• The company has advertised student and intern routes, including a “Customer support (summer assistance)” role tagged Student and a sales internship in Stockholm.
• Bower has written at least one internship as a real pipeline, explicitly saying the placement is initially three months and that the goal is to hire afterwards.
• The company’s current public openings are not consistently early-career-heavy, so entry-level access looks real but not reliably recurring.

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• The company’s internship listing includes concrete scope (outbound calling, lead qualification, handoff to sales), plus “clear responsibilities and KPIs,” which is useful transparency for first-time applicants.
• Bower’s Account Manager listing includes a diversity and inclusion statement and encourages applications even when candidates are unsure they meet every requirement, which can reduce over-filtering.
• The company does not consistently publish a stage-by-stage hiring process (stages, timelines, or feedback norms), so candidates have to infer the experience from each listing.

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• The company frames at least one internship as high-ownership (“ideas will be valued and implemented”) and pairs that with measurable KPIs, which can create fast learning when managers coach properly.
• Bower repeatedly sells the team environment (collaboration, afterworks, team events) in early-career postings, but those are culture signals rather than structured development.
• The company does not publish clear onboarding, mentoring, or 1:1 expectations for juniors, so learning support is hard to verify from public materials.

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• The company has posted at least one paid internship with a stated monthly salary (SEK 5,000), which is better than “unpaid for experience.”
• Bower has advertised a commission-based freelance sales role with a stated pay range (€500–€1,000), which is transparent but also a less stable early-career option.
• The company usually uses “competitive salary” style wording for permanent roles, with few published salary ranges, which caps pay fairness for early-career candidates.

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• The company explicitly positions at least one internship as a route to employment (“hope to hire” after the initial period), which is a concrete outcome promise even though follow-through is not publicly measured.
• Bower’s public LinkedIn profile shows a small team size band and role mix, but it does not surface clear early-career promotion stories or typical time-to-progression.
• The company has very limited independent outcome data (for example, few or no reviews on the “Bower (Sweden)” employer profile), and Bower does not publish retention or promotion metrics, which keeps this pillar low.

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