• The company runs a Smart Meter Apprentice pathway that is explicitly built for learners and includes “learn while you work” training rather than requiring prior experience.
• OVO Energy launched the OVO Tech Academy as a Level 4 software developer apprenticeship route with no prior tech experience required, widening access beyond traditional graduate hiring.
• The company’s live job board often skews to experienced specialist roles, so early-career openings can feel periodic rather than always-on at scale.

‍

• The company puts practical up-front details into job ads such as salary banding, start dates, shift patterns, and hybrid expectations, which helps candidates prepare and self-select.
• OVO Energy uses specific accessibility language in applications (for example, inviting candidates to share additional requirements on the form) and also runs at least one route where OVO Energy says a CV is not required.
• The company has mixed public candidate experience reports describing multi-stage loops (including presentations for some roles) alongside complaints about communication consistency, which limits confidence in a predictable experience across teams.

‍

• The company’s Smart Meter Apprentice role spells out a structured learning path: a 53-week programme, a 20-week training period (including time at a training academy), and partnering with an experienced engineer who mentors on the job.
• OVO Energy’s Tech Academy is positioned as “learn and earn from day one” with a formal apprenticeship structure, which is a strong learning signal compared with ad hoc junior hiring.
• The company describes squad-based working in customer operations and sets expectations around coaching and continuous improvement, but OVO Energy does not publish a single, role-agnostic onboarding standard that applies across all early-career pathways.

‍

• The company publishes concrete salary progression for early-career routes, including apprentice pay moving from a starting rate through probation and up to a fully qualified rate, plus a stated bonus plan on some roles.
• OVO Energy advertises a benefits stack that is unusually specific in postings, including 34 days of holiday (including bank holidays) and “Flex Pay” as a percentage add-on that can be taken as cash, pension, or benefits.
• The company has had recent public reporting about cost pressure and job cuts, which creates a stability question-mark for early-career hires even when day-to-day pay transparency is decent.

‍

• The company has mixed employee review sentiment on progression, with some reviewers highlighting development while others describe unclear or inconsistent career progression, especially in technology roles.
• OVO Energy’s recent public reporting around financial resilience pressure and planned job reductions adds uncertainty around retention and team stability for newer hires.
• The company does not publish early-career outcome data such as apprenticeship completion-to-permanent rates, graduate scheme conversion, retention, or typical time-to-promotion, which keeps outcomes hard to validate beyond anecdotes and review sentiment.

‍