• The company has open roles explicitly titled “Junior”, including Junior Technical Support Specialist and Junior Digital Designer, with experience bands like 1+ year or 1–2 years.
• Synthesia also hires entry-level corporate roles like Sales Commissions Analyst that are labelled “Entry level”, widening access beyond support and design.
• The company’s own engineering hiring writing says Synthesia targets engineers with deep technical experience, which narrows entry-level access in core product engineering.

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• The company’s role pages lay out responsibilities, “success will be measured on” metrics, and working-hours expectations even for junior roles, which reduces hidden gotchas.
• Synthesia publicly describes a staged interview approach for technical roles that includes early alignment calls and a take-home component, so candidates can anticipate the shape of the process.
• The company’s Junior Digital Designer application asks candidates to create and submit a Synthesia video link during the application form, which is role-relevant but increases the upfront burden before

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• The company says junior support hires will apply troubleshooting under guidance from senior team members and work closely with Technical Support Specialists and Engineers.
• Synthesia frames the Junior Digital Designer role as real customer-facing work inside a supportive design team, with an explicitly mapped growth path from Junior to Senior.
• The company advertises research internships that include working alongside researchers and co-founders with an expectation of publishable work, which is unusually strong senior exposure for students.

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• The company lists stable benefits for junior roles, including stock options, paid parental leave, 25 days annual leave plus holidays, sick leave, and equipment.
• Synthesia posts explicit salary ranges for some roles, such as a US-based Sales Commissions Analyst range of $80,000–$120,000, which is a concrete transparency signal.
• The company does not consistently publish salary ranges for UK junior roles and instead asks applicants to state their required salary range, which limits pay clarity for early-career candidates.

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• The company advertises paid internships with an explicit possibility of moving into a full-time product role if there is a mutual fit, which is a concrete early-career pathway.
• Synthesia’s junior design role states a mapped progression from Junior to Senior, but the company does not publish promotion or retention metrics that show how often that progression happens in practice.
• The company has public review and interview sentiment at a headline level, but there is limited early-career-specific evidence on 12–24 month retention, leveling, or internal mobility for junior cohorts.

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