• The company currently advertises a Business Development Representative role tagged “Junior and Mid level” with a 2–3 years experience expectation, which is a workable early-career entry point outside engineering.
• Nory’s other visible openings skew senior or founding, such as Engineering Team Lead (8+ years) and Founding AI Product Engineer (senior scope and responsibilities).
• The company’s public job list shows a wider spread of roles, but only one is clearly labelled junior, so early-career hiring looks occasional rather than a repeatable pipeline.

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• The company spells out a multi-stage interview process for Founding Analytics Engineer, including a timed screen, hiring manager interview, stakeholder interview, and a task presentation with senior leadership followed by a final culture stage.
• Nory gives candidates practical clarity on location expectations in listings, such as 3+ days per week in-office for the BDR role and 2–3 days per week for the Mid-Market AE role.
• The company publicly lists baseline inclusion measures like gender-neutral language in job descriptions and an Equal Opportunity Policy, while also flagging that parts of the DEI guidance are still “coming soon.”

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• The company lists a dedicated learning budget (€1000 per year) plus a quarterly book budget, which is a concrete signal that juniors can ask for structured development spend.
• Nory’s Founding AI Product Engineer posting includes a “Your first 6 months” section with specific delivery outcomes, which is a strong onboarding and ramp expectation signal.
• The company positions the BDR role as growth-oriented, explicitly referencing progression ambitions toward AE or team lead and stating the team will back that growth.

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• The company publishes salary bands for some technical roles, such as £80–100k for Founding Analytics Engineer and £100–130k for Founding AI Product Engineer, both with equity.
• Nory lists meaningful stability benefits for employees, including 35 days paid leave, private health insurance, enhanced parental leave and baby loss support, and home office budget support.
• The company omits salary for several roles that could attract early-career applicants (notably BDR and AE roles), limiting pay transparency where juniors often need it most.

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• The company has a public signal of internal sales progression, with a hiring post stating the team was replacing a BDR who moved into an AE role and explicitly valuing promotions.
• Nory’s external job write-up for a Senior BDR repeats the “replacing a former BDR who earned a promotion to AE” line, reinforcing that at least one promotion path has happened in practice.
• The company reports rapid growth since Series A, including doubling the team and expanding internationally, which usually increases internal opportunity, but there is limited public data on junior retention, time-to-promotion, or repeat junior hiring outside sales.

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