• The company regularly posts early-career internships (for example, 6-month full-time HQ internships in Turin) across functions like international markets and R&D-adjacent teams.
• Lavazza also advertises junior and intern-titled roles across regions (for example, “Junior Accountant” and multiple “Intern” postings), signalling openings beyond only senior hiring.
• The company appears to run a named graduate route (often referred to publicly as a “BeAn Excellence” graduate program), giving graduates another entry channel beyond internships.

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• The company’s internship listings outline a clear sequence for candidates: application review, an initial interview, a meeting with the future manager, and sometimes a technical challenge.
• Lavazza’s graduate-candidate reports describe structured stages such as online tests, English assessment, phone interviews, and assessment-day components, which helps applicants prepare.
• The company also receives public feedback about timelines slipping and rejections arriving after promised feedback windows, which weakens trust in consistency.

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• The company describes “defined growth paths” and a “transparent evaluation system,” and highlights the option to gain experience across different geographies.
• Lavazza’s internship reviews frequently mention support from tutors and managers, alongside a learning-oriented environment in several locations.
• The company runs the Lavazza Group Ambassador Programme, which includes an interview-based selection and structured exposure to coffee origin countries and sustainability work as part of development.

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• The company explicitly states an internship allowance for at least some internship roles and lists concrete benefits like flexible working and on-site facilities (for example, canteen access and a corporate gym).
• Lavazza’s intern reviews include repeated downsides on compensation and benefits (for example, “low incomes” and limited time-off), suggesting early-career packages vary and can feel tight.
• The company rarely posts salary ranges publicly, which makes it harder for early-career candidates to judge market alignment before applying.

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• The company has multiple early-career reviews describing supportive teams and useful learning experiences, but also mentions of overtime and weaker pay in some internships.
• Lavazza frames progression through defined growth paths, a transparent evaluation system, and cross-geography opportunities, which are mechanisms that can support early-career development when applied consistently.
• The company does not publish early-career outcome metrics (such as internship-to-offer rates, promotion timing, or retention for graduate cohorts), so outcomes have to be inferred from scattered reviews and role descriptions.

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