• The company has advertised genuinely junior routes like Customer Operations Representative (£24k–£26k), Junior Project Coordinator (£26k–£30k), and Finance Assistant roles that are framed as development opportunities.
• Switchee has also used “IC1” language in roles like Product Marketing Executive, explicitly positioning the level as suitable for one of your first specialist roles.
• The company references an Operations Associate apprenticeship scheme in its hiring materials, but current availability of open early-career roles is inconsistent across public job pages, which caps the score.

‍

• The company publishes a day-by-day recruitment journey plus hard stats like “time to reject: 6 days,” which sets a clear expectation that applicants will hear back either way.
• Switchee describes structured stages (screen, competency interview, role-relevant task, culture interview) and calls out that tasks are scenario-based and role-specific, with a named People contact available for questions.
• The company tracks and shares candidate experience scoring (including a stated 2024 average), but public materials do not consistently show what applicants can expect for feedback depth after tasks and late-stage interviews.

‍

• The company lays out onboarding in a timeline format, including home set-up before day one and a manager-prepared 30/60/90 plan with objectives, resources, and expected outcomes.
• Switchee backs this up with onboarding survey results (quality, belonging, and “reality check” scores) rather than vague claims about “great onboarding.”
• The company reinforces ongoing learning through an L&D budget, a book-request “library,” and quarterly performance and progression conversations tied to a published Career Development Framework.

‍

• The company frequently publishes salary ranges on roles (including junior ones) and explains how bands are built via a documented benchmarking approach and levelling system.
• Switchee adds stability signals early-career candidates care about, like full-time roles, clear bonus ranges on many adverts, and a consistent share options figure appearing across multiple job families.
• The company states a market-median pay stance and is a Real Living Wage employer, but the public detail on benefits value, pension specifics, and pay progression within bands is uneven across sources.

‍

• The company ties progression to a seven-level Career Development Framework and states two annual promotion windows (May and November), with a cited ~20% annual progression figure in public materials.
• Switchee publishes onboarding outcome metrics (including belonging and onboarding quality satisfaction), which is an early signal that new starters are integrating rather than being left to sink or swim.
• The company has a modest volume of anonymous employee reviews with mixed-but-leaning-positive signals (including work-life balance and compensation sub-scores), but publicly accessible early-career retention, tenure-by-level, and junior promotion breakdowns are still limited.

‍