• The company advertises an internship role in Operations and Delivery (“Stage Support Opérations & Livraison”) with practical responsibilities like CRM/ERP data quality, financing document checks, and delivery coordination.
• Beev hires into early-career-friendly full-time commercial roles such as Business Development Representative with a 1–2 year bar (or “strong sales temperament”), which is a realistic step for many graduates.
• The company’s current public openings lean toward experienced or senior roles in several functions (for example, “Senior” customer care for VIP and strategic accounts), so entry-level access is present but not broad across teams.

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• The company publishes multi-step hiring flows inside job ads, including named stage owners like an HR interview, a métier interview with the Head of Sales, a culture-fit stage, and reference checks for the BDR role.
• Beev includes a structured, time-boxed early stage for at least one internship role (a 30-minute discovery call, then a 45-minute technical interview with the Head of Ops, then a team meet), which helps candidates plan.
• The company still includes simulation-style assessment in the BDR process (call simulations) without publicly stating how long candidates should expect prep to take, which can create uneven burden.

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• The company explicitly promises “accompagnement et formation” on B2B prospecting methods for the BDR role (scripts and tools), plus a clear internal next step toward Account Executive or Account Manager.
• Beev’s internship posting frames the role as skill-building on modern systems like HubSpot and operational processes across sourcing, financing prerequisites, and pre-delivery documentation.
• The company lists “formations continues pour tous” as an employer perk, but public materials do not spell out onboarding length, mentoring, or regular coaching rhythms by team.

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• The company offers stable contract types for some roles (for example CDI for the BDR role), which is a baseline stability positive for early-career hires.
• Beev describes compensation structure for sales roles (fixed plus variable tied to qualified meetings), but listings reviewed do not publish salary bands or typical OTE ranges.
• The company lists concrete perks (Gymlib membership, a free library, and an annual off-site), but the lack of consistent pay ranges keeps overall pay fairness hard to judge from the outside.

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• The company has a meaningful volume of public employee feedback with high overall ratings and a strong “recommend to a friend” signal, but those reviews are not broken out by junior cohorts.
• Beev talks about internal progression in at least one role post (BDR moving toward Account Executive or Account Manager), which is an outcome pathway, but it remains a promise rather than a tracked pattern.
• The company’s public footprint does not provide early-career outcome markers like “junior to mid” promotion examples, retention snapshots, or repeated graduate cohorts, so this pillar stays conservative.

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