• The company runs a visible apprenticeship pathway (“Auszubildende”) positioned as a structured entry into work at sonnen.
• sonnen publicly lists early-career categories for students (“Studierende”) and includes roles like working-student positions (“Werkstudent”) and school placements (“Schülerpraktikant”).
• The company shows lots of hiring overall, but not all openings are junior-scoped, and English-language entry-level visibility depends on finding the right local jobs portal pages.

• The company has public interview process signals that commonly include an HR step and one or more role interviews, which is a baseline structure candidates can prepare for.
• sonnen has candidate reports describing a straightforward two-step style process for some roles, but other reports describe multi-stage experiences with weaker communication and limited feedback.
• The company provides a central “current job offers” hub, yet the hiring-stage expectations (timeline, case-work policy, decision dates) are not consistently spelled out across the main careers pages.

• The company publicly talks about training and growth in its US careers materials, framing development as part of the employee experience.
• sonnen has public expansion updates that reference a new training centre alongside expanded production and on-site development capacities, which is a tangible learning investment.
• The company offers strong learning potential through cross-functional exposure (hardware, software, operations, energy services), but onboarding and mentoring structure is not laid out clearly enough to confirm consistency team to team.

• The company promotes benefits in its US careers materials, including vacation and volunteer days, but these are not tied to salary ranges for early-career roles.
• sonnen has pay signals available via third-party sources, yet job-by-job salary ranges are not reliably published on listings, which caps confidence for graduates comparing offers.
• The company’s scale and permanent operational footprint suggest stability, but early-career benefits and compensation clarity vary by country and entity, and the public picture is fragmented.

• The company has internship-specific employer feedback on German review platforms, which suggests internships exist and gives some outcome texture, but the sample is small.
• sonnen has mixed candidate experience reports on interview professionalism and feedback, which can correlate with uneven team practices that affect retention and early growth.
• The company’s LinkedIn footprint indicates multiple hubs and sustained hiring, but sonnen does not publish early-career outcomes like promotion timelines, junior tenure patterns, or conversion rates from apprenticeships and working-student roles into full-time jobs.

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