• The company runs a dedicated apprenticeships route spanning both trades and office pathways (for example, business administration and surveying alongside plumbing and electrical).
• Mears Group advertises graduate-level entry through a Graduate Management Trainee role with a defined start date and travel expectations, which is a real “starter” route beyond apprenticeships.
• The company shows ongoing scale signals through recurring apprentice recruitment campaigns across multiple UK locations, including large cohort messaging for some years.

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• The company job adverts for apprenticeships outline the steps candidates will face, including a CV submission plus an apprenticeship questionnaire, and then either an assessment centre or interview if shortlisted.
• Mears Group sets practical expectations in adverts, such as right-to-work requirements, no visa sponsorship, and role-specific constraints like driving rules for company vehicles.
• The company has mixed public candidate sentiment on speed and consistency of hiring communication on large review platforms, which keeps this pillar below top-tier even with a structured flow.

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• The company positions apprenticeships as paid, on-the-job learning with an industry-recognised qualification and employee benefits from day one, which is the right baseline for early-career support.
• Mears Group describes its graduate management pathway as structured and includes mentoring support in programme messaging, but public detail on coaching cadence (1:1s, rotations, assessment rubrics) is limited.
• The company links some apprentice development to future skills work (including retrofit and carbon awareness), which is a useful “learning stays relevant” signal for juniors.

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• The company states that salaries are advertised for roles, and current apprentice postings show clear pay by age band alongside contract type and weekly hours.
• Mears Group lists a stable benefits package that is easy for early-career candidates to value, including 25 days’ holiday, discount rewards, cycle to work, and holiday trading.
• The company offers share-save style participation and wellbeing support in early-career programme listings, which strengthens overall reward stability beyond base pay.

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• The company reports a strong apprenticeship outcome metric in investor communications, stating that 97% of those completing an apprenticeship in the prior 12 months achieved full-time roles within the group.
• Mears Group has external employer recognition through Best Companies (Top 15 Best Big Companies to Work For 2025), which supports a positive outcomes signal at workforce level.
• The company has meaningful review volume on Glassdoor with middling-to-mixed scores, and public data on graduate progression timelines or 12–24 month retention by early-career cohort is still missing.

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