• The company has advertised a paid Business Development Working Student/Intern role with a defined weekly commitment (15–20 hours), duration (4–6 months), and compensation (€1,300 for 20 hours).
• JENTIS has also circulated a Sales Development Representative part-time student role aimed at people still in study (Master’s) with “first experience is a plus” rather than a hard multi-year requirement.
• The company’s official careers board currently shows a very small live role count and skews senior, which limits consistent first-job access.

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• The company publishes role pages with concrete “Your playground” responsibilities and “What to bring along” requirements, which reduces guesswork for applicants.
• JENTIS includes explicit pay structure and ranges in role materials (for example OTE ranges, and separate base-plus-quarterly-bonus explanations).
• The company does not publish a consistent, candidate-facing interview timeline or assessment format on the careers site, so process transparency depends on the specific vacancy.

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• The company lists a personal development budget and allocated learning days as a standard benefit on role materials.
• JENTIS runs recurring in-person touchpoints for remote teams, including quarterly Tech/Product meetups and “Product Days,” which can accelerate learning through tighter feedback loops.
• The company lacks public detail on junior-specific support mechanics like buddying, 1:1 cadence, or a written ramp plan, so coaching consistency is hard to judge.

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• The company publishes salary ranges and explains how compensation is built (fixed base plus quarterly performance bonus) on multiple role materials.
• JENTIS sets a clear working-time baseline (38.5 hours) and states that extra hours convert into additional paid vacation time rather than being bundled into all-inclusive contracts.
• The company includes stability signals that matter to early-career hires, including minimum annual vacation days and a stated “general exit participation” benefit for employees.

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• The company has mixed employee-review signals, including both very positive culture notes and sharp criticism around chaos and management, which makes outcomes uncertain for early-career hires.
• JENTIS has at least one employee review describing internal transparency practices such as sharing investor reports, which is a useful indicator for trust and context during growth phases.
• The company’s LinkedIn footprint confirms a small-to-mid scale team size, but public data does not show clear early-career promotion paths, time-to-progression, or 12–24 month retention patterns.

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