• The company advertises a Graduate Software Engineer (Data & Infrastructure) role in London, which is a direct first-job entry point rather than a “junior with experience” post.
• Modo Energy has public interview feedback referencing an “Early Talent Program” with an assessment day and group exercise, suggesting the company has run early-career intake beyond one-off hiring.
• The company’s current openings skew toward roles asking for 2+ years of experience (for example, Market Analyst roles), which limits the volume and breadth of true entry-level access.

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• The company’s candidate reports describe a structured sequence for early-career applicants, including a first video interview and an in-person assessment day that includes a group project and follow-on interviews.
• Modo Energy’s role adverts set clear practical expectations up front, including the Tuesday–Thursday office requirement and right-to-work constraints for UK roles.
• The company’s candidate feedback includes examples of assessment scope being larger than initially described (including longer timed technical assignments), which hurts predictability even when communication is fast.

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• The company positions the graduate engineering role around “responsibility day one” on real data and infrastructure systems, including CI/CD, Terraform, and Airflow, which supports learning through meaningful work.
• Modo Energy states that the graduate role can progress toward either data engineering or infrastructure paths, giving early hires more than one growth direction to aim at.
• The company receives employee review feedback describing high standards, frequent feedback, and rapid learning, but Modo Energy does not publish a consistent onboarding or mentorship structure that applies across early-career roles.

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• The company publishes a salary range for at least one U.S. role (Energy Statistician in New York), which is a concrete pay transparency signal.
• Modo Energy lists a benefits package on the graduate engineering role including private healthcare and dental coverage (Bupa), a pension with employer contribution, and 25 days of annual leave plus 5 flexible days.
• The company does not consistently publish salary ranges across roles (including the graduate posting), which makes it harder for early-career candidates to benchmark offers without going through interviews.

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• The company has employee reviews that describe high talent density, fast learning, and early ownership, alongside pressure and intensity that can be challenging to sustain.
• Modo Energy is actively hiring across multiple geographies and functions (London, New York, and Sydney), which supports the idea that early hires can grow with a scaling organisation rather than joining a static team.
• The company does not publish early-career outcome data such as graduate conversion, time-to-promotion, or retention by cohort, which limits confidence on long-run outcomes beyond sentiment signals.

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