• The company hires into junior-access work such as Customer Love Team Member roles and on-site fulfilment operator roles that do not require long specialist experience.
• Butternut Box also runs a junior-friendly field sales route (Junior Sales Associate) that is designed for people building practical sales skills on the job.
• The company still asks for prior experience in some “junior” routes (for example a year of sales experience for the Junior Sales Associate), which narrows true graduate access.

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• The company publishes a clear, staged interview flow on some roles, including a take-home task and structured skills and behaviours interviews.
• Butternut Box sets expectations around feedback and inclusive hiring focus in job ads, which is the right direction for candidate respect.
• The company’s public interview feedback is mixed, so consistency of communication and closure is hard to score higher without stronger, repeated evidence.

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• The company funds a personal learning and development budget (£500) in multiple role listings, which is a direct early-career support lever.
• Butternut Box explicitly sells coaching and training in the Junior Sales Associate role, plus visible “grow into senior or supervisor” pathways for that route.
• The company has credible early-career learning stories (for example, placement student accounts describing close access to teams and founders), but role-by-role onboarding structure is not consistently published.

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• The company posts concrete pay details for some frontline roles (for example an hourly rate plus shift allowance in fulfilment), which helps early-career candidates make fast, informed decisions.
• Butternut Box lists a strong baseline benefits set across roles, including private medical and dental coverage and enhanced parental leave in corporate listings.
• The company rarely posts salary ranges for many office roles, so pay transparency remains uneven for early-career applicants outside operations.

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• The company has a strong overall employee recommendation signal in public reviews, which suggests many people would still point friends toward Butternut Box as a workplace.
• Butternut Box has retention-style policies (for example paid sabbaticals after long tenure) but does not publish early-career outcomes like promotion examples, retention over 12–24 months, or internship-to-offer conversion rates.
• The company’s public footprint shows growth to a large team size on LinkedIn, but that is not the same thing as evidence that juniors progress quickly or predictably.

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