• The company has hired for explicit graduate roles, including a Graduate Software Engineer role advertised for Cambridge with hybrid working and a clear early-career framing.
• CMR Surgical has promoted graduate roles and internships through public recruiting events, including a virtual careers fair aimed at connecting candidates with current graduates and hiring teams.
• The company’s current job-search portal shows a small set of open roles that lean senior or specialist, which limits day-to-day entry-level access right now.

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• The company has an explicit commitment to inclusive hiring via the UK Disability Confident Employer Scheme, including reasonable adjustments and changes to how vacancies are communicated.
• CMR Surgical’s candidate-reported interview experiences commonly describe staged processes with HR screening plus technical rounds, giving applicants a clearer sense of what to expect than a single opaque interview.
• The company does not consistently publish hiring timelines, assessment formats, or feedback expectations on the careers site itself, so transparency depends heavily on the specific team and the candidate’s source of information.

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• The company frames roles around regulated, safety-critical work with structured practices, including international standards and automated test coverage expectations for graduate embedded software work.
• CMR Surgical highlights “tools to make a difference” and publishes employee testimonial content, but these signals stay broad and are not a substitute for specifics like ramp plans, mentorship ownership, or review cadence.
• The company has mixed external signals about support for less experienced staff, including reviews that praise meaningful responsibility early while also flagging gaps in formal support structures.

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• The company’s publicly visible roles often do not include salary ranges, which makes it harder for early-career candidates to judge pay fairness before investing time in interviews.
• CMR Surgical has mixed pay-related sentiment in public reviews, including comments about unclear salary banding and uneven experiences by team.
• The company has some positive benefits signals in employee feedback, but there is not enough consistent, role-by-role public detail to score pay transparency and stability higher.

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• The company’s aggregated employee sentiment is mid-range, with Glassdoor showing a roughly half-and-half recommend rate and relatively modest scores for career opportunities and senior management.
• CMR Surgical has at least one specific early-career outcome signal from a year-in-industry placement review that recommends the company, but the sample size is too small to generalise.
• The company has mixed external signals on progression and pay growth, including Q&A-style feedback that suggests promotions and pay rises can be inconsistent depending on team and timing.

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