• The company advertises some roles that can fit earlier-career candidates, such as Workplace & Team Assistant and Onboarding Executive, where requirements are experience-based rather than “senior-only” titles.
• Flagstone has posted a Postgraduate Paralegal role aimed at a recent law graduate, which is a clear early-career entry route into a regulated fintech.
• The company’s live vacancies are heavily weighted toward senior hiring (for example Senior Data Analyst, Senior Product Designer, Group Product Manager), which limits consistent 0–3 year access.

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• The company uses a structured application flow with role pages that lay out responsibilities, expectations, location patterns (hybrid or 4 days in-office), and benefits in plain language.
• Flagstone’s candidate feedback describes a defined, multi-stage process (screening, hiring manager, culture interview, team meets, and a role-relevant case/presentation) with frequent updates.
• The company includes a Candidate Privacy Notice and collects work authorisation and diversity monitoring info in the application, which signals formal handling of candidate data and compliance.

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• The company funds learning directly via a £1,000 personal development budget and positions mental wellbeing support as a standard benefit rather than a perk.
• Flagstone frames some roles as “hands-on exposure” across leadership and the People team (for example Workplace & Team Assistant), which can accelerate learning for early-career hires.
• The company has uneven onboarding signals in employee feedback, including praise for coaching and progression alongside complaints about slow onboarding and high pressure in some teams.

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• The company lists stability-oriented benefits such as private health care, income protection, matched pension contributions up to 5%, enhanced parental leave, and 25 days holiday plus wellbeing and volunteering days.
• Flagstone offers a bonus scheme, flexible benefits budget, and options like hybrid working and a time-limited “work from anywhere” policy, which can lift total compensation value.
• The company does not publish salary ranges on job listings and several roles are fixed-term contracts (including 12-month FTC roles), which caps pay transparency and perceived stability for early-career candidates.

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• The company has early-tenure employee feedback that points to learning and progression opportunities (for example, tech-support employees describing chances to build skills and progress).
• Flagstone also has negative employee feedback citing unsustainable pressure, limited breaks, and limited progression in some teams, which is a risk factor for junior retention.
• The company does not publish early-career retention or promotion metrics, and LinkedIn only provides a broad size band rather than clear junior-to-mid progression patterns, so outcomes evidence stays thin.

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