• The company currently advertises a Jr-Mid Python Developer role that accepts “previous internship or commercial work experience” as a relevant background signal.
• B2C2 lists Trading Operations Analyst roles that ask for 1–3 years of experience, which can be reachable for early-career hires but is not true graduate entry.
• The company has also advertised graduate-labelled openings in the recent past (for example Jr Business Operations Analyst (Graduate) and Junior Trader/Graduate Trader), but those are not consistently visible as a standing intake.

‍

• The company publishes detailed role scopes and requirements in its job ads (for example duties, weekend coverage expectations, and location requirements).
• B2C2 has multiple candidate-reported interview experiences that include long waits for updates or being dropped after final stages without feedback, which is a fairness risk for juniors.
• The company uses a consistent ATS flow and includes equal opportunity language and flexible working consideration in postings, but does not publish a standard interview step-by-step with timelines.

‍

• The company frames the Jr-Mid Python Developer role around cross-team collaboration, code reviews, and documentation standards, which can create day-to-day learning if managers run it well.
• B2C2 describes a values-driven culture and offers things like volunteering days and regular internal events, but these are not substitutes for onboarding and coaching detail.
• The company does not publicly spell out early-career support mechanics such as buddying, a ramp plan, mentoring commitments, or review cadence.

‍

• The company references a “competitive package” and two discretionary bonus awards a year in multiple postings, suggesting stable full-time compensation structures.
• B2C2 does not publish salary bands on its own job ads, which makes it hard for early-career applicants to judge pay fairness before investing time.
• The company has only a thin set of externally visible salary datapoints and mixed compensation sentiment in public reviews, which limits confidence.

‍

• The company has a modest volume of public employee reviews with a majority recommending the company, but the sample is small and not early-career-specific.
• B2C2’s public footprint points to a multi-office, multi-region operation with repeated hiring across operations and technology, but that does not translate into published promotion or retention outcomes.
• The company does not publish early-career outcomes such as intern conversion rates, 12–24 month retention, or typical time-to-promotion, so progression assessment relies on indirect signals only.

‍