• The company is actively hiring for a Graduate Sales Academy intake with a stated start date (April 2026) and a graduate-targeted brief.
• Sessions currently shows a very small set of open HQ roles (Graduate Sales Academy, Business Development Manager, Chef Trainer), which limits the number of alternative 0–3 year entry points at the same time.
• The company has frontline roles showing up in public reviews and interview reports (for example Host roles in Brighton and Burger Maker hiring tied to local operations), but these do not appear as repeat, centrally-managed graduate pathways.

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• The company publishes concrete terms for early-career sales hiring, including base pay, commission, share options, start date, and hybrid expectations in the Graduate Sales Academy advert.
• Sessions states an expected response time (“usually respond within a week”) and describes anonymised application review where hiring managers see only work experience and education.
• The company has third-party interview write-ups describing structured steps like role-play for a Business Development Representative and a screening call then hiring-manager call for analytics, but the same set includes criticism of interview tone and an overall low share of positive interview experiences.

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• The company runs a Management & Leadership Programme and lists support for work-based qualifications and memberships (examples given include AAT and CIPD).
• Sessions uses training-heavy roles such as Chef Trainer, where the job scope includes hands-on onboarding and training across partner kitchens, suggesting repeatable training standards exist in operations.
• The company’s public employee feedback includes examples of supportive line management and recognition, but also mentions knowledge silos and long-hour expectations in some areas, which can make early-career support uneven.

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• The company posts salary ranges on current roles, including £32,000–£36,000 base for Graduate Sales Academy (plus monthly commission and share options) and £36,000 base for Chef Trainer (plus bonus and share options).
• Sessions lists a tangible benefits set for HQ roles, including a healthcare cash plan, 25 days holiday plus bank holidays plus birthday off, an Employee Assistance Programme, a volunteering day, and pay day on demand.
• The company links bonuses to OKRs and uses commission-heavy packages for some early-career roles, which can create income variability even when the base salary is clear.

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• The company has a meaningful public review footprint with an overall rating around the mid-3s out of 5 and a category score for career opportunities in the high-3s, alongside reviews from both short-tenure leavers and longer-tenure current employees.
• Sessions shows mixed function-level outcomes in public feedback: hospitality venue roles often mention good teams and pay, while some sales feedback points to high targets, pressure, and long hours.
• The company’s public employee directory sits around the mid-double-digits and Sessions is actively hiring now, but Sessions does not publish clear early-career progression stories or promotion examples, which caps confidence on 12–24 month outcomes.

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