• The company maintains dedicated “Internships” and “New Grads” tracks, which is a real signal of entry-level intent even when the wider job board skews senior.
• Sentry has published and reposted intern cohorts across multiple years, indicating repeat early-career hiring rather than a one-off program.
• The company’s current careers filters show “Internships” and “New Grads,” but those pages can show zero open roles at times, which caps practical access for applicants.

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• The company lays out a concrete internship flow (skills screen, engineer technical, hiring manager interview, then mutual project matching), which is clearer than most startups.
• Sentry includes applicant accommodations contact details and an applicant privacy policy path, which improves transparency and reduces avoidable friction.
• The company still shows signals of multi-stage processes (including take-home style evaluations in some candidate reports), and public feedback mentions delays at points, so the experience may vary by team.

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• The company explicitly frames interns as shipping engineers with ownership, and pairs that with structured touchpoints like matching to a product or infrastructure team.
• Sentry’s new grad engineering role copy calls out feedback, coaching, and mentorship from managers and teammates as part of the job, not as a perk.
• The company advertises a professional development stipend and benefits that support learning, but there’s limited public detail on onboarding length, buddy systems, or promotion criteria for early-career engineers.

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• The company positions internships as paid, and third-party compensation reporting shows strong intern hourly pay for software engineering internships.
• Sentry publishes salary ranges on many role listings and ties pay to location and experience factors, which helps candidates sanity-check fit early.
• The company includes equity and benefits language in postings, but early-career compensation clarity is uneven across geographies and roles, so the score can’t go into the “elite transparency” range.

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• The company has published first-person “internship to full-time” stories, which is direct evidence that at least some interns convert into full-time early-career hires.
• Sentry keeps spotlighting new intern cohorts (summer and fall), which suggests the pipeline repeats and isn’t purely opportunistic hiring.
• The company shows some intern-to-full-time paths in aggregated LinkedIn profiles, but Sentry does not publish promotion rates, retention stats, or time-to-leveling for early-career talent, which limits confidence on outcomes.

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