• The company has hired for operational roles like Post Offer & Completions Administrator, which can be a practical entry route into regulated finance operations.
• StrideUp has advertised Underwriting Support reporting to an Underwriting Team Manager and working across the application journey, which is accessible for early-career candidates with some financial services exposure.
• The company’s visible vacancies across job boards lean toward experienced hiring such as Head of Credit Risk and Capital Markets Associate, which reduces entry-level access overall.

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• The company’s Underwriting Support posting lays out concrete responsibilities (DIP handling, SLA-driven workflow, AML considerations) and names the reporting line, which helps candidates judge fit.
• StrideUp has role ads that describe open-ended project work (for example the Founder’s Associate scope), but public detail on interview stages, task length, and timelines is thin.
• The company includes equal opportunity language and encourages broad applications in at least some listings, but candidate-facing transparency (process steps, feedback expectations) is not clearly published.

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• The company offers an annual learning and development budget as a stated benefit, which is a direct support signal for early-career growth.
• StrideUp’s operational roles describe tight collaboration with underwriters, team managers, solicitors, and internal stakeholders, which usually creates day-to-day learning through proximity.
• The company has positive employee comments about leadership approachability and development being encouraged, but the public evidence base is small.

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• The company has published employer-provided salary figures for at least some roles, including Underwriting Support (around £33k) and Post Offer & Completions Administrator (around £30k).
• StrideUp lists stability benefits such as 25 days annual holiday and a 3% pension contribution, which are meaningful for juniors choosing between startups.
• The company does not consistently publish salary ranges across roles (for example some listings are “salary not provided”), so pay fairness is hard to assess across the full hiring mix.

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• The company has a small set of employee reviews that describe opportunities to take on varied work and build skills, which is a decent early signal for progression.
• StrideUp’s public employee footprint on LinkedIn suggests a small team size and ongoing growth, but it doesn’t provide clear promotion or retention patterns for junior hires.
• The company’s own updates point to scaling activity (product expansion and milestones), but there’s no published data on early-career retention, time-to-promotion, or structured progression.

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