• The company’s most visible openings are clinical roles (MD, PMHNP) that require advanced licensure, so they do not function as entry-level access for graduates.
• Blossom’s “Software Engineer (All Levels)” posting still asks for 2+ years of experience and in-person NYC presence, which narrows early-career access rather than opening a 0–2 year lane.
• The company does not show internships, apprenticeships, new-grad rotations, or junior titles in the primary public listings, which caps this pillar.

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• The company centralizes applications through a formal ATS job board, which is a baseline fairness signal versus informal hiring-only channels.
• Blossom’s public careers page focuses on culture statements (“no hierarchy”, high intensity) but does not lay out stages, timelines, or what an assessment looks like for candidates.
• The company’s role labeling is inconsistent across aggregators (for example, clinical roles can appear “entry level” while requiring an MD and being contract), which can confuse first-time applicants.

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• The company sells a “provider-first” operating model and lists meaningful operational support (admin support, tooling, community) for clinicians, which implies some structured enablement for that worker group.
• Blossom’s engineering posting includes mentorship expectations (“provide technical mentorship”), but that is aimed at candidates who already have experience rather than a support plan for juniors.
• The company does not publish onboarding plans, ramp timelines, or explicit coaching structures for 0–2 year hires in job descriptions, limiting the score.

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• The company publishes salary ranges for several roles via public listings (for example, Software Engineer and Clinical roles), which is a strong transparency signal.
• Blossom’s clinical roles are explicitly contract, and public Q&A indicates 1099-style arrangements for at least some provider roles, which weakens stability for early-career candidates considering predictable benefits.
• The company describes benefits for some employee roles (health, dental, vision, PTO) but the picture is mixed across role types and sources, so this pillar cannot score higher without a single authoritative benefits and employment-type breakdown.

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• The company does not publish early-career outcomes like internship conversion, promotion timelines, or retention, so outcomes cannot be verified from primary sources.
• Blossom has limited public review volume and the available feedback is mixed, which is not enough to confidently evidence strong support outcomes for early-career staff.
• The company’s visible LinkedIn hiring signals skew toward experienced hires (for example, senior engineers joining from large tech), which suggests limited proof so far of junior progression inside the company.

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