• The company runs a one-year graduate scheme with rotations across engineering, quantum science, and product, which is a clear first-job entry route.
• Riverlane runs summer internships (10–12 weeks) and longer PhD internships (3–6 months), widening access across Bachelor’s through PhD levels.
• The company has operated the internship scheme since 2018 and reports hosting more than 40 students, which is a strong “repeat junior hiring” signal rather than a one-off.

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• The company publishes a step-by-step recruitment flow with durations (HR interview, technical interview, one-week skills challenge, final interview), which helps candidates plan.
• Riverlane has candidate reports praising warmth and feedback, but other reports describe being ghosted after completing the week-long challenge, which is a serious fairness risk for early-career applicants.
• The company frames the process as transparent and relaxed and encourages questions during interviews, but the one-week challenge still creates a heavy time burden if outcomes are not handled consistently.

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• The company assigns graduates a dedicated supervisor and uses structured rotations, so early-career hires get coaching plus breadth rather than being siloed.
• Riverlane funds learning with training and conference budgets and backs this with regular technical talks, a development framework, and scheduled career conversations.
• The company describes performance appraisals plus regular check-ins, which is the kind of ongoing support juniors need once the initial onboarding fades.

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• The company has published pay for early-career roles in public listings, including a stated salary for the graduate scheme and pro-rata salary ranges for internships.
• Riverlane lists stability-focused benefits like pension contributions, an annual bonus plan, income protection, and life assurance, which matter for graduates budgeting rent and repayments.
• The company also describes an equity scheme, but equity terms and level-by-level salary bands are not consistently standardised across every posting.

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• The company has public employee review aggregates showing very high recommend-to-a-friend scores, which is a positive retention proxy even with a small sample size.
• Riverlane publishes detailed graduate stories that describe rotating through teams and shipping work used by external labs, but the company does not publish time-to-promotion or conversion rates.
• The company’s LinkedIn footprint supports the “over 100” team claim and shows ongoing hiring, yet there is still no hard early-career outcomes reporting (12–24 month retention, promotions, intern conversion) to fully validate progression.

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