• The company mostly advertises specialist roles (for example SoMe-ansvarlig and prosjektkoordinator marketing) that ask for prior experience rather than explicitly welcoming 0–3 year candidates.
• Horde says the company cares more about what candidates can contribute than study credits, which can lower credential barriers, but this is not the same as publishing junior or graduate tracks.
• The company does not show a visible pattern of internships, apprenticeships, or “associate” style roles in the sources reviewed, limiting entry-level access signals.

‍

• The company job ads outline responsibilities clearly (channels, tasks, and expectations) and include named contacts, which helps candidates understand what the work actually is.
• Horde asks SoMe candidates to submit a creative work sample (reel, post, carousel) which is role-relevant, but it still adds time burden and there is no visible guidance on scope or timeboxing.
• The company has third-party feedback indicating good communication and strong job ads, but also criticism for poor information about pay and terms during the job-seeker experience.

‍

• The company describes tight cross-functional collaboration in one office, with “short distance from head to action,” which is often where early-career learning accelerates.
• Horde is repeatedly reviewed as offering varied tasks, trust, and room for skill growth, which fits a “learn by doing” environment rather than siloed junior work.
• The company does not publish structured onboarding, mentoring, or progression frameworks in the sources reviewed, so support may depend on manager and team rather than being guaranteed.

‍

• The company posts permanent roles (fast ansettelse) which is a stability positive versus rolling short contracts.
• Horde does not show salary ranges in the job ads reviewed, and job-seeker feedback flags weak pay-and-terms transparency, which lowers confidence for early-career applicants trying to plan.
• The company has employee-review signals mentioning “industry standard” pay plus equity or options, but the evidence is not consistent enough in public listings to score higher.

‍

• The company has grown headcount (public reporting around the team reaching roughly 40), which suggests scaling, but this is not the same as tracking early-career promotions or retention.
• Horde has employee reviews describing development opportunities and high responsibility, but they are not broken out by junior cohorts, time-in-role, or promotion timelines.
• The company has limited public outcome data for early-career hires (no visible junior progression stories, retention metrics, or repeat junior hiring evidence), which caps this pillar.

‍