• The company lists multiple junior-shaped roles at once, including Associate Customer Program Manager (EG), Associate Customer Project Manager, and Associate Technical Program Manager (EG) across Bengaluru and Mexico.
• Fictiv has credible entry points in operations and logistics through roles like Logistics Coordinator, QC Inspector, and Sales Development Representative (US shift) that are not framed as “senior-only.”
• The company does not show a consistent pipeline of 0–1 year “new grad” roles on the main job board, so early-career access looks concentrated rather than broad across every function.

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• The company uses Greenhouse job pages with clear responsibilities and required traits, which is better than vague “wear many hats” listings.
• Fictiv has low interview positivity on Glassdoor (around the mid-30% range) and specific candidate reports about no-feedback rejections after multi-round loops and even roles posted while not actively hiring.
• The company has some candidate reports describing straightforward 2–3 round technical loops for engineering roles, but the spread in experiences makes the process hard to predict for graduates.

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• The company publicly lists learning support such as Udemy Business access, continued education stipends, and leadership coaching for high performers on the careers page.
• Fictiv describes direct access to executive leadership and a collaborative, cross-team environment across operations, product, and engineering, which can matter for fast learning early on.
• The company’s job descriptions for associate and coordinator roles rarely spell out concrete junior mechanics like buddy assignment, a 30/60/90 ramp plan, or guaranteed weekly 1:1 coaching.

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• The company publishes US salary ranges for some roles (for example a US Director of Engineering listing with a $215k–$265k range), which is a genuine transparency signal.
• Fictiv’s benefits stack on the careers page includes equity options, paid parental leave, paid volunteer days, a learning and development stipend, and a monthly virtual work stipend.
• The company does not consistently post salary bands for the most common early-career-shaped roles (especially the Associate program management roles in India), so pay comparability for first-job applicants is uneven.

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• The company has generally positive overall employee sentiment on Glassdoor (recommend-to-a-friend figures in the mid-70% range), but those averages are not early-career specific.
• Fictiv has public employee feedback referencing frequent layoffs and anxiety about job security, which is a direct risk to early-career continuity even when day-to-day work is interesting.
• The company does not publish early-career outcomes like intern conversion rates, time-to-promotion for Associate roles, or 12–24 month retention, and Levels.fyi salary snapshots cannot substitute for progression data.

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