• The company runs paid internships advertised on the UNDP job portal, with internships available in country offices, regional hubs, and headquarters, and with options that can be in-person or remote depending on the posting.
• UNDP offers structured early-career programmes beyond internships, including the two-year Graduate Programme (international assignment) and the Junior Professional Officer route for eligible candidates from donor countries.
• The company sets specific eligibility gates that narrow who can access some “early career” routes, including Graduate Programme requirements around nationality (programme countries) and prior experience windows.

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• The company publishes a candidate-facing recruitment process that spells out common assessment steps such as pre-recorded video interviews, written tests, and reference checks for shortlisted applicants.
• UNDP supports interview preparation with formal guidance on competency-based interviewing and the behaviours the organisation looks for in selection decisions.
• The company still leaves some uncertainty because assessments and timelines can vary by vacancy and office, so applicants cannot rely on one fully standardised experience across all early-career roles.

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• The company positions the Graduate Programme as a two-year development pathway and includes a customised “Formation Journey” learning track alongside real work in a duty station.
• UNDP sets expectations that internships involve substantive tasks linked to the role description rather than observation-only placements, with work contributing to UNDP’s mandate in a “meaningful context.”
• The company does not publish a single, consistent mentorship or onboarding model that applies across internships, Graduate Programme placements, and other early-career entry routes, so learning support will vary by office and manager.

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• The company states that interns receive a monthly stipend that varies by duty station and differs for in-person versus remote internships, with policy-level detail on how stipends are calculated.
• UNDP publishes a broad benefits overview for staff that includes flexible working arrangements, parental leave, medical insurance plans, pension enrollment rules for eligible appointments, and relocation support for international staff.
• The company notes that benefit packages vary by contract type and location, and many vacancies do not publish role-specific salary ranges up front, which reduces pay predictability for early-career candidates comparing offers.

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• The company publishes concrete Graduate Programme cohort outcomes, including large applicant volumes and deployed graduates across multiple duty stations for earlier cohorts, which is a rare public signal for early-career programmes.
• UNDP has strong aggregate employee sentiment on major review platforms, including high “recommend to a friend” figures and generally positive interview experience ratings, which supports confidence that many people stay long enough to build skills.
• The company does not publish consistent early-career outcome metrics such as internship-to-offer conversion rates, time-to-promotion ranges, or retention by programme cohort, and UNDP also states that internships are not connected to employment and do not count toward minimum years of work experience for UNDP jobs.

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