• The company has run a dedicated Software Engineer, New Grad role with a defined start window for graduating students and a “University Engineering” grouping, which is a true first-role route rather than a generic junior listing.
• Watershed recruits students directly through events aimed at 2026 internships and new-grad opportunities, which is a concrete signal of repeatable early-career outreach.
• The company’s recurring non-engineering early-career access shows up more as “1–3 years” roles (for example Data Analyst and Technical Support Engineer), so brand-new graduates outside engineering have fewer obvious entry points.

‍

• The company publishes a consistent interview outline inside role postings, starting with 1–2 initial conversations, then a role-relevant skill or experience interview, then a virtual or in-person panel.
• Watershed states a formal accommodations process for candidates with disabilities, long-term conditions, neurodivergence, pregnancy-related needs, religious observances, or mental health requirements, which reduces avoidable barriers for early-career applicants.
• The company has mixed candidate-reported experiences on the difficulty and consistency of later-stage assessments, which makes the practical experience feel less predictable than the written process.

‍

• The company describes an onboarding buddy approach in engineering that supports quick ramp-up and early code review and deployment for new joiners.
• Watershed runs a structured internal onboarding ritual that includes new hires completing “personal priorities” within the first weeks and managers scheduling a session within the first six weeks, with onboarding not considered complete until that happens.
• The company also describes formal onboarding and deep-dive training on climate science and policy for employees, but Watershed does not publish a role-by-role early-career training pathway outside engineering.

‍

• The company frequently publishes cash compensation ranges directly on US role postings and explains that ranges can cover multiple internal levels and vary by scope and location, which helps candidates understand how offers are set.
• Watershed lists a broad total rewards package on the careers page, including equity, health/dental/vision insurance, 401(k), unlimited paid time off, paid parental leave, fertility support, and mental health programs.
• The company’s pay transparency is uneven by geography and role type, with some postings (including some Mexico City roles) lacking an explicit compensation range.

‍

• The company has mixed public employee sentiment on career opportunity, with review aggregates showing “career opportunities” scoring lower than culture and values, which is a meaningful outcomes signal for early-career growth expectations.
• Watershed is growing into new offices and teams (for example building out Mexico City operations and hiring across multiple functions), which can create internal mobility opportunities, but public materials do not spell out typical time-to-promotion for early-career tracks.
• The company does not publish early-career outcomes such as new-grad retention, promotion rates, internship conversion, or time-in-level benchmarks, limiting confidence in predictable progression.

‍