• The company lists a clearly entry-level role on the careers page (CNC-Maschinenbediener marked “Entry level”) alongside an “Intern – Aerospace Engineering” opening.
• Blackwave runs student routes through “Working Student – Business Development” and a combined “Working Student or Internship – People (HR) or Events” posting that maps to real operational work (screening, interview coordination, event logistics).
• The company’s wider job mix on the ATS skews experienced (many roles are permanent full-time engineering and production with prior hands-on requirements), so early-career access exists but is not the dominant hiring pattern.

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• The company hosts roles in an ATS (Personio) with consistent role pages, responsibilities, profiles, and a standard application form.
• Blackwave writes unusually specific scope in multiple postings (for example, “transfer prototypes into stable pre-series and series production” and “create work instructions, standards, and best practices”), which helps first-time applicants self-select.
• The company does not publish a clear stage-by-stage interview process or task expectations (length, scoring criteria, feedback norms), which limits transparency for early-career candidates.

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• The company repeatedly promises structured growth language in job ads (for example, “Further development guaranteed” and “Grow in aerospace” through projects and exchange with experts).
• Blackwave includes onboarding-specific signals in at least one posting (team apparel “during onboarding”), plus day-to-day collaboration expectations with R&D, quality, and production teams.
• The company does not publicly spell out mentoring, manager 1:1 cadence, or a ramp plan for interns and juniors, so support is described more as culture and benefits than as an operating system.

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• The company offers stability signals through many “Permanent employee, Full-time” roles rather than repeated short contracts.
• Blackwave lists tangible benefits that matter early-career (choice of Deutschland Ticket, EGYM Wellpass or a tax-free benefits card, plus fresh lunches and flexible hours).
• The company does not publish salary ranges on the main ATS listings that are most visible to applicants, which caps pay fairness and makes comparisons harder for graduates.

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• The company has only a small number of public employee reviews, but those reviews include a high “recommend to a friend” share and a specific downside theme of work sometimes happening “in the rush,” which is useful but not enough to judge retention.
• Blackwave has public evidence of continued hiring across production, engineering, and People roles, but public promotion examples or early-career career paths are not published.
• The company’s LinkedIn profile indicates a meaningful team size band (51–200) and ongoing growth, but that is not the same as verified early-career progression outcomes.

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