdotal.

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