• The company’s current open roles (Power Electronics Engineer, Electrical Engineer, Software Engineer, Head of Sales) mostly ask for 2–5 years or 3–5 years experience, so true graduate access is limited.
• Relyion Energy does not show internships, new-grad roles, or “0–2 years” language on the public careers section, which makes entry-level entry points hard to find.
• The company hires into a small on-site engineering team reporting to the CTO, which can be a strong learning setup, but it is not the same as recurring junior intake.

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Pillar 2 reasoning:

• The company publishes role responsibilities and required qualifications in a straightforward way, including on-site expectations and visa sponsorship constraints.
• Relyion Energy includes an equal-opportunity statement inside at least one job description, which is a baseline fairness signal.
• The company does not publish interview stages, timelines, or assessment expectations anywhere obvious, so candidates can’t judge process burden before applying.

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• The company frames “investment in you” inside job ads as autonomy, a voice, and ownership, which suggests junior hires would get meaningful scope early.
• Relyion Energy places at least one engineering role directly under the CTO in a small team, which often means frequent senior exposure and fast learning.
• The company does not share concrete support mechanics like onboarding plans, buddy systems, 1:1 cadence, or review cycles in job posts, so learning support can’t score higher.

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• The company does not publish salary ranges or benefits details in the job listings shown on the company site, which caps pay fairness confidence for early-career candidates.
• Relyion Energy has only a small sample of third-party salary submissions publicly visible, which is not enough to judge pay consistency across roles.
• The company’s postings emphasize on-site work with “limited to no remote,” which can be stable for some candidates but also increases cost-of-living pressure if compensation isn’t transparent.

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• The company does not publish early-career outcomes like promotions, retention over 12–24 months, or internship-to-offer conversions.
• Relyion Energy has limited independent employee feedback and limited publicly readable review detail, so it’s hard to validate manager quality and growth paths for juniors.
• The company’s public hiring footprint is small and senior-leaning, which makes it harder to find repeatable evidence of junior progression patterns.

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