• The company lists an entry-level SDR/BDR role that accepts “internships and apprenticeships” as relevant experience and sets a minimum of 2 years, which is reachable for early-career candidates coming from sandwich years or long placements.
• Sekoia.io’s current public job slate is dominated by senior titles across product, engineering, and corporate functions, which reduces entry-level volume at any given time.
• The company does not currently surface internships, apprenticeships, or “0–1 year” roles alongside the main openings, so true first-job access is limited.

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• The company publishes a “typical recruitment process” on the careers page, including discussion-based interviews and reference calls, which sets expectations before candidates apply.
• Sekoia.io’s SDR/BDR posting lays out named interview stages, a 2–3 week typical timeline, and the people involved, which is the level of transparency graduates need.
• The company has at least one public interview account describing an unprofessional experience around an assignment, which suggests consistency can vary by team or interviewer.

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• The company describes structured onboarding with a dedicated buddy, cross-team meet-ups, first in-office days for remote hires, and self-paced training modules.
• Sekoia.io also spells out early ramp context through cross-functional introductions in the first two weeks, which is a practical way to help juniors navigate who does what.
• The company does not publish junior-specific coaching standards like 1:1 cadence, performance review timing, or a progression framework, so ongoing support after onboarding is harder to judge.

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• The company lists concrete benefits that matter to early-career stability, including 100% coverage of a basic health insurance package, meal vouchers, and a defined remote-work policy.
• Sekoia.io includes salary information on some public role pages (for example a “< €50K” band for a fixed-term HR role and a 40–50K€ band for a marketing role), which helps candidates avoid blind negotiations.
• The company does not consistently publish salary ranges across the broader role set, and there is no junior-facing explanation of equity, so pay transparency is incomplete.

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• The company has a small but strong recommendation signal on a public employer-review profile, with a high “recommend to a friend” percentage based on a limited number of reviews.
• Sekoia.io publishes at least one concrete internal-mobility story on the benefits page, describing a role change from Sales Engineer into a CTI-focused Account Executive path, which signals that pivots can happen.
• The company has limited early-career outcome evidence specifically, and while job-board activity shows ongoing hiring, there is little public data on junior promotion rates, 12–24 month retention, or manager quality by team.

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