• The company’s current public job board is overwhelmingly senior, with roles like Senior Frontend Engineer, Senior Python Engineer, and Senior Carbon Specialist requiring 5–7+ years of experience.
• CarbonChain does not show a visible internship, apprenticeship, graduate scheme, or “new grad” intake page as a recurring entry route.
• The company has a small number of roles that could be reachable for earlier-career candidates (for example Product Designer), but the overall pattern is not regular first-role hiring.

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• The company publishes a dedicated “Our Interview Process” page that spells out stages (phone screen, technical task, and an in-person panel) and what each stage is assessing.
• CarbonChain sets expectations on candidate time by stating the technical task usually takes 2–5 hours and that the company aims to evaluate the full process outcome within 24 hours of the final round.
• The company asks some candidates for salary expectations inside the application flow, and third-party interview reports describe long final rounds for some roles, which reduces perceived fairness even with clear stage descriptions.

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• The company funds development with a stated £2,000 annual learning allowance and also runs regular team connection time (weekly lunches and quarterly retreats).
• CarbonChain supports remote and flexible working through a home office setup allowance and a separate remote-work budget, which can help juniors build a sustainable setup.
• The company does not publish a structured early-career onboarding plan or mentorship programme, so learning support beyond allowances is hard to verify from public materials.

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• The company lists meaningful benefits on role pages, including private healthcare, parental leave, annual leave, and home office support.
• CarbonChain rarely publishes salary ranges on the main job postings, which makes pay comparability difficult for early-career candidates before they apply.
• The company has mixed public employee feedback referencing layoffs and contract changes, which creates a stability question-mark that offsets the benefits package.

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• The company has mixed employee review signals on progression and development, including comments about a flat leadership structure limiting growth for some roles.
• CarbonChain’s public footprint shows hiring growth signals (for example, “we’re growing and hiring” messaging and multiple open requisitions), but that does not translate into published promotion paths or retention outcomes.
• The company does not publish early-career outcome metrics such as intern-to-offer rates, retention by cohort, or typical time-to-promotion, so early-career predictability is hard to validate.

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