• The company’s live job board is dominated by senior hiring (for example Engineering Manager, Senior Product Designer, and Senior QA Release Manager), which leaves few obvious 0–3 year entry points.
• Flo Health lists some roles without “senior” in the title, but key London openings still set multi-year requirements, such as Product Manager – Onboarding asking for 3 years’ experience.
• The company has public interview entries for roles like Sales Development Representative and QA Engineer, showing that more junior job families have existed, even if they are not consistently visible on the current vacancies list.

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• The company includes explicit work-eligibility and location constraints inside applications, such as UK work eligibility checks for London roles and office attendance expectations for Vilnius roles.
• Flo Health publishes employer-provided salary ranges in several postings, including £80,000–£90,000 for Product Manager – Onboarding and €3,700–€4,550 gross per month for Senior QA Release Manager.
• The company has mixed candidate signals in public interview feedback: overall sentiment trends positive and common stages include skills tests or presentations, but some reports describe late-stage frustration tied to tightened location or relocation rules.

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• The company commits publicly to personal development plans and a dedicated Learning & Development budget, which is a concrete support lever early-career hires can ask to use.
• Flo Health job adverts consistently reference annual reviews and cross-functional working with engineers, designers, researchers and QA, creating day-to-day learning through feedback and shared delivery.
• The company does not publish a specific onboarding or mentoring blueprint for junior hires, and public review summaries rate “career opportunities” around the low-to-mid range, which makes support consistency hard to validate.

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• The company states every employee is eligible for an Employee Share Ownership Plan and lists defined leave policies such as 25 days paid holiday and 30 days fully paid sick leave.
• Flo Health combines salary ranges with stability signals like annual compensation reviews, a performance incentive scheme, and a five-week fully paid sabbatical at the five-year milestone.
• The company does not publish salary ranges on every vacancy, and public employee feedback shows compensation sentiment moving downward over the last 12 months, so pay fairness can vary by function and hub.

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• The company’s anonymous employee feedback sits in the middle range for recommendation rate, and “career opportunities” is one of the weaker-scoring categories, which is a caution flag for early-career progression confidence.
• Flo Health does not publish early-career retention, promotion rates, or time-to-promotion data, so applicants cannot verify what internal progression looks like over 12–24 months.
• The company’s LinkedIn footprint reflects a large multi-hub organisation with ongoing hiring, but public profiles do not provide enough consistent role-change timelines to map typical early-career progression.

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