• The company advertises roles with genuinely early-career requirements, such as Sales Executive – Matchmaking asking for 1–2 years in a customer-facing role.
• Plum Guide has also posted roles like Performance Marketing Manager that list only 1+ year in search advertising, which can be a realistic step for early-career marketers rather than a pure “5+ years” bar.
• The company does not show a reliable always-on “open roles” board on the main careers page, which makes entry-level access harder to track and weakens the signal of recurring junior hiring.

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• The company has role posts that are unusually clear about what the job does and does not include (for example, the Matchmaking sales role explicitly excludes in-stay customer service issues and itinerary work).
• Plum Guide has multiple interview accounts describing long, multi-stage processes with tasks or case studies, and some candidates report misaligned expectations between an “intro call” and an actual interview.
• The company also has interview feedback reporting ghosting after interviews, which is a direct hit to fairness and transparency.

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• The company publishes an educational budget as a named benefit (books, courses, and tailored learning support).
• Plum Guide includes role-specific learning promises in at least one early-career-facing posting, such as “Onboarding & Sales training within your first month” for the Matchmaking sales role.
• The company does not publish consistent onboarding or mentoring detail across functions, so early-career support likely varies depending on team and manager.

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• The company lists a solid baseline of stability benefits in public materials, including pension and private health-related coverage, alongside generous leave policies in role ads.
• Plum Guide sometimes gives pay positioning in a way juniors can understand, such as stating an on-target earnings figure and stock options (EMI) for the Matchmaking sales role.
• The company often asks candidates to share salary expectations rather than publishing salary ranges, which caps pay fairness confidence for early-career applicants.

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• The company has a meaningful volume of employee sentiment on review sites, landing in a mid-range overall rating and only around half of reviewers recommending the company, which points to mixed outcomes.
• Plum Guide has interview feedback that includes both acceptances and declines across a range of roles, but the public record does not isolate what outcomes look like specifically for 0–3 year hires over 12–24 months.
• The company does not publish early-career progression stories (for example, “associate to manager” paths, internal mobility examples, or retention snapshots), so this pillar stays conservative.

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