• The company advertises genuinely junior-friendly roles like “Customer Experience Associate” in London with a £25,000–£30,000 range and language that welcomes first-job applicants.
• Scan.com also posts Associate-level finance roles in Atlanta, including Accounts Payable Associate and Accounts Receivable Associate, expanding early-career entry points beyond customer operations.
• The company runs a paid UK internship scheme (Sales team, summer intake) and says applications open each year in early May, which is a repeatable early-career on-ramp

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• The company states “no ghosting” and commits to feedback for candidates who reach phone screen stage and beyond, which is a concrete fairness promise.
• Scan.com job descriptions lay out the interview stages step-by-step (for example: talent screen, hiring-manager interview, a small assessment, and founder or team conversations) and repeatedly flag being mindful of candidate time.
• The company has at least one public interview write-up describing role-relevant tasks (lead-finding and a mock call) and a structured, multi-step process rather than surprise questions.

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• The company talks explicitly about “co-created career roadmaps,” regular peer reviews, and training and learning opportunities on the UK careers page.
• Scan.com repeatedly includes “Personal Development budgets” in benefits and sets “first-year” achievement goals inside job ads, which gives juniors a clearer ramp than many startups.
• The company has mixed public signals on day-to-day support, including reviews that mention disorganised onboarding and weak manager cadence, which caps confidence in consistency across teams.

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• The company publishes salary ranges for early-career roles, including £25,000–£30,000 for the London Customer Experience Associate role and $60,000–$70,000 for Accounts Payable Associate in Atlanta.
• Scan.com lists tangible benefits that matter for stability, including healthcare cover, paid time off, sick days, equipment, and ongoing development budgets, plus UK-specific benefits like a wellness budget and access to therapy in some postings.
• The company’s public employee sentiment is uneven on compensation and US benefits (including comments about no 401(k) match and “low pay” perceptions), so pay fairness looks solid on paper but not uniformly trusted.

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• The company has mixed sentiment on stability and retention, including reviews mentioning high turnover and abrupt terminations alongside others citing growth and opportunity.
• Scan.com’s public footprint suggests fast scaling (company size band 201–500 and leadership posting about “nearly 300” team members), but that does not translate into clear, trackable early-career promotion data.
• The company shows some progression-shaped role design (for example, senior ops roles that include mentoring and building a team), but public evidence is missing on intern conversion rates, junior promotion timelines, and 12–24 month retention.

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