Kaluza offers credible early-career entry points through graduate roles and an Early Talent Software Engineer pathway, and Kaluza backs that up with unusually strong benefits for a mid-sized tech company. Hiring fairness is a mixed picture: Kaluza publishes DEI and recruiting process improvements, but public interview feedback includes ghosting and missed interviews that are hard to ignore. Early-career outcomes look positive in pockets, but Kaluza does not publish cohort metrics like conversion rates, time-to-promotion, or early-career retention.

Pillar 1 score:
15.2 / 20

Pillar 1 reasoning:

• The company has hired Early Talent Software Engineers through a partnership route, including an intake of eight hires starting in 2024 and a stated commitment to run a second programme in 2025.
• Kaluza has posted graduate-entry software roles on student job boards across multiple years, including “Graduate Software Engineer” and “Software Engineer Flex” roles tied to London, Bristol and Edinburgh.
• The company’s current public job mix skews mid-level and senior on third-party job boards, so entry-level access exists but is not the main volume of hiring.

‍

• The company says Kaluza tracks diversity across candidate pipelines through the applicant tracking setup and invests in job-ad tooling intended to reduce bias in recruitment language.
• Kaluza publishes a DE&I report that includes plans for an Inclusive Interviewing module for interviewers, aimed at improving consistency and fairness in interviews.
• The company has public interview feedback describing missed interviews, slow responses, and “ghosting” alongside other reports of efficient, well-communicated processes, which makes candidate experience uneven.

‍

• The company has built early-career learning routes that include a structured “Early Talent” pathway and a hiring partnership that starts from people transitioning into tech via supported training.
• Kaluza describes internal development support in public materials, including executive mentoring partnerships and leadership development access that was opened to aspiring leaders from underrepresented backgrounds.
• The company has employee feedback describing supportive teams where less experienced people can contribute ideas, but Kaluza does not publish a clear, standard onboarding or mentorship model for graduates beyond the early talent pathway.

‍

• The company lists substantial stability-focused benefits in the UK, including a 5% flex fund, employer pension contribution, private medical cover, and a home-working setup allowance.
• Kaluza publishes progressive leave policies described as available from day one, including 26 weeks fully paid new addition leave and 13 weeks fully paid sick leave.
• The company shows salary ranges on multiple public job listings across regions, including UK ranges on some engineering roles and an Australia software engineer range plus superannuation, though salary visibility is not universal across every listing channel.

‍

• The company has employee review aggregates that point to broadly positive work-life balance and culture scores, but only moderate recommendation levels and middling “career opportunities” ratings.
• Kaluza publishes progression examples on a third-party employer profile that describe people moving into more senior roles within a few years, suggesting that internal mobility is possible.
• The company does not publish early-career outcome metrics such as early talent retention, graduate conversion rates, or typical promotion timelines, which limits confidence on long-term outcomes for new starters.

‍