📍
Singapore

Global Accounts Strategy Office Program (SOP)

Graduate Program
Technology & Digital
Sales
Posted:
December 29, 2025

Lenovo

Smart devices & infrastructure technology leader
79.3
Palpable Score
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Global Accounts Strategy Office Program (SOP)

Bringing Smarter AI to the World

About the Program:Global Accounts Strategy Office Program (SOP) is a one-year, high-potential leadership development program designed to accelerate the careers of recent university and master’s graduates. Participants will gain hands-on experience across sales, strategy, and consultative business transformation, working closely with Lenovo’s Global Accounts organization to drive strategy, translate vision into action, and deliver outcomes for some of the world’s largest customers.

At the end of the program, participants will be placed into a permanent role within Global Accounts, positioned to grow as future leaders in Lenovo’s global business.

Program Highlights:

Key Responsibilities:

Preferred Qualifications:

What We’re Looking For:

About the company

Lenovo

Company overview
Lenovo is a global technology company that designs and sells PCs, laptops and workstations (including the ThinkPad line), plus tablets, monitors, accessories, and gaming devices. The company also sells enterprise infrastructure such as servers, storage, and edge solutions, alongside services that support deployment and managed IT needs. Through Motorola Mobility, Lenovo also competes in smartphones and related mobile hardware. Lenovo sells to both consumers and large organisations through retail, channel partners, and direct enterprise sales.

Locations and presence

Lenovo is incorporated and listed in Hong Kong, with headquarters in Beijing (China) and Morrisville, North Carolina (USA). Early-career programmes highlighted publicly are commonly office-based and rotational, with flexibility described as varying by programme and region.

Palpable Score

79.3
/ 100
Lenovo scores well because Lenovo publishes clear evidence of high-volume early-career hiring through internships and structured rotational pathways across multiple regions. The main limiter is that hiring transparency and feedback expectations are described well for some programmes, but less consistently across the wider job family mix, and public outcome data on retention and promotion rates is limited.
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