Moody

Three distinct tracks recur:

• Sales Rotation Program – a two-year, four-rotation programme for new graduates, structured as four six-month placements across Sales Operations, Client Support, Marketing, and Sales Development Representative areas. The September 2026 cohort is based in New York or London (hybrid, three days a week) and requires a June 2026 anticipated graduation date and a minimum 3.0 GPA.
• Moody's Insurance Solutions Graduate Programme – a rotational programme based in London and Edinburgh for STEM and quantitative-business graduates, starting September 2026 with a five-week induction and then quarterly rotations through up to five Insurance Solutions teams (Customer Success, Model Development, and others), converting to a permanent placement in January 2028.
• Summer internships – Ratings and Research Support, Software Development, Analytics, and Customer Success intern roles, posted by individual line of business and geography rather than as a single global cohort.

Both flagship graduate programmes lock candidates into a multi-year rotational arc before permanent placement, so a candidate weighing Moody's against a peer bank's single-placement graduate scheme is trading direct first-team specialisation for cross-business breadth across an extended commitment window.

From Moody's own careers home, three structural facts distinguish the firm for early-career candidates:

• The ratings business (Moody's Investors Service) is one of three globally recognised Nationally Recognised Statistical Rating Organisations alongside S&P Global Ratings and Fitch, so credit-analysis work at Moody's sits inside a three-firm industry rather than a long tail of competitors.
• The firm runs two distinct businesses – Moody's Investors Service (credit ratings) and Moody's Analytics (risk-data products) – and the rotational graduate programmes explicitly send hires across both rather than committing them to one side at offer signing.
• Published scale: $7.7 billion 2025 revenue, 14,000+ employees, 113 offices across 90 cities.

The directional consequence for an early-career applicant is optionality: a hire on the rotational programmes is set up to move between the ratings and analytics sides during training, which materially widens the eventual permanent-team set but pushes the actual placement decision out 12 to 16 months from the start date.