• The company actively hires Business Development Representatives in multiple European offices without listing a minimum years-of-experience requirement in the role requirements, which keeps the door open to grads.
• Payhawk’s engineering hiring shown publicly includes roles like Software Engineer that ask for 3+ years of experience, which reduces entry-level access in core product teams.
• The company’s support hiring shown publicly (for example night-shift customer support) requires prior customer support experience, which limits “true first job” routes outside sales.

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• The company’s public hiring content describes using role-specific scenarios and roleplays for sales hiring (for example prioritising leads across verticals), which is more job-relevant than generic interviews.
• Payhawk’s candidate interview reports commonly describe multi-stage loops (recruiter screen, hiring manager conversation, case study or technical session, then a longer onsite or panel-style round), but the exact steps vary by role.
• The company does not provide a single candidate guide that standardises timelines, feedback expectations, and assessment formats across teams, so transparency depends on the recruiter and function.

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• The company promises “structured onboarding” and “sales coaching” for the BDR role, plus a stated progression ladder from BDR to Senior BDR to Account Executive.
• Payhawk’s careers page lists learning and development programs as a core benefit, alongside regular company-wide gatherings that can support informal learning and network building for juniors.
• The company does not publish a junior-specific onboarding framework for engineering, product, or operations, so learning support outside commercial teams is hard to evaluate before joining.

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• The company advertises substantial time-off and flexibility benefits across roles, including 30 days paid leave and a set number of “work from anywhere” days per year.
• Payhawk includes benefits that reduce early-career day-to-day costs, such as commuting support and health or wellness benefits, plus role-based benefits like private medical coverage in some locations.
• The company rarely publishes salary ranges in job ads (including entry routes like BDR), which makes pay comparability harder for early-career candidates.

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• The company describes an internal progression path in sales (BDR to Senior BDR to Account Executive), which is one of the clearest early-career outcome signals visible publicly.
• Payhawk’s public hiring content includes a claim that a large share of roles are filled through internal promotions where applicable, which supports internal mobility as a route to progression.
• The company does not publish early-career outcome metrics like intern conversion, cohort retention, or typical time-to-promotion, so outcomes rely on role-level promises and general employee sentiment rather than tracked reporting.

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