• The company advertises multiple “Entry level” roles, including Digital Content Creator and Marketing Hustler, which creates credible access points for 0–2 year candidates.
• BubblyDoo also posts an entry-level Product Implementer/DTP freelancer role that welcomes “a strong desire to learn,” which broadens access beyond traditional CV filters.
• The company’s overall volume is still limited by small headcount, so early-career hiring looks opportunistic rather than a steady stream.

‍

• The company’s entry-level postings include concrete “What you’ll do” responsibilities (influencer outreach, campaign support, performance monitoring), which helps candidates judge fit before applying.
• BubblyDoo routes applications via direct email with CV and short motivation, which can be fast, but gives candidates less structure on stages, timelines, and feedback norms.
• The company includes clear salary numbers in some roles, but other postings rely on “compensation to be agreed upon,” which reduces transparency.

‍

• The company explicitly describes an “onboarding and training phase” for the Product Implementer/DTP freelancer role, which is a concrete support signal.
• BubblyDoo frames several entry-level roles around learning by shipping, with language about creative freedom and room to grow, but without specifying coaching mechanisms.
• The company does not publicly describe basics that matter for juniors such as a buddy system, 1:1 cadence, feedback cycles, or a defined ramp plan beyond the initial training mention.

‍

• The company publishes pay figures for some entry-level roles (for example monthly gross starting salaries), which is rare and helpful for early-career applicants.
• BubblyDoo also uses contract and freelance structures for at least one entry-level role, with variable workload and continuation “evaluated together,” which can reduce stability for juniors.
• The company does not consistently publish benefits, equity explanations, or salary ranges across roles, so pay fairness can’t be scored higher than mid-range.

‍

• The company has very limited employee-review coverage that is clearly attributable to BubblyDoo, so independent signals on retention, promotion quality, and manager standards are largely missing.
• BubblyDoo’s publicly visible footprint on LinkedIn indicates a very small team, which makes it harder to evidence repeat junior progression patterns over 12–24 months.
• The company does not publish early-career outcome proof such as promotion examples, internal mobility stories, or “where alumni went next,” which keeps this pillar capped even with decent entry-level access.

‍