• The company advertises explicitly junior roles (for example Junior eSims Trader in Prague and junior trader roles in Lima), which are realistic entry points for 0–3 year candidates.
• Oddin.gg’s overall open-role mix is still weighted toward senior leadership and specialist positions (engineering managers, heads of function, staff engineers), which limits the number of entry-level “shots on goal” at any one time.
• The company’s junior access looks role-specific rather than cohort-based, with a small number of junior openings appearing alongside a much larger experienced-hire backbone.

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• The company uses an ATS-style “Apply now” flow for many roles (via Lever), which usually means candidates get a consistent submission path rather than ad-hoc DMs.
• Oddin.gg has multiple candidate-reported interview loops on Glassdoor describing structured rounds (HR screen, technical rounds, CTO or team interviews) with clear communication.
• The company still mixes application methods in some listings (including email applications for certain roles), which can create uneven expectations on timelines and feedback depending on the team.

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• The company publishes culture detail that includes “ongoing feedback,” clear expectations, and support being “always a message away,” which is a practical signal for day-to-day coaching.
• Oddin.gg’s junior trading role write-ups include an initial training phase before full remote work, plus ongoing team meetings where technical topics like programming and data analytics are discussed.
• The company does not publicly commit to the basics juniors look for across teams, like a defined buddy system, 1:1 cadence, or a consistent progression framework.

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• The company’s junior trading listings include performance bonuses, which can be positive, but they do not publish base salary ranges on the company-hosted role pages.
• Oddin.gg frequently uses freelancer or independent contractor arrangements in public postings, including junior roles in some locations, which can reduce stability for early-career hires.
• The company sometimes places additional costs on candidates (for example equipment requirements in at least one junior trading role), which is a downside for early-career affordability.

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• The company has a small number of public employee reviews with very positive headline sentiment, but the sample is too limited to treat as reliable retention evidence.
• Oddin.gg claims internal promotion is common in its culture write-up, but the company does not back that up with concrete early-career promotion examples or time-to-promotion ranges.
• The company’s LinkedIn footprint supports the “scaled team” narrative, but public data still does not clearly show junior tenure patterns over 12–24 months.

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