• The company has advertised explicitly junior roles like “Junior Customer Experience Specialist” and “Junior Operations Manager” in public job postings.
• Flash Pack has also shown early-career-friendly requirements in at least one listing (for example, a Marketing Executive role labelled 0–2 years experience).
• The company’s own careers job board showed no active roles at the time of review, which weakens confidence in recurring entry-level access right now.

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• The company uses a formal ATS-style application flow on the careers site (Teamtailor), which usually signals a consistent process rather than ad-hoc hiring.
• Flash Pack has multiple candidate interview accounts describing staged interviews with timeline management and feedback, including senior stakeholder involvement.
• The company also has interview feedback describing awkward or misaligned assessments (for example, code-reading tasks that candidates felt did not reflect real work), which pulls down fairness for some roles.

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• The company describes remote-first working paired with at-least-quarterly in-person gatherings designed for bonding and collaboration, which can help new joiners build context faster.
• Flash Pack has publicly written about training and people policies alongside pay transparency, suggesting some investment in internal development rather than “sink or swim.”
• The company has limited role-by-role onboarding detail in the evidence available (for example, few junior job ads surfaced that spell out ramp plans, pairing, or coaching), so support looks uneven on paper.

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• The company has published content about pay transparency and internal leveling, which is a meaningful fairness signal when juniors are trying to understand growth and pay bands.
• Flash Pack has had at least one junior-to-mid listing with a visible salary range (for example, Customer Experience Specialist roles shown with a £26.1k–£32.8k range on a third-party board).
• The company does not consistently show salary ranges across all roles in the evidence reviewed, which caps confidence in pay clarity for early-career applicants.

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• The company has a moderate volume of employee sentiment data publicly available (for example, dozens of reviews on Glassdoor with an overall mid-3s rating), but that is not specific to early-career progression.
• Flash Pack has at least one detailed employee review referencing “career progression framework” and “regular reviews,” which is a concrete outcome mechanism, but it’s hard to verify how broadly that reaches juniors.
• The company has limited public evidence of early-career retention and promotions over 12–24 months (LinkedIn-style alumni patterns and structured “junior to mid” trajectories are not clearly documented), which keeps this score conservative.

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