• The company runs paid Spring 2026 and Summer 2026 internship programmes with a single application covering multiple technical tracks (mechanical, manufacturing, magnet, test, fusion technology, and plasma physics).
• Thea Energy lists internship structures in practical terms, including 12–16 week summer placements and flexible school-year scheduling tied to academic timetables.
• The company does not currently show clear “new grad” or “junior” full-time roles on the main job board, so entry-level access looks concentrated in internships rather than first-job hiring.

‍

• The company includes upfront compensation information in postings, including hourly pay bands for interns and salary ranges for full-time engineering roles.
• Thea Energy discloses process-related practices like the use of AI tools to support parts of application review, while stating that final decisions are made by humans.
• The company does not publish a candidate-facing interview process with stages, timelines, or feedback expectations, which limits transparency for first-time candidates trying to prepare.

‍

• The company’s internship postings outline hands-on work scopes (for example magnet testing, cryogenic and vacuum systems, instrumentation, and control systems), which points to learning through real deliverables rather than shadowing.
• Thea Energy’s senior engineering postings explicitly include mentoring junior engineers as part of the role, which signals that coaching is expected in at least some teams.
• The company describes “continual professional development opportunities” in the careers materials, but Thea Energy does not publish a specific onboarding plan, mentor programme, or training curriculum for early-career hires.

‍

• The company sets clear paid internship terms, including published hourly ranges for undergraduate and post-grad interns.
• Thea Energy posts salary ranges on multiple full-time roles and pairs those ranges with equity language (stock options) and core benefits.
• The company lists stability-oriented benefits like health coverage, paid parental leave, 401k-style retirement support, and paid time off, but Thea Energy does not consistently publish full benefit detail inside every posting (for example, bonus policy or healthcare cost splits).

‍

• The company has publicly stated plans to double the workforce within a year, which can create scope growth opportunities for early hires, but the company does not connect that growth to specific early-career promotion paths.
• Thea Energy’s LinkedIn presence shows a relatively small but growing team size and a widening set of specialised roles, which suggests internal role expansion, but does not confirm early-career progression outcomes.
• The company does not publish early-career outcomes such as intern-to-offer conversion, retention, time-to-promotion, or structured progression examples, and publicly accessible review and interview evidence is too thin to treat as a reliable outcomes signal.

‍