Prysmian Australia

Promotions are possible in the company, where a few interns are offered a proper role in the company. However, opportunities to learn and grow are only offered once you get a proper role, but I feel like interns should be included in this development too. Additionally, getting a job offer is not guaranteed as it depends if they are hiring in that department.

In this role promotion is usually just a more experienced salesman or a managerial role, there is a lot more lateral movement compared to vertical. Managers push us for better roles though.

As an intern on fixed-term contract, there isn't a guaranteed permanent role at the end of it. However, there is the internal job posting board where I could try find a job internally. I can tell there are probably head count and budget issues so they can't offer a permanent role to every intern. It still provides good experience so in that way, I can try apply to other jobs externally.

I took this position out of a strong interest in learning and developing my skills, even though I was aware from the start that promotion opportunities are limited and can take a long time—often around a decade to move up to the next level. While that timeline may seem discouraging, I’m personally fine with it as long as my career path doesn’t feel linear or stagnant, meaning I continue to receive training, development, and new challenges. That said, I sometimes feel that the company does not fully support career development, especially when it comes to structured learning. While there are many external training opportunities available, the company often relies on senior staff to train junior employees, which is difficult to implement in practice. Everyone is busy with their own responsibilities, and teaching complex topics—especially those outside of daily tasks—requires time and effort that’s hard to spare. In many cases, I’ve been assigned tasks outside my job scope, and I’ve had to self-learn from scratch using online resources. While this shows trust in my ability to adapt, it can be inefficient and draining, especially when it distracts from my core responsibilities. It also suggests that the company may undervalue formal technical training, particularly for junior roles, and sometimes even for senior ones.