• The company lists early-career-friendly roles like Junior CRM Operations Executive, Product Operations Analyst, Financial Operations Analyst (1+ year), and Customer Support Executive, which creates multiple entry points beyond pure customer support.
• Chip writes several analyst-style job descriptions around skills rather than pedigree, such as SQL + spreadsheets + “willingness to learn” in Product Operations, and “some experience” with room to grow (including certification) in CRM Operations.
• The company’s wider hiring mix still leans mid-to-senior in key areas, with roles like Senior Data Ops Analyst (3+ years) and manager-level posts that reduce the overall volume of 0–3 year opportunities.

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• The company job ads repeatedly state a typical response time (“within three days”) and lay out clear interview steps (screen, interview, short task, final), often naming the senior stakeholder involved.
• Chip publishes a recruitment privacy policy that spells out what data gets collected, where candidate data may come from (including public sources), and how requests to access or delete recruitment data work.
• The company has multiple public interview reports describing no feedback after submitting a take-home task, which undercuts the otherwise well-described process.

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• The company includes an annual training budget in multiple role perk sections, and external profiles describe a personal learning allowance aimed at ongoing development.
• Chip positions some junior roles as “learn-by-doing” ramps, for example Junior CRM Operations with exposure to Braze tooling, QA, troubleshooting, and governance processes as skills build over time.
• The company mentions structured knowledge-sharing in engineering (such as regular show-and-tell sessions), but public role pages rarely describe onboarding length, buddying, or performance review cadence for early-career hires.

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• The company publishes salary numbers for several roles that can suit early-career candidates, including a set salary for some analyst roles and ranges for roles like Junior CRM Operations Executive, plus a defined bonus split between cash and shares.
• Chip lists a consistent baseline of benefits across many postings, including pension contributions, private medical, 28 days holiday plus bank holidays plus the Christmas-to-New-Year period, wellbeing support, and equipment provision.
• The company does not show salary ranges on every vacancy, and employee feedback publicly points to uneven pay and bonus distribution across teams, which caps confidence on pay fairness.

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• The company has a strong-enough employee signal on Glassdoor, including a career opportunities rating around the high-3s and a majority of reviewers recommending Chip, which suggests workable growth pathways for some employees.
• Chip has public reviews referencing multi-year tenure and role growth in a fast-paced environment, but the public record does not break out outcomes specifically for graduates or 0–2 year starters.
• The company’s LinkedIn public profiles show some employees staying multiple years and moving into lead or manager titles, but Chip does not publish promotion rates, early-career retention, or structured outcome reporting that would let candidates judge consistency.

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