• The company’s live roles on the Plenti careers page currently start at “min. 2 years” for positions like Sales Representative Specialist and the risk and collections team lead role.
• Plenti does still show an early-career-adjacent entry point via a student-targeted Sales Representative Specialist role (with status studenta and 1–2 years sales/call-center experience).
• The company has at least one “Junior” titled role circulating on Polish job boards (Junior Offer Development Specialist), but it is not consistently visible as a recurring stream on the company’s own careers board.

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• The company publishes a simple 4-step recruitment flow (30-minute phone screen, a competency task, an in-office meeting, then offer), and explicitly says candidates get feedback at each stage.
• Plenti routes applications through an ATS-style form, which is a fairness positive because it supports a consistent application path rather than informal inbox-only hiring.
• The company includes a take-home task step but does not publicly timebox the expected effort, which can create uneven burden for early-career candidates juggling studies or full-time work.

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• The company describes routine operating habits like regular 1:1s and team OKRs in employer descriptions, which can give juniors structure and clearer expectations.
• Plenti highlights development as a benefit and frames roles as having real ownership, plus access to external experts and business angels, which can translate into hands-on learning if managers invest the time.
• The company does not publicly show role-by-role onboarding plans, mentoring, or a concrete “junior to mid” growth framework, so learning support is hard to verify beyond general culture claims.

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• The company lists tangible benefits like private medical care and sport subsidy, plus a staff voucher for renting products, which helps early-career affordability in practice.
• Plenti commonly uses “pay adequate to experience” language (and “base + commission” for sales) without salary bands, which weakens pay confidence for juniors trying to benchmark offers.
• The company uses civil-law contracts for some roles (for example UZ on the student sales posting), and external employee commentary flags instability concerns tied to contract mix, which pulls this pillar down.

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• The company has mixed independent employee commentary: some posts praise atmosphere and learning, while others describe sudden exits and periodic layoffs that reportedly hit people after only a few months.
• Plenti has at least one public signal of continued company-building momentum via fundraising coverage and product expansion messaging, but that does not confirm early-career retention over 12–24 months.
• The company’s LinkedIn footprint shows a small team size band and does not clearly surface repeated junior promotions or “associate to lead” stories, so outcomes remain hard to validate.

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