• The company is scaling early-career intake in the US through a dedicated Arizona summer internship posting that lists multiple engineering intern roles across process, yield, and equipment functions.
• TSMC has expanded Arizona internships sharply in recent years, with public reporting describing growth from small cohorts to more than 200 interns in 2025 as the Phoenix fabs ramped.
• The company offers a “learn-and-earn” technician apprenticeship in Arizona designed as a 12–18 month pathway combining on-the-job training with related technical instruction through a community college partner.

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• The company publishes a simple end-to-end application flow (resume screening, interview, offer) and sets expectations that candidates may complete assessments before interviews.
• TSMC’s Arizona apprenticeship page spells out required application components and explicitly includes a skills assessment step before interviews, which is clearer than many industrial employers provide.
• The company is facing a US class-action lawsuit alleging discrimination and unsafe workplace conditions at the Arizona site, which is negative, public evidence that limits confidence in consistent fairness and transparency for early-career candidates there.

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• The company has a dedicated Newcomer Training Center that teaches practical operations and professional knowledge, with long-tenured instructors providing hands-on training for new hires.
• TSMC’s Arizona apprenticeship structure is explicitly built around supervised on-the-job training hours plus formal instruction over 12–18 months, which is stronger support than basic onboarding.
• The company describes ongoing cultural integration and “newcomer care” measures as part of workforce expansion, including structured workshops run globally as hiring scales.

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• The company states in its sustainability reporting that total compensation is maintained above the top-quartile level among industry peers, which is a concrete pay-position claim (even without role-by-role ranges).
• TSMC’s benefits descriptions in public US-facing materials consistently reference cash bonuses, profit sharing, tuition assistance, and employee stock purchase options, which supports early-career financial stability.
• The company does not consistently publish salary ranges on many early-career postings across regions, so candidates often have to rely on late-stage recruiter conversations or third-party estimates to benchmark pay.

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• The company publishes retention indicators that matter for early-career sustainability, including a low total turnover rate and a separately reported turnover rate for employees in their first year.
• TSMC’s Arizona internship scale-up and apprenticeship pipeline are explicitly tied to staffing long-lived fabs with thousands of roles, which is a credible signal that early-career hiring can convert into stable operational careers.
• The company does not publish early-career outcomes such as internship-to-offer rates, typical time-to-promotion for engineers or technicians, or retention broken down by site and function, which limits how confidently candidates can judge progression.

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