• The company advertises true entry-level roles such as “Graduate Backend Ruby Engineer” and labels the level as “Entry and Junior level,” which is a direct on-ramp for new grads.
• Cleo states in graduate engineering role hiring that Cleo is recruiting multiple Junior or Graduate Engineers, suggesting recurring early-career intake rather than a one-off hire.
• The company publishes early-career stories (for example, Graduate Ruby Engineer and Junior Software Engineer experiences) that match real roles Cleo hires into, which supports credibility of access.

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• The company lays out a step-by-step engineering interview process with stage lengths and a stated feedback turnaround after the initial talent screen.
• Cleo’s graduate backend job post includes a full application timeline (closing date, interview window, and start date) plus a clear list of interview stages, which reduces candidate uncertainty.
• The company talks publicly about keeping hiring “short, sweet, and impactful,” including tracking time-to-offer, but public feedback still includes some complaints about culture-fit subjectivity and occasional ghosting, which caps the score.

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• The company describes structured early-career support in team stories, including assigning a mentor or buddy, a tech lead, and a manager with weekly check-ins for a graduate engineer.
• Cleo’s graduate engineering role description is explicit about learning inside a cross-functional squad and being supported by the squad while shipping production changes.
• The company funds learning through an L&D budget and role-based development structure, but public employee feedback is mixed on whether support and career development feel consistent across teams.

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• The company publishes salary banding and progression frameworks openly, and Cleo also states Cleo does not ask candidates for current compensation, which reduces pay anchoring risk for early-career hires.
• Cleo’s graduate backend role includes a posted salary range (£40k–£58k) and equity, giving candidates a concrete pay expectation before interviews.
• The company lists benefits tied to stability and long-term wellbeing (health coverage, pension or 401k matching, paid parental leave, and sabbaticals), though some employee commentary questions how evenly pay progression lands in practice.

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• The company publishes a clear example of progression from a Junior Software Engineer to Tech Lead over roughly four and a half years, which is a meaningful early-career outcome.
• Cleo’s public progression frameworks and twice-yearly performance review cadence create a visible promotion pathway, but external reviews include both praise and criticism about how consistent career growth feels across the company.
• The company does not publish retention rates, early-career promotion rates, or internship-to-full-time conversion data, so outcomes beyond individual stories and review sentiment cannot be verified.

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