• The company runs large-scale student and graduate hiring across multiple member firms, including graduate programmes, internships, and school-leaver apprenticeships that reopen each year in markets like the UK.
• KPMG’s US early-career hub lists pre-internship programs alongside internships and full-time entry roles, widening access beyond final-year students.
• The company’s global careers portal routes candidates to local firm sites across many countries, making early-career entry points visible across regions rather than concentrated in one market.

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• The company publishes a staged graduate application process in the UK (including online assessments, a video interview, and a final in-person event), which reduces uncertainty about what comes next.
• KPMG also publishes a named, staged apprenticeship process (online assessments, video interview, final event), giving school-leavers similar transparency to graduates.
• The company has mixed candidate-reported experiences for graduate hiring, including a mid-rated experience and less-than-company-average positivity for the Graduate Program interview track, which points to uneven delivery of timelines and feedback.

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• The company positions graduate and apprenticeship routes as structured development pathways that include funded professional qualifications, which matters for early-career progression in audit, tax, and adjacent roles.
• KPMG’s local firm pages describe internal learning academies and business-school style training, plus support for external qualifications such as chartered accounting, which is a concrete support mechanism.
• The company publishes onboarding and “what to expect” guidance in some countries, but learning details are spread across local sites, so consistency across the network is harder to verify from public evidence.

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• The company offers stable, full-time entry roles in many markets, and KPMG US maintains a pay-transparency page for locations covered by salary-range regulations.
• KPMG has faced public scrutiny in the UK for removing overtime-related pay for junior auditors during peak workloads, which is a negative signal on early-career compensation fairness in at least one major market.
• The company’s early-career job ads often omit salary ranges outside regulated locations, so candidates frequently rely on external estimates or late-stage conversations to understand pay and progression.

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• The company publishes at least one clear early-career outcome marker in a specific market, including a reported 94% FAE pass rate for the Ireland graduate programme, which ties early-career training to qualification results.
• KPMG LinkedIn profile patterns across multiple geographies show common progression from intern or graduate intake roles into associate and senior associate titles after the expected exam and time-in-grade cycle, indicating a typical promotion ladder for early-career hires.
• The company does not publish network-wide internship-to-offer rates, cohort promotion timing, or early-career retention, and public employee review sentiment varies by service line, so outcomes remain difficult to compare consistently across member firms.

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