• The company publicly positions roles as suitable for people “taking your first steps in your career,” and routes applicants to country job sites and LinkedIn for openings.
• MSC runs a UK apprenticeship pathway spanning Operations, Customer Service, and Digital Technology, which is a direct entry route that does not rely on a degree.
• The company’s Canada operation is publicly described as investing in “paid internships, summer employment opportunities, apprenticeships and formal mentoring,” which is clear early-career access in at least one major market.

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• The company’s global careers FAQ explains how to apply (via job postings and local sites) and sets expectations that interviews happen only if profiles match.
• MSC also states the company cannot reply to every unsuccessful applicant due to application volume, which is a transparency positive but a fairness negative for early-career candidates who need closure.
• The company’s interview feedback on public platforms points to multi-stage processes (often including online tests), but the steps and timelines are not consistently published on MSC’s global careers pages in a role-by-role way.

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• The company’s UK apprenticeship materials describe structured learning, including off-the-job learning time, qualifications, and rotation-style exposure in some roles.
• MSC’s Canada employer profile describes concrete support mechanisms: formal mentoring programs, in-house training, online training, leadership development, and six-monthly performance reviews.
• The company does not publish a single global early-career onboarding or mentorship standard, so support likely varies heavily by office and makes the experience harder to judge before applying.

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• The company’s UK apprenticeship pathway is explicitly “earn while you learn,” which is a baseline pay-and-stability positive for early-career entrants.
• MSC’s Canada employer profile lists meaningful benefits and stability markers (health benefits, retirement matching, tuition support up to full coverage in some cases, and paid internships).
• The company attracts frequent “low pay” and workload-linked pay dissatisfaction in employee reviews, and MSC rarely posts salary ranges publicly for early-career roles, which reduces pay clarity upfront.

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• The company reports a 100% success rate in UK apprentices securing permanent positions in 2024, which is a strong conversion outcome for that pathway.
• MSC’s Canada employer profile includes retention and progression signals such as long-serving employees and recurring performance reviews, but these are not broken out for apprentices, interns, or graduate cohorts.
• The company has mixed outcome sentiment in reviews, including comments about limited promotion odds and heavy workload, and MSC does not publish early-career metrics like internship-to-offer rates, typical time-to-promotion, or cohort retention.

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