• The company has advertised a Support Specialist role tagged “Junior and Mid level” with a stated £25–35k range, which is a genuine early-career entry point outside engineering.
• Healthtech-1 also advertises a Growth Specialist role tagged “Junior and Mid level”, but the role asks for 2+ years of SDR or AE experience, so the opening suits early-career hires rather than true graduates.
• The company’s currently visible openings on major boards skew to Growth Specialist plus a Senior Product Manager role, which limits consistent 0–1 year access unless additional junior roles are listed only on the company’s ATS.

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• The company’s Support Specialist advert spells out a multi-step process (Otta application, Typeform, intro call, technical tests, work experience deep dive, founders values interview), which helps candidates understand what they are signing up for.
• Healthtech-1 has multiple public interview reports describing unclear timelines, poor communication, and at least one “no-show” interview, which undermines trust for candidates who need a predictable process.
• The company publishes a privacy policy section for job applicants that explains what data is collected (including assessments) and how long hiring data may be retained, which is a concrete transparency signal even when the interview experience varies.

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• The company commits publicly to an annual learning and development budget for every employee, covering books or courses tied to growth at work.
• Healthtech-1 has role-level onboarding expectations that include spending a week in a GP practice receptionist setting, framed as a standard experience for new team members, which is unusually practical domain immersion.
• The company does not publish manager coaching standards for early-career hires (buddying, 30/60/90 ramp plans for juniors, or structured reviews), so learning support is visible but not yet easy to evaluate by role level.

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• The company posts clear pay ranges for some roles early-career candidates actually apply for, including Support Specialist (£25–35k) and Growth Specialist (£50–60k plus equity and commission).
• Healthtech-1 states that everyone receives equity options, and the careers page lists concrete benefits like a £60/month health and fitness allowance, 27 days annual leave plus bank holidays, and employer pension contributions.
• The company does not consistently publish salary for every role (for example the Senior Product Manager listing shows “salary not provided”), so pay transparency is strong in places but not universal.

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• The company reports large operational traction in UK primary care (including being live across a large number of practices), which reduces the “will this startup exist in a year?” risk that often hits junior hires first.
• Healthtech-1’s public LinkedIn-style “people progressing” snapshots show at least some movement within go-to-market roles, but the sample is small and does not give promotion timelines for early-career cohorts.
• The company has very limited publicly accessible employee review volume and does not publish early-career retention or promotion rates, so outcomes for graduates remain hard to verify beyond isolated anecdotes.

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