• The company has employed graduate-entry talent in engineering, including a publicly profiled Graduate Software Engineer role based in London.
• Blink has advertised a Graduate or entry-level Sales Development role, which is a classic first-step commercial pathway.
• The company’s current open roles skew toward experienced hiring (e.g., iOS Developer, Backend Engineer, Senior Product Manager), so 0–3 year access looks present but not high-volume.

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• The company describes a structured process (intro call, product demo, task-based exercise, interviews with leaders) and sets an expectation of an initial update within a few days.
• Blink has candidate-reported interview experiences that include long delays, radio silence after interviews, and minimal feedback after multiple stages, which is a fairness risk.
• The company says feedback is not always possible due to volume, which is honest, but early-career candidates still carry the downside when timelines are inconsistent.

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• The company publishes learning support as a benefit, including backing for conferences, professional courses, and resources to upskill.
• Blink’s early-career storytelling describes broad exposure across technical areas and active help from colleagues when ramping up, which is a practical “learning by shipping” signal.
• The company does not publicly spell out concrete junior support mechanics like a buddy system, a 30-60-90 plan, or a defined review cadence.

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• The company states compensation includes salary plus equity and that compensation is regularly reviewed, which signals permanence and internal pay hygiene.
• Blink lists mainstream benefits such as private health insurance and pension-style benefits, which supports stability for early-career hires.
• The company rarely publishes salary ranges on role listings, which limits a graduate’s ability to check market fairness before applying.

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• The company shares concrete internal progression examples (customer success moving to leadership within a year; early commercial hires growing into senior leadership over a longer arc), which suggests room to grow.
• Blink’s employee review data points to generally positive sentiment overall, but does not break outcomes down by early-career level, team, or manager quality.
• The company’s LinkedIn profile shows an established, multi-office footprint and ongoing hiring, but Blink does not publish early-career outcome metrics like intern conversion, 12–24 month retention, or time-to-promotion.

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