• The company’s current public openings skew mid-to-senior (for example multiple “Senior” and “Head of” roles), which limits clear graduate entry points.
• Socure lists roles like Talent Sourcer / Coordinator and GRC Analyst – Public Sector, which can fit 0–3 year profiles depending on requirements.
• The company does not consistently show roles explicitly tagged for new grads, interns, or 0–1 year candidates in the main public listings, so entry-level access looks occasional rather than repeatable.

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• The company publishes a detailed warning page explaining what legitimate recruiter communications look like, what interview tools Socure will or won’t use, and what personal data the company will never request.
• Socure includes pay ranges on widely surfaced job listings (for example salary bands shown for Talent Sourcer / Coordinator and other roles), which reduces negotiation opacity for early-career applicants.
• The company has mixed interview experience signals on Glassdoor, including a below-half “positive interview experience” share and reports of long timelines or ghosting, which pulls this pillar down.

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• The company lists specific learning supports on the careers page, including a professional development stipend, hackathons, and internal mobility and career pathing opportunities.
• Socure positions the company as remote-first while still funding connection points like team offsites and flexible workspace options, which matters for early-career ramp in distributed teams.
• The company does not publish much role-level detail on coaching mechanics (examples: buddy systems, 30/60/90 ramp plans, or required 1:1 cadence) inside the job listings most candidates will see, limiting the score.

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• The company states “equity for all full-time employees” and frames compensation as market-competitive, which is a solid baseline for junior stability if offers match the market.
• Socure lists concrete benefits that early-career hires notice quickly in real life, including work-from-home stipend, flexible PTO, parental leave, and 401(k) match.
• The company does not show salary ranges consistently across every channel and geography, and public job-security sentiment is mixed, so pay stability cannot score as top-tier.

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• The company has publicly reported layoffs (including coverage of a 2022 reduction) and continued layoff discussion in review threads, which is a direct negative signal for early-career retention.
• Socure has mixed employee sentiment on Glassdoor, with a mid-range overall rating and only a modest majority recommending the company, which weakens confidence in consistent growth outcomes for juniors.
• The company’s public outcome evidence is thin on early-career specifics (examples: promotion timelines for junior cohorts, retention over 12–24 months, or repeat junior hiring conversion rates), so the score is constrained by missing proof rather than a lack of marketing.

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