• The company has early-career-shaped roles in the mix, including associate-level commercial roles and analyst titles in operations and financial crime teams.
• Modulr’s own careers pages currently show “Open Roles 0”, which makes entry-level access harder to rely on if you only follow the official site.
• The company uses an “email your CV” pathway when roles are not listed, which helps motivated juniors but is less predictable than recurring 0–3 year postings.

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• The company has candidate interview write-ups describing multi-stage processes with culture-fit components and fast follow-up in some cases.
• Modulr also has multiple candidate write-ups describing ghosting or long silences after screening or later rounds, which is a fairness red flag for early-career applicants.
• The company does not publish a single consistent, role-by-role interview timeline on the careers site, so candidates cannot plan time burden reliably.

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• The company runs “ModStart”, an immersive induction programme for new starters, designed to build product and payments context plus internal networks.
• Modulr’s role pages describe buddy allocation and ongoing learning channels beyond onboarding, which is a concrete support signal for juniors.
• The company also runs internal learning sessions such as “Power Hour” talks and highlights cross-team collaboration, which can create day-to-day learning if managers protect time for it.

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• The company publishes a clear benefits package that includes share options, a discretionary bonus scheme, and a flexible benefits pot that employees can spend on things like medical cover and wellbeing.
• Modulr offers a high holiday allowance (including a birthday day off) plus pension and life assurance, which improves stability for early-career hires.
• The company does not consistently publish salary ranges on job ads, so pay fairness for junior roles is hard to judge before interviews.

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• The company has a large volume of employee reviews with mixed signals, including comments praising ModStart and support alongside criticisms about management quality and progression.
• Modulr’s review aggregates rate career opportunities around the middle of the scale, suggesting outcomes vary significantly by team rather than being uniformly strong.
• The company’s public employee-profile footprint points to a mid-sized organisation with multiple locations, but Modulr does not publish early-career outcomes like intern conversion, 12–24 month retention, or typical time-to-promotion.

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