Company details

San Francisco, CA

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

https://www.uber.com/

About the company

Uber is a mobility and delivery platform best known for ridesharing and food delivery, and the company also runs logistics and freight-related products in many markets. Uber connects consumers with independent drivers and couriers, and also connects restaurants, grocers, and other merchants with delivery demand. Uber operates at large global scale, and the company reports operations across more than 70 countries.

Locations and presence

The company’s principal executive offices are in San Francisco, and the company reports operations in 70+ countries and more than 15,000 cities. For many corporate roles, Uber has moved toward office-based hybrid expectations, including globally coordinated “anchor day” patterns and a later shift to three in-office days per week for many employees.

Palpable Score

73.5

/ 100

Uber is a strong early-career option in tech and operations because Uber runs recognizable internship and new graduate pipelines, and Uber backs that with mentorship language and internal mobility mechanisms. The score is capped because hiring transparency and responsiveness varies, and public candidate feedback includes ghosting and long delays in some processes. Pay ranges for some early-career roles are visible, but long-term early-career outcomes are harder to verify at scale because cohort conversion and retention metrics are not published.

Pillar 1: Early-career access

Score

16.5

/ 20

The company maintains a dedicated University hiring entry point covering internships and new graduate opportunities across teams like software engineering, design, and data science.
Uber runs region-specific early-career pathways such as the SOAR management trainee program in APAC Community Operations, built as an 18-month rotational track for graduates with limited experience.
The company shows recurring annual intake for technical new grads through postings labeled by graduating class year (for example “Graduate 2026” software engineering roles), rather than only hiring juniors ad hoc.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company does not provide a single, role-by-role interview roadmap on the early-careers hub that spells out stages, assessments, and timelines in a way first-time applicants can reliably plan around.
Uber has consistent public interview pattern signals for many roles, including multi-stage processes that commonly combine recruiter screening, technical assessments or case work, and behavioral rounds.
The company has public candidate reports describing missed timelines, delayed updates, and being ghosted after later-stage interviews, which reduces trust in process reliability.

Pillar 3: Learning and support

Score

15.0

/ 20

The company’s university recruiting content includes specific intern stories that describe hands-on mentorship, managers answering questions, and constructive feedback during internships.
Uber promotes internal growth mechanisms such as short-term “Gigs” and stretch assignments, which can help early-career hires build scope without needing to change companies.
The company highlights community and development infrastructure such as employee resource groups used for mentoring and professional development, but the company shares less concrete, role-specific onboarding detail for new grads than the most structured early-career employers.

Pillar 4: Pay fairness and stability

Score

16.0

/ 20

The company publishes pay ranges on at least some early-career postings, including U.S. base pay ranges for “Graduate” software engineering roles.
Uber’s careers materials list tangible benefits that support stability for early-career hires, including healthcare, parental leave, wellness-related reimbursements, and monthly Uber credits (market-dependent).
The company’s pay transparency is uneven outside locations covered by posted salary ranges, so many early-career candidates still have to infer pay competitiveness by role family and region.

Pillar 5: Early-career outcomes

Score

14.0

/ 20

The company has very strong intern outcome sentiment in public intern review summaries, including extremely high “recommend to a friend” rates and high scores across culture and career opportunity categories for intern cohorts.
Uber describes internal mobility channels such as an internal jobs marketplace and short-term assignments, which are practical pathways for early-career progression when managers support moves.
The company does not publish consistent early-career outcome metrics such as internship-to-offer conversion, early-tenure retention, or promotion rates, and recent changes tightening hybrid flexibility can affect early-career experience depending on role and city.