• The company advertised a Founder's Associate and Content Creator role tagged “Entry and Junior level” with a £30–40k band and a 1–2 year experience expectation.
• MAGIC also recruited for an Ecommerce & Digital Marketing Executive role labelled “Junior”, but the listing asks for 2–3 years in DTC plus specific tooling, so this is early-career with experience rather than true graduate entry.
• The company’s other visible openings skew senior or non-permanent (for example a senior hardware execution role and a part-time/freelance videographer role), which narrows access for 0–3 year candidates.

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• The company published a multi-step application flow for the founder-associate role, including screening, an initial short task, and an in-person or video interview.
• MAGIC’s job descriptions spell out concrete responsibilities (for example owning weekly reporting, running product demos, or coordinating cross-functional projects) and list required skills and experience.
• The company shares a salary band for at least one early-career role, but other roles rely on “competitive salary” wording and the task stage is not time-boxed publicly.

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• The company frames early-career roles as working directly with senior leaders (CEO or CMO) and owning shipped execution across growth or operations workstreams.
• MAGIC lists a learning and development budget plus practical support like an equipment budget for a new MacBook and a hybrid working setup.
• The company does not publicly describe onboarding, 1:1 cadence, coaching structures, or review cycles in the roles assessed, which caps confidence in day-to-day support.

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• The company published a £30–40k salary range for an entry/junior founder-associate role, alongside benefits such as pension contributions and paid time off policies.
• MAGIC mentions equity or share options and benefits like mental health support, product credit, and free hardware in some roles, but most listings avoid salary ranges.
• The company is hiring for part-time or freelance positions as well as full-time roles, which reduces stability for candidates looking for a straightforward first job.

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• The company has been scaling revenue and hiring across multiple functions, which can create more opportunities for juniors to grow responsibility, but this is not tracked promotion evidence.
• MAGIC has a small set of anonymous employee reviews that rate work-life balance and career opportunities highly, yet the sample is too small to treat as a reliable early-career signal.
• The company’s public employee directory and company updates show a small London-based team, but there is no public 12–24 month retention or progression data for early-career hires.

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