• The company has evidence of junior-access roles such as Junior Software Test Engineer showing up in public salary and hiring traces, which signals a real entry-level door.
• Skrap’s visible role mix also includes high-churn, entry-level commercial roles (telemarketing and sales development style work), which are accessible but not always the best early-career foundation if support is weak.
• The company does not show a consistently accessible, always-on careers funnel with multiple 0–3 year roles live at once, so repeat junior hiring is hard to verify from official pages alone.

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• The company has employee Q&A describing a basic sequence (apply, video interview, wait for decision), which is simple on paper for early-career applicants.
• Skrap has public accounts complaining about poor communication and lack of reply after applying or interviewing, which is negative evidence for process reliability.
• The company also has positive employee feedback describing managers checking in and listening to ideas early on, suggesting fairness and respect can be team-dependent rather than consistent.

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• The company has a specific early-career support signal from a review describing a first graduate job with strong management support in the first weeks.
• Skrap also has reviews describing high ownership and supportive leadership in product and engineering work, which can be a strong learning environment if juniors are included in that cadence.
• The company has public feedback calling out weak management and poor staff care in other roles, which makes learning support look uneven across teams.

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• The company has enough public pay data points across roles (including junior testing and entry sales) for candidates to sanity-check compensation before applying.
• Skrap has employee feedback claiming “no pay benefits” in at least one role context, which creates a credibility gap on benefits and stability for early-career hires.
• The company does not consistently publish salary ranges in job ads that candidates can rely on, which keeps pay transparency below a strong early-career standard.

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• The company has some positive early-career sentiment in reviews (including “first graduate job” support), which suggests at least some juniors ramp successfully.
• Skrap also has public feedback pointing to churn and limited opportunity in certain functions, which is negative evidence for early-career outcomes.
• The company does not publish measurable outcomes like internship-to-offer conversion, time-to-promotion examples, or 12–24 month retention for early-career hires, so outcomes stay capped.

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