• The company has publicly advertised multiple internship roles (including product design and other intern openings), which is a concrete entry-level access signal.
• Pogo has a small visible set of open roles on its public job board at a time, so early-career access looks present but not high-volume.
• The company highlights remote opportunities in role listings, which can widen access for students and new grads outside New York.

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• The company routes applications through a dedicated job board and includes a “General Application” path, which is better than informal DM-only hiring.
• Pogo’s most accessible public listings are thin on hiring steps, timelines, and evaluation criteria, which makes it harder for first-time candidates to prepare.
• The company’s public careers surface area appears fragmented across tools and reposts, and that lack of a single authoritative “how we hire” page reduces transparency.

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• The company has an intern story describing a “zero experience” hire getting a crash course and shipping work to large numbers of users, which is a strong hands-on learning signal.
• Pogo hires interns “again” (repeat cycles), which usually implies the company can onboard and support juniors without the internship being a one-off.
• The company requires annual security training for employees and describes structured controls around access, which suggests at least some baseline enablement and onboarding discipline in a data-sensitive product.

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• The company has explicitly described internships as paid in public posts, avoiding the biggest early-career red flag.
• Pogo has publicly referenced “competitive” salary and equity for early hires, but that is not a substitute for ranges in job postings for junior candidates making risk trade-offs.
• The company’s most visible job-board snippets do not consistently show compensation ranges, so pay fairness cannot be fully validated and the score is capped.

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• The company has at least one concrete outcome example of an intern converting early opportunity into shipped product work and continued career momentum, which is a positive early-career signal.
• Pogo repeats internship hiring cycles, which is a practical proxy for internships being “worth running” and not purely short-term labor.
• The company does not publish early-career progression outcomes (conversion rates, time-to-promotion, retention), and public review data is too noisy/ambiguous to use confidently for this specific Pogo, limiting the score.

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