• The company runs an “early careers” funnel that includes school engagement, work experience, internships and apprenticeships, with dedicated application routes rather than expecting candidates to find ad hoc openings.
• Octopus Energy runs paid internships across more than 10 roles under an equality-focused internship programme aimed at improving representation for candidates from Black backgrounds in the energy sector.
• The company offers a structured low-carbon tech apprenticeship route tied to a Level 3 qualification and a multi-year programme, which is a meaningful alternative to the usual graduate-only entry points.

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• The company publishes a clear hiring journey for most teams (intro call, first interview, second interview) and explicitly states that unsuccessful candidates still receive in-depth feedback.
• Octopus Energy explains the operations hiring flow in detail, including verbal and numerical reasoning tests, a virtual “Discovery Day” group format, and a final meeting to close out decisions.
• The company’s Discovery Day format is described publicly with concrete timings and activities (group problem-solving, a short competency interview, and Q&A panels), but candidates still report that the process can feel heavy for some roles.

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• The company lays out multi-stage training for energy specialists, including an initial 2–3 week pre-training period, classroom-style learning, and further training blocks to cover more complex scenarios.
• Octopus Energy’s low-carbon apprenticeship pathway is taught by in-house experts and is built around supervised real-world installation and service work, rather than “observe only” placements.
• The company invests in field and installation learning infrastructure, including “state of the art training” linked to a £10m training and R&D centre for low-carbon roles, which supports hands-on skill building early on.

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• The company offers stability-oriented benefits that matter early-career, including an equity options scheme, a pension contribution framework, and a clearly described parental leave policy.
• Octopus Energy supports flexible working and time-off in a way that reduces early-career burnout risk, including a no-holiday-quota approach for many office roles.
• The company often avoids publishing salary ranges on job ads and instead tells candidates to ask recruiters, which weakens pay transparency even when overall packages may be competitive.

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• The company has mixed public employee sentiment on progression, with some reviews praising internal growth and work-life balance while others flag unclear career paths and uneven advancement.
• Octopus Energy’s rapid scaling and multi-business structure (retail energy, Kraken, EV, heat pumps and field operations) increases the number of internal moves and role changes that early-career hires can pursue once inside.
• The company does not publish early-career outcomes such as internship-to-offer conversion rates, apprenticeship completion rates, typical time-to-promotion, or retention by cohort, which caps confidence on long-run results.

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