• The company runs an Internship Programme open to current students and recent graduates, with internships tied to “meaningful projects” and supervision capacity rather than informal shadowing.
• UNHCR uses the Junior Professional Officer route as an early-professional pathway (typically donor-funded) that targets candidates with a postgraduate degree and a small number of years of experience.
• The company’s broader vacancy mix still skews toward experienced profiles, so “first job out of university” access is strongest via internships and a smaller set of junior local roles rather than high-volume graduate intake.

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• The company describes a staged selection flow that includes screening followed by assessments and competency-based interviews, which gives applicants a reasonable sense of what “good” looks like.
• UNHCR job adverts commonly warn candidates about scam risks by stating that no fees are charged at any stage of recruitment, and postings often flag that shortlisted candidates may sit tests.
• The company still has uneven candidate-reported experiences on timelines and follow-up, especially for competitive roles where written tests and panels can stretch processes out.

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• The company supports learning through a large self-paced training ecosystem, including internal e-learning modules and role-relevant training referenced directly in job requirements.
• UNHCR internship role descriptions often include a drafted work plan based on the intern’s background and real involvement in ongoing projects, which supports structured learning rather than ad hoc tasks.
• The company does not publish a single, consistent mentorship or onboarding standard that applies across all duty stations and contract types, so early-career support can depend heavily on the manager and location.

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• The company pays interns an allowance in cases where interns are not supported by an outside party, and internship postings are explicit that the allowance is partial and that travel and visa costs sit with the intern.
• UNHCR uses the UN common system compensation framework for many staff categories, and some vacancies publish duty-station net salary ranges alongside benefits like annual leave accrual and participation in the UN pension fund for fixed-term staff.
• The company’s stability picture is mixed because UNHCR uses a wide range of appointment types, and funding volatility has recently driven announced reductions in positions and office footprints.

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• The company has a large volume of public employee feedback that points to high mission alignment and strong learning exposure, alongside frequent mentions of workload intensity and bureaucracy that can affect retention.
• UNHCR shows a visible pathway from internships and junior local roles into longer contracts for some people, but many early-career routes are time-bound or donor-funded, so continuity is not guaranteed.
• The company has announced significant position reductions linked to humanitarian funding shortfalls, and UNHCR does not publish early-career outcomes like internship-to-offer rates, time-to-promotion, or retention by cohort, which limits confidence in long-run outcomes for new starters.

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