Pillar 1 reasoning:

• The company hires for true early-career entry points including “Praktikant*in Business Development” and “Working Student – IT Support” roles based in Berlin.
• Everphone lists early-career titles such as “Junior Talent Acquisition Specialist” alongside operational entry roles like warehouse and customer service positions, creating multiple starting doors beyond engineering.
• The company also runs a structured “Ausbildung” role (Dialogmarketing) that rotates across teams like Customer Service, Customer Success, Project Management, and Sales, which is a rare early-career pathway for a tech scale-up.

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• The company uses consistent application flows through public job boards for many roles, which reduces the odds of ad-hoc, opaque inbox hiring.
• Everphone has a majority-positive interview experience signal in public candidate feedback, including an average interview difficulty that sits on the easier end of the scale.
• The company also has at least one public interview report describing a role being reposted repeatedly and feeling like a “red herring” listing, which is a fairness and transparency risk for applicants.

• The company offers named learning infrastructure like the Everphone Academy and an internal learning platform (“EverLearn”), plus regular internal workshops and fully funded language courses (German and English) in at least one early-career role description.
• Everphone states that the Dialogmarketing apprenticeship includes dedicated trainers (“Fachausbildende”) available to support the trainee, which is a concrete coaching signal rather than vague “growth” language.
• The company does not publicly share a consistent onboarding plan for graduate-level full-time hires across functions (buddy system, first-30-60-90 plan, or formal mentorship), so support quality likely varies by team.

• The company has at least one publicly listed internship salary (€2,225 per month for a Business Development internship), which is a strong pay-floor signal for early-career candidates.
• Everphone lists stability-oriented benefits in role materials, including a company pension plan and a defined mobility subsidy (€348 per year for public transport) in at least one role posting.
• The company rarely publishes salary ranges for standard full-time roles, so early-career candidates cannot reliably screen compensation before investing time.

• The company has solid public employee sentiment signals, including an overall rating around the high-3s out of 5 and a 75% “recommend to a friend” rate, which supports a baseline expectation of decent day-to-day experience.
• Everphone has a public working-student review describing strong peer learning, supportive culture, and a desire to return full-time, which is a direct early-career outcome signal.
• The company’s public footprint shows ongoing scale and international expansion, but Everphone does not publish junior promotion timelines, progression frameworks, or 12–24 month early-career retention outcomes, which limits confidence on long-run development.