• The company advertises internships that are clearly framed as student or early-career roles, including an 8-week Operations Intern intake in Sydney with multiple intern slots.
• Eucalyptus posts role-specific internships like IT Support Intern (student schedule-friendly) and a paid Tax Internship (6 months), which creates more than one route in beyond engineering.
• The company does not show a single, flagship graduate scheme with annual intake dates across multiple functions, so early-career access looks more role-by-role than cohort-based.

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• The company includes an accommodations signal in job ads by asking applicants to request reasonable adjustments during the interview process.
• Eucalyptus has consistent candidate reports of multi-stage processes that include take-home assessments and presentation-style rounds, which is structured but can become heavy for candidates with limited time.
• The company has public interview feedback describing long, sometimes disorganised processes and periods of silence after take-home tasks, which weakens perceived fairness and transparency.

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• The company describes learning support on the main careers page through a learning budget, internal guild-style skill building, and sessions with industry experts.
• Eucalyptus job ads for some frontline teams explicitly promise mentors and buddies plus an annual professional development budget, alongside regular performance reviews.
• The company does not publish a single, company-wide early-career onboarding playbook, so the consistency of support likely depends on team and location.

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• The company states that Eucalyptus offers equity to all team members, which is a meaningful pay and stability signal for early-career hires who stay.
• Eucalyptus lists tangible benefits such as 18 weeks paid parental leave and wellness allowances on careers content and role pages, which supports day-to-day financial stability.
• The company rarely publishes salary ranges directly on the main careers site or many role pages, meaning candidates often only learn compensation late in the process or via third-party estimates.

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• The company has generally positive overall employee sentiment on major review platforms, with a high-3s overall rating across dozens of reviews rather than a handful.
• Eucalyptus has public reporting of employee equity being sold in a secondary transaction that benefited a group of longer-tenured staff, which is a concrete “upside realised” outcome for some employees.
• The company does not publish early-career outcomes such as intern-to-offer conversion, graduate progression timelines, or early-tenure retention, which limits confidence about typical career velocity.

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