• The company’s Greenhouse and Workable boards show no current openings, which blocks the most straightforward entry route for graduates today.
• Stitch has historically advertised a wide mix of roles across product, engineering, sales, and compliance on third-party mirrors, but those listings are often older and do not prove recurring 0–3 year intake.
• The company does not publish an internship, graduate scheme, or “0–2 years” track on the careers page, so entry-level access looks opportunistic rather than dependable.

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• The company runs applications through an ATS (Greenhouse), which supports a consistent application path when roles are open.
• Stitch has public interview accounts describing multi-round loops (including multiple technical interviews) and at least one recent report where the technical interview felt misaligned with the SRE job description.
• The company does not publish a standard interview map, timelines, or assessment expectations on the careers page, so transparency depends on what a recruiter shares privately.

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• The company commits publicly to professional development support as a core benefit, which is a concrete signal for ongoing learning.
• Stitch highlights a remote-working culture with deliberate connection rituals, which can matter for early-career hires who need access to teammates beyond formal meetings.
• The company does not spell out early-career support mechanics like onboarding length, buddying, 1:1 cadence, or review cycles in public materials, limiting how confidently coaching quality can be assessed.

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• The company states that all permanent employees receive equity in the business, which is unusually clear and inclusive for a startup.
• Stitch publishes benefits such as generous leave and fully reimbursed equipment, which improves early-career stability and reduces out-of-pocket costs.
• The company does not consistently publish salary ranges alongside roles, so pay fairness for specific junior jobs is hard to verify.

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• The company does not publish early-career outcome proof such as promotion timelines, retention over 12–24 months, or internship-to-offer conversion rates.
• Stitch has limited independent employee-review volume, and the available feedback is not detailed enough to summarise repeatable junior progression patterns across teams.
• The company’s public content is strong on culture and performance expectations, but it does not provide verifiable examples of early-career growth steps like “associate to lead” pathways.

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