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The HEP faculty hire job market has stayed fairly plateaued over the yearsnot keeping up with number of postdocs and PhD produced seeking suchemployment. Physicists who seek jobs outside this realm face challenges. Forexample those hired as faculties at predominantly undergraduate institutions(PUI) and community colleges (CC) face hurdles to keep with research due higherteaching load and funding challenges. At the same time those who seekemployment in industry may find themselves in unprepared territory despitemarketable skills. New job opportunities seeking HEP developed skills haveappeared in data science, machine learning and quantum computing. Given that avast majority transition to the industry jobs, we must strengthen the existingpaths for this transition and develop new ways to facilitating it. A strongengagement between HEP and its alumni would boost this process. At the sametime those who stay in academia but choose to work at PUIs or CCs must beenabled to continue to pursue research and receive support and guidance forfunding. PUIs and CCs serve as a gateway to opportunities for inclusivenessbeyond national labs and academic research institutions offering an earlystarting point in the pipeline that can mitigate issues of lack of diversityand underrepresented participation of different groups in HEP. This reportsummarises the study undertaken to investigate these issues in HEP communityand provide findings and recommendations.

Summary Report of the Topical Group on Career Pipeline and Development (CommF2) Community Engagement Frontier Snowmass 2021