• The company runs paid internships and confirms internships are paid and new college graduate roles are full-time.
• Western Digital publishes clear eligibility rules for new college graduate roles, including a “within the past 24 months” window for first degree-leveraging roles.
• The company posts new graduate-only roles across multiple countries and functions on the main jobs platform, which signals recurring entry-level hiring rather than one-off junior openings.

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• The company explains a consistent high-level flow of application review, recruiter screening, and hiring manager interviews for students and graduates.
• Western Digital has widely shared candidate-reported patterns of online assessments and multi-round technical and manager interviews, which suggests structure but uneven experiences by team.
• The company does not publish role-by-role timelines, feedback expectations, or assessment rubrics for early-career hiring, which limits transparency.

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• The company describes the LAUNCH program as a 12-month set of programs and events for new college hires, including leadership exposure, curated development activities, and cohort networking.
• Western Digital positions internships as business-relevant project work and showcases intern learning stories through the company blog.
• The company does not publicly set out a consistent mentorship or rotation model across all early-career roles, so learning support likely varies by site and function.

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• The company publishes salary ranges on many U.S. job postings and explains how ranges apply (for example, by state and eligible remote locations).
• Western Digital states that internships are paid and that new college graduate roles are full-time employment, which reduces early-career pay risk versus contract-heavy entry routes.
• The company’s recent employee-count drop increases uncertainty on stability for early-career hires, especially in functions tied to business cycles.

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• The company states that Western Digital prioritizes hiring former interns into new college graduate roles, which is a concrete pipeline outcome signal even without published conversion rates.
• Western Digital provides a defined post-hire cohort experience via the LAUNCH program, which can support early progression through internal exposure and networks.
• The company does not publish early-career retention, intern conversion, or promotion-rate metrics, and public workforce totals show a recent decline, which caps confidence on outcomes.

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