• The company currently has a clear early-career entry point via a “Working Student UX/UI” role, which is explicitly student-level and part-time.
• shipzero also advertises roles that start at the lower end of experienced hiring, such as “Climate Strategy Consultant” requiring 2–4 years, which can be reachable for strong early-career applicants but is not true entry-level.
• The company does not show multiple “Junior”, “Associate”, or “Graduate” full-time roles in the live job list reviewed, so access for 0–1 year candidates looks limited.

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• The company publishes a simple, staged interview guide that sets expectations upfront: intro call with People, expert call, then an onsite interview that may include a task or case with guidance.
• shipzero uses a standard ATS flow (Personio) across roles, which supports a consistent application process rather than “DM the founder” hiring.
• The company’s postings can still increase fairness by timeboxing take-home work more explicitly, since tasks and cases are mentioned but typical scope and time investment are not spelled out.

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• The company offers a personal development and training budget, which is a tangible support lever if managers actively encourage juniors to use it.
• shipzero highlights a “brilliant team to learn from” plus regular team events and cross-team collaboration values, which tends to create informal coaching opportunities for early-career hires.
• The company does not provide much role-specific onboarding detail in the public postings reviewed, so new-joiner support likely depends on team and manager rather than a documented ramp plan.

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• The company lists practical benefits tied to stability, including a pension plan and a public transport subsidy, which matter for early-career budgeting.
• shipzero job ads reviewed ask candidates for salary expectations rather than publishing salary ranges, which makes it harder for juniors to judge market alignment before investing time.
• The company has at least one public employee review that calls out “low salary,” which is a negative signal even though the sample size is tiny.

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• The company has very limited third-party outcome data, with only a single public employee review available in the sources checked, which is not enough to judge retention or progression patterns.
• shipzero has used LinkedIn to announce new hires joining the team, which suggests ongoing team growth but does not show what happens to early-career hires after 12–24 months.
• The company does not publish early-career outcome markers like promotion stories, internal mobility examples, or cohort-based retention stats, so this pillar stays conservative.

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