• The company currently lists a Client Services Associate opening alongside several senior vacancies, which creates at least one potential entry point for earlier-career applicants.
• Monument Bank’s visible hiring mix is weighted toward senior roles such as Risk Modelling & Reporting Manager, Tech Lead, and FP&A Manager, which narrows access for 0–3 year candidates in most functions.
• The company does not publish experience ranges on the public open-roles list page, so early-career eligibility for roles like Client Services Associate cannot be confirmed from the listing alone.

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• The company publishes an applicant and colleague privacy notice that explains what recruitment data the company collects and states that automated decisions are not expected, which supports baseline transparency.
• Monument Bank routes applications through a dedicated jobs portal linked from the careers page, which supports a consistent application channel.
• The company has publicly posted candidate interview feedback describing disorganised scheduling, long timelines, and missing follow-up, which lowers confidence in a respectful, predictable process.

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• The company positions wellbeing and boundary-respecting working practices as part of the employee offer, and also states hybrid working from day one, which can help early-career ramp-up.
• Monument Bank has published an HR tooling rollout that explicitly mentions simplifying onboarding, but the company does not publish role-level training plans, buddy schemes, or structured early-career coaching.
• The company has mixed public employee feedback on whether day-to-day support is consistent, and the small volume of reviews limits confidence either way.

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• The company states compensation is industry-benchmarked, offers equity to all joiners, and lists a 9% non-contributory pension (with a higher rate available) plus healthcare and life insurance, which is a strong stability package for juniors.
• Monument Bank does not consistently publish salary ranges in public job advertising, which reduces pay transparency for early-career candidates comparing options.
• The company has public employee feedback that praises compensation while also raising operational and culture concerns, so pay strength may not fully offset risk for first-job candidates.

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• The company has conflicting public employee reports about turnover and management support, with both “low turnover” and “high turnover” claims appearing, which makes outcomes hard to read.
• Monument Bank’s LinkedIn employee profiles show repeated hiring into client servicing roles during 2024–2025, but those profiles do not give enough visibility on promotion timelines or early-career progression paths.
• The company highlights inclusion in a UK Best Places to Work list in 2025, which is a positive external signal, but the ranking does not break out early-career retention or promotion outcomes.

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