• The company advertises “Early Careers” roles on the main jobs site, including a structured 6-month full-time internship window (April–September 2026) for current university students in engineering.
• Dojo states multiple entry routes for people at the start of their careers, explicitly listing apprenticeships, summer internships, year-long placements, and a graduate programme with a dedicated early-careers contact.
• The company hires juniors outside engineering too, such as “Junior” roles in support functions, which widens access beyond a single graduate pipeline.

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• The company lays out the typical stages (Talent Acquisition screening, hiring leader interview, then peers and stakeholders, sometimes with an assessment) and sets an expectation to review applications within two weeks.
• Dojo says the process supports reasonable adjustments and frames interviews as two-way conversations, which helps early-career candidates calibrate fit and ask questions.
• The company says detailed feedback is the aim after each interview but also notes this is not always possible during high-volume hiring, which adds uncertainty for candidates.

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• The company describes a formal Career Pathways framework and recurring growth cycles at least every six months, anchored around ongoing feedback rather than waiting for annual reviews.
• Dojo positions early-career engineering internships as mentored and project-led, including explicit language about support from senior engineers and day-one mentorship, plus exposure to modern tooling through external partnerships.
• The company’s public internship writing shows interns contributing to substantial engineering work (not just shadowing), which is a strong signal of real learning-by-doing.

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• The company publishes a broad benefits package for employees, including private medical and dental cover, 25 days annual leave from day one, pension contributions, and paid parental leave policies.
• Dojo does not consistently publish salary ranges on job ads, and at least some internship-style roles describe reimbursements without clearly stating pay, which limits pay transparency for early-career applicants.
• The company’s public review signals on compensation and benefits sit around the middle of the scale, suggesting pay and rewards feel mixed across teams and locations.

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• The company has visible early-career job titles on public profiles, including Associate Software Engineer roles, and there are examples of interns moving into associate or full-time engineering titles, indicating at least some conversion and progression paths exist.
• Dojo’s employee sentiment signals look mixed, with below-average overall ratings and relatively low “recommend to a friend” style indicators, which can point to inconsistent experiences across teams.
• The company does not publish early-career outcomes like internship conversion rates, promotion timelines, or retention metrics, which caps confidence in the long-term trajectory for graduates.

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