• The company’s current vacancies list is dominated by mid-to-senior roles (for example Engineering Manager, AI Principal Engineer, and “Senior” commercial roles), with few obvious “0–2 years” entry points on the main careers board.
• Checkatrade runs the “Get In” programme that connects 16–25-year-olds to apprenticeship opportunities with trade businesses, but this is an industry pipeline rather than a clear route into Checkatrade corporate roles.
• The company has public signals from talent leadership that Checkatrade is exploring early-careers recruiting, but there is no consistently visible graduate or apprenticeship intake page for the corporate organisation.

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• The company publishes a candidate-facing hiring process page that sets expectations on recruiter screening and commits to clear communication and feedback for candidates.
• Checkatrade states the company does not use AI to screen applications or make hiring decisions, and that every application is reviewed by a person from the Talent Acquisition team.
• The company also says processes can vary by role and may include case studies or presentations, which helps set expectations, but still means candidates can see different loops depending on the team.

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• The company markets specific growth supports such as study days, study leave, and talent programmes, which are practical levers for early-career development if managers use them well.
• Checkatrade is described in role materials as running an in-house mentoring scheme and internal networks like “Women in Tech,” which can provide guidance beyond your direct manager.
• The company talks about “learning fast in agile squads” and hosts community-style moments like tech meetups, but Checkatrade does not publish a junior onboarding or mentorship standard that would make support predictable for first-job hires.

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• The company lists a broad benefits package that includes private medical cover, 24/7 GP access, a cash plan, life cover, and an enhanced pension, which supports stability for early-career hires.
• Checkatrade also highlights concrete time-off and lifestyle supports such as holiday buy-and-sell, enhanced parental leave, birthday leave, charity leave, and salary sacrifice options (for example EV and cycling schemes).
• The company rarely publishes salary ranges on the main careers surface and some public job listings explicitly say “salary not provided,” which limits pay transparency for candidates early in their careers.

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• The company has mixed employee sentiment in public review aggregates, with “recommend to a friend” sitting below a majority and “career opportunities” landing around the low-3s out of 5, which is a cautious progression signal.
• Checkatrade displays multiple external workplace badges (including Great Place to Work certifications and category awards), which is a positive signal on general employee experience even though it is not early-career specific.
• The company does not publish early-career outcomes like intern conversion rates, time-to-promotion for junior tracks, or retention by cohort, so early-career predictability remains hard to validate.

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