• The company hires Sales Development Representatives with language that keeps the door open for first-job candidates (for example, “previous prospecting experience preferred but not essential” in the Dublin SDR role).
• Gong offers a clearly entry-reachable SDR path in multiple hubs (Chicago, Salt Lake City, San Francisco, Dublin), which is a repeatable access point for grads who can commute to a hub.
• The company’s wider open-role mix leans heavily Senior, Staff, Manager, and Director across product, engineering, and people teams, so 0–3 year access looks concentrated in a few lanes.

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• The company sets practical constraints upfront in postings, including fixed hybrid days (for example, “3x per week” with named weekdays in the US SDR role) and work authorization questions in the application.
• Gong’s job ads include candidate-protection specifics such as a warning that recruiting emails should come from the @gong.io domain, which helps juniors avoid common scams.
• The company’s interview transparency is stronger via third-party reporting than official guides, with Glassdoor candidates describing multi-round loops (including take-home assignments in some roles), but without a single company-published “what to expect” page for each function.

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• The company positions sales roles as heavily coached, and the SDR posting explicitly asks for “extremely coachable” candidates and includes ongoing feedback loops with SDR Managers and Sales Enablement.
• Gong includes an Education and learning stipend plus quarterly company-wide recharge days in the US SDR posting, which supports sustainable ramping for early-career hires.
• The company does not publicly lay out a structured early-career curriculum (for example, buddy systems, 30-60-90 plans, or a published junior leveling guide), so learning quality is hard to verify beyond individual role descriptions.

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• The company publishes a concrete pay figure for an early-career sales role, listing a $90,000 annual OTE for the US SDR position alongside a clear “location-based compensation structure” note.
• Gong lists a detailed benefits stack in the same posting, including medical, dental, vision, mental health coverage (therapy and coaching), parental leave, a wellbeing fund, a 401(k), and work-from-home support.
• The company’s compensation transparency is uneven across the broader org, with many non-sales postings not showing salary ranges publicly, which limits offer-comparison confidence for early-career candidates outside SDR.

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• The company has strong third-party employee sentiment signals (for example, overall rating and “recommend to a friend” percentages) on Glassdoor, but those are not broken out into junior retention or promotion outcomes.
• Gong has had documented layoffs (including a reported 7% reduction in 2023), which weakens confidence in predictable early-career retention during market shifts.
• The company’s LinkedIn footprint indicates a large, multi-hub workforce, but Gong does not publish intern conversion rates, early-career promotion timelines, or retention metrics that would let candidates judge outcomes by tenure band.

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