• The company runs a dedicated Early Careers track with a defined 10-week paid summer internship programme across multiple functions, rather than limiting entry-level access to one team.
• Wise advertises recurring graduate cohorts with specific start dates, signalling predictable intake cycles rather than occasional junior hiring.
• The company offers apprenticeships alongside internships and graduate roles, widening access beyond the university-only route.

‍

• The company publishes an application and interview process with named steps and separate guidance pages, which reduces ambiguity for first-time candidates.
• Wise explains what interviews assess and how interviews can run (including remote and in-person formats), giving candidates a clearer prep target than generic “chat with the team” wording.
• The company faces mixed external feedback on candidate experience and responsiveness, so the public process detail does not fully translate into consistently predictable outcomes.

‍

• The company’s WiseStart programmes include an Engineering Bootcamp designed to bridge the gap between university and production work, giving graduates a structured start rather than “sink or swim.”
• Wise runs an Engineering Academy described as a multi-month curriculum delivered by the engineering community, which is more concrete than informal mentorship claims.
• The company pairs early-career roles with buddy or mentor-style support in programme descriptions and repeatedly frames intern work as real, high-impact projects with evaluation for graduate offers.

‍

• The company frequently includes pay information directly in job ads, including entry-level roles that list a specific salary plus RSUs.
• Wise lists location-based benefits and leave policies publicly, including paid parental leave and a paid sabbatical policy, which signals stable employment conditions rather than short-term early-career contracting.
• The company positions equity as broadly offered across the workforce, improving alignment and compensation upside for early-career hires compared with salary-only setups.

‍

• The company publishes multiple early-career stories that describe conversion from internship to full-time roles and internal moves into graduate engineering pathways, suggesting real routes from first roles into longer-term careers at Wise.
• Wise has mixed employee feedback on growth outcomes, with some reviews praising learning and mobility while other reviews point to unclear progression or uneven onboarding, creating uncertainty for typical early-career trajectories.
• The company does not publish early-career outcome metrics like intern-to-offer rates, graduate retention, or median time-to-promotion, which limits confidence in consistent outcomes across teams and locations.

‍