• The company shows real early-career titles in public materials, including “Junior Software Engineer” and multiple “Working Student” roles listed on the team page.
• embedded ocean GmbH has posted roles with “Junior” scope outside engineering too, such as “Growth Marketing Manager – Junior Sales (m/f/d)”.
• The company frequently shows “No open vacancies” on the official careers page, which makes entry-level access feel intermittent rather than reliably available.

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• The company’s job postings are detailed about responsibilities and expectations, including specifics like expected hours, hybrid/on-site approach, and language requirements.
• embedded ocean GmbH publishes salary ranges directly in at least two job ads, which removes a major information gap for early-career applicants.
• The company requests a C++ code sample (for the C++ role) which is role-relevant, but the public materials do not clearly state how the submission is assessed or whether there is a structured interview loop.

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• The company explicitly lists “Trainings and professional development” as a benefit in multiple job postings.
• embedded ocean GmbH publicly highlights technical tooling and documentation (for example, product guides and a knowledge base), but those materials are aimed at users and do not describe internal onboarding for junior hires.
• The company’s careers page describes cultural themes (open communication, multicultural environment, flexible working) but does not spell out manager 1:1s, ramp plans, or mentoring in a way early-career candidates can rely on.

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• The company posts explicit annual salary ranges for roles including C++ Software Engineer (€50k–€85k) and Growth Marketing Manager – Junior Sales (€50k–€70k).
• embedded ocean GmbH lists permanent employment among job types, which matters for early-career stability.
• The company does not consistently publish salary ranges across every role or centralise pay information on the careers page, so comparability is limited when candidates are browsing broadly.

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• The company publicly lists multiple working students and junior engineers on the team page, which suggests the company hires earlier-career talent rather than only senior specialists.
• embedded ocean GmbH has public “welcome aboard” posts for several new hires across late 2025 to January 2026, which is a positive sign of ongoing team growth, but not proof of early-career progression.
• The company’s public LinkedIn footprint indicates a small team size and shows employee mix, but there is no published promotion cadence, retention metric, or early-career career-path data, which caps this pillar.

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