• The company runs a campus hiring stream with internships across multiple tracks (including technology, sales, marketing, finance, operations, consulting, product strategy, editorial, and manufacturing), rather than limiting early-career access to one function.
• Thomson Reuters also runs specialised early-career entry through Thomson Reuters Labs internships in applied research, engineering, and design, with placements in multiple labs locations.
• The company publicly frames campus hiring as suitable for co-ops and recent graduates, and the company also signals a “returnship” possibility for interns who perform well.

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• The company publishes a step-by-step campus process that includes applying online, role-specific assessments (including named tools), and interview preparation guidance.
• Thomson Reuters states that some sales and technology roles use structured assessments (including Pymetrics and HackerRank) and that the first interview step may use HireVue for consistency and accessibility.
• The company has mixed candidate-reported experiences across roles and offices, and the company does not offer a single global candidate guide with standard timelines and feedback expectations for early-career applicants.

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• The company sets clear learning expectations for interns, including coaching from mentors and managers plus intern-focused events like networking sessions, hackathons, and fireside chats.
• Thomson Reuters describes organisation-wide learning infrastructure such as Global Learning Days, on-demand learning via Workday and LinkedIn Learning, and structured programmes focused on skill-building.
• The company supports hands-on development and internal skill growth through mechanisms like short-term “Gigs” and internal AI tooling intended to help employees find development opportunities and coaching.

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• The company explicitly positions internships as paid and includes company-designated holidays as part of internship compensation.
• Thomson Reuters publishes specific benefit policies that support stability, including caregiver paid time off, enhanced bereavement leave, mental health holidays, and flexible work arrangements such as “Work From Anywhere” options.
• The company posts salary ranges for some roles where local laws require upfront disclosure, but the company does not show pay ranges consistently across geographies and job families on the public-facing careers surface.

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• The company publishes internal mobility pathways that include internal job posting and promotion intent, plus short-term “Gigs” that can lead to role changes across teams.
• Thomson Reuters has generally positive employee sentiment in public review aggregates, including a strong “recommend to a friend” share alongside a more moderate “career opportunities” rating, suggesting outcomes are good but not uniformly fast-moving.
• The company does not publish early-career outcomes such as intern-to-offer rates, new-grad retention, or typical time-to-promotion by track, which makes it hard to judge the predictability of progression for graduates.

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