• The company recruits paid interns into core business functions via roles such as Operations Intern and Energy Engineer Intern, both tied to the London Canary Wharf office and framed as time-bound placements.
• Fuse Energy advertises “entry and junior” roles including Customer Support Specialist and Operations Analyst, creating a first-job route outside of internships.
• The company does not publish a recurring graduate programme, apprenticeship track, or yearly internship cohort, so early-career intake looks opportunistic rather than predictable.

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• The company has candidate-reported interview flows for internship roles that describe a short sequence (for example, an HR round followed by a technical round) with fast turnaround between stages.
• Fuse Energy job ads often include practical constraints up front (right-to-work, office location, and internship length), which reduces hidden requirements for applicants.
• The company lacks a candidate-facing “how we hire” page with standardised stages, timelines, and feedback norms, and many postings omit salary ranges and the exact assessment format.

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• The company frames the Operations Intern role around learning how live customer and supply systems work, with exposure to day-to-day operational issue resolution rather than shadowing only.
• Fuse Energy scopes technical internships around hands-on engineering tasks such as running circuit tests and characterising performance limits for an all-in-one solar and storage product.
• The company does not publish a consistent onboarding, buddy, or mentorship structure for interns or junior hires, so support quality can’t be verified beyond individual job-ad claims.

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• The company labels internships as paid and lists practical supports such as fully expensed tech and meal allowances for office-based employees on at least one internship posting.
• Fuse Energy highlights bonus schemes and equity on multiple job ads, but salary ranges are frequently not shown for entry and junior roles, limiting informed comparison for early-career candidates.
• The company has public employee feedback describing very long weeks and weekend work, which increases the risk that early-career pay feels misaligned with hours even when headline compensation is competitive.

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• The company has public employee feedback that describes turnover within a year and sustained 60–80 hour weeks, which is a direct negative signal on early-career retention and sustainability.
• Fuse Energy has public internship and junior-role feedback that points to early responsibility and being “noticed” quickly, which can translate into faster skill growth for some early-career hires.
• The company is reported publicly as scaling fast through major funding and customer growth, but Fuse Energy does not publish outcome metrics like internship-to-offer rates, typical time-to-promotion, or retention by cohort.

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