• The company advertises at least one role explicitly open to candidates with no prior screening experience (Background Screener), which is a clear early-career doorway.
• Roofstock posts operational roles like Hospitality Coordinator (1+ years) and Service Technician (HS/GED; 2+ years “strongly desired”), which can fit early-career profiles but are not “0–2 years” focused.
• The company’s current job mix skews senior or specialized in many functions (for example senior accounting, director-level revenue operations, licensed trades), which caps the volume signal for graduate-friendly hiring.

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• The company publishes a step-by-step interview flow (screening, hiring manager, additional interviews, offer) and describes what happens after acceptance, including People Team-led onboarding.
• Roofstock job descriptions are detailed about day-to-day work and expectations (for example inspections, on-call requirements, physical demands, and travel for field roles), which reduces “surprise scope” risk.
• The company has mixed third-party process signals: Glassdoor interview stats look more positive than negative overall, but candidate Q&A elsewhere includes reports of longer processes and slow replies, which pulls the score down slightly.

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• The company describes a “thorough onboarding experience” and explicitly says the People Team helps new hires prepare for day one, which is a concrete support signal.
• Roofstock states a structured career path for the Background Screener role and frames the work environment as low on micromanagement, which can help early-career ramp if managers follow through.
• The company does not publicly show much role-level evidence of ongoing coaching mechanics (examples: formal buddy systems, 30/60/90 plans, regular 1:1s, or clear training time allocation), so the score cannot go higher on visible proof.

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• The company’s careers page lays out benefits in plain terms, including health coverage contributions, 401(k), flexible time off, and equity incentives.
• Roofstock includes pay ranges for multiple roles (for example an annual salary for Background Screener and hourly bands for Service Technician), plus recurring “pay transparency” language about how compensation is set.
• The company does not show consistent salary ranges on every posting (some roles ask for expectations instead), and public reviews include stability concerns, so pay transparency and stability are not top-tier.

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• The company has mixed public sentiment: overall ratings and recent review snippets include concerns about layoffs, direction, and job security, which is a negative signal for early-career retention risk.
• Roofstock has at least one explicit “growth and development” promise tied to a role-level career path (Background Screener), but there is limited public follow-through data (examples: typical promotion timelines for juniors, internal mobility stories, or retention stats).
• The company has some third-party signals about performance cycles (for example reports of annual raises and performance-review-linked promotion discussions), but these are not specific to early-career cohorts and do not substitute for progression evidence.

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