AT&T
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AT&T Career Growth & Development
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's career growth & development like at AT&T?
Strengths in internal mobility, structured learning access, and clear career pathways are accompanied by challenges around promotion transparency, location-dependent movement, and individual visibility in large programs. Together, these dynamics suggest robust development infrastructure with outcomes that depend on business unit, site, and proactive pursuit of owned, high-impact work.
Positive Themes About AT&T
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Internal Mobility: The company is described as promoting from within and moving frontline employees into higher roles, with third‑party assessments highlighting strong internal mobility. Career materials and tools like an Opportunity Marketplace are positioned to enable lateral moves and advancement.
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Training & Education Access: Extensive learning options include nanodegrees, certificates, tuition assistance, and a personalized learning platform to build skills for current and future roles. Formal programs, mentorship, and a defined learning ecosystem are framed as core support for career growth.
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Career Path Clarity: Workday-based career tools outline progression routes within job families and “start here—go anywhere” narratives map movement from frontline to higher‑skill roles. Company messaging emphasizes structured paths and leadership development to strengthen the internal talent pipeline.
Considerations About AT&T
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Opaque Promotions: Promotion quality and fairness are described as inconsistent across teams, with politics and who‑you‑know dynamics noted in some areas. Access to advancement can depend heavily on local leadership and business unit.
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Limited Mobility: Mobility pathways vary by role, location, and bargaining status, and hub consolidations and relocations can constrain options. Advancement may hinge on being in specific sites or functions even when internal moves are encouraged.
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Lack of Recognition & Visibility: In very large programs, individual contributions can feel diluted, making ownership and impact less visible. Seeking projects with clear KPIs and control is presented as important to accelerate progression.
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