• The company runs a named Graduate Scheme that hires graduates into permanent Education Worker roles, giving a clear entry door for first-job candidates.
• IntoUniversity advertises Graduate Scheme vacancies in specific locations at the same time (for the current cycle: Bradford, Nottingham, and London), showing repeatable early-career intake rather than one-off hiring.
• The company also lists non-scheme Education Worker roles, but IntoUniversity’s most clearly structured early-career route is concentrated in the Graduate Scheme rather than a wide set of “0–2 years” corporate roles.

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• The company sets out a detailed application format that includes a written supporting statement, short values questions, and two video answers, so candidates can prepare for what is being assessed.
• IntoUniversity provides accessibility and adjustment routes (including alternative formats and HR contact details) and frames recruitment decisions as human-reviewed rather than automated.
• The company uses rolling review language and reserves the right to recruit earlier, which supports operational speed but can reduce predictability for candidates applying closer to deadlines.

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• The company provides a defined training block for the graduate cohort, including up to four weeks of in-person training in London plus observations and team teaching in centres.
• IntoUniversity runs a Leadership Exploration and Development Programme (LEaD) alongside ongoing professional development delivered virtually, in regional clusters, and through the London head office.
• The company includes continuing development signals such as an annual CPD day and an annual staff conference, which supports learning beyond initial onboarding.

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• The company publishes Graduate Scheme salaries with a London contribution and a separate non-London rate, making pay expectations clear before application.
• IntoUniversity offers stability signals for early-career hires through permanent contracts plus benefits such as employer pension contributions, enhanced sick pay after probation, and staff wellbeing support via an employee assistance programme.
• The company’s early-career roles are centre-based with travel expectations and occasional out-of-hours delivery, which can affect perceived “effective pay” even when salary transparency is strong.

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• The company sets an explicit progression pathway by stating that Graduate Scheme staff can apply for promotion to Senior Education Worker after year one, subject to performance.
• IntoUniversity guarantees a role beyond the two-year Graduate Scheme period (Graduate Scheme roles are permanent jobs), which is a stronger outcome promise than many fixed-term graduate placements.
• The company has mixed aggregated employee sentiment on major review platforms and IntoUniversity does not publish cohort metrics like graduate retention rates, promotion rates, or typical time-to-promotion, limiting outcome confidence beyond the pathway descriptions.

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