• The company recruits for early-career-friendly commercial roles globally, including Business Development Representative roles where prior SDR experience is “not a must” and the work is clearly scoped around pipeline and qualification.
• Fireblocks also posts operational entry points like Frontline Support Engineer with “1–2 years” experience, which is a realistic first or second job path outside pure sales.
• The company does not show a consistent stream of clearly labeled graduate, intern, or “0–1 year” roles on the main job board at the time of review, so entry-level access looks present but not high-volume.

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• The company includes concrete expectations in job posts that often get skipped elsewhere, such as hybrid in-office days, travel requirements, and 24/7 rotation constraints for support coverage.
• Fireblocks publishes pay ranges on multiple US postings (where required), and adds plain-language notes about how offers are set and why candidates usually won’t be hired at the top of the band.
• The company has mixed candidate experience signals on third-party interview reports, including multi-round processes and some complaints about burdensome take-homes, so transparency does not always translate into a smooth process.

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• The company explicitly promises “extensive product and sales training” and mentorship for Business Development Representatives, which is a strong early-career support signal in a job description (not just a careers page claim).
• Fireblocks also states a “comprehensive onboarding and training program for all new employees” inside multiple regional BDR postings, which helps early-career hires who are new to crypto or fintech.
• The company does not publicly describe consistent coaching mechanics beyond onboarding (examples: buddy systems, scheduled 1:1 cadence, progression rubrics, or time-boxed ramp plans), which limits confidence in ongoing development.

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• The company lists salary ranges for several roles in regulated locations, including junior-to-mid roles like Business Development Representative and Frontline Support Engineer, which supports pay fairness and reduces negotiation opacity.
• Fireblocks repeatedly references equity grants and “very generous benefits” in compensation language, and benefits reporting on major review platforms commonly lists items like unlimited PTO and parental leave.
• The company does not show salary ranges consistently across every geography and role family, so early-career candidates outside the transparent jurisdictions may have to rely on later-stage disclosure.

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• The company has public employee review threads that reference repeated layoffs and ongoing job-security anxiety, which is a material risk for early-career stability and team continuity.
• Fireblocks shares role-level learning promises (mentoring, onboarding, training), but does not publish early-career outcome proof such as time-to-promotion ranges, internal mobility rates, or retention outcomes for junior cohorts.
• The company’s public footprint shows ongoing global hiring and meaningful headcount concentration across a few hubs, but that hiring activity alone is not enough to evidence early-career progression quality.

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