• The company lists at least one early-career-accessible full-time role where the requirements start around the 2-year mark, such as “Customer Support Specialist (International Markets).”
• tl;dv’s other published openings skew mid-level to senior, including “Customer Success Manager (International Markets)” at 3–5 years and several engineering roles labelled senior or requiring “proven” prior experience.
• The company does not show a visible internship, graduate, apprentice, or working-student pipeline in the main hiring hub, which limits straightforward entry points for 0–1 year candidates.

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• The company provides high-detail role write-ups, including “What success looks like” targets like activation and NRR goals for the Customer Success Manager position.
• tl;dv uses an email-first application flow and explicitly asks applicants to “stand out,” with short video introductions framed as a “big plus,” which can create an uneven burden across candidates.
• The company shares concrete scope and day-to-day tooling in places that matter, for example support channels and knowledge-base ownership in the Customer Support Specialist description.

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• The company ties several roles to direct senior coaching, such as the Customer Support Specialist working closely with a Support Lead and a co-founder on customer insights and internal knowledge libraries.
• tl;dv explicitly promises “full support from day one” for Customer Success, referencing onboarding templates, tooling, and direct access to founders and GTM leadership.
• The company’s culture materials describe an async-first setup with a “single source of truth” approach to documentation, which can be a real force-multiplier for junior ramp if executed consistently, but tl;dv does not publish a structured early-career onboarding plan.

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• The company publishes a real base range for at least one junior-adjacent role, for example €30k–€40k base plus phantom stock for Customer Support Specialist (International Markets).
• tl;dv states a typical equity approach (including stock options for new team members and an equity range cited on the hiring page), but several roles still describe compensation as variable by experience rather than showing a range.
• The company does not clearly publish a benefits baseline across geographies (health coverage, leave, pension equivalents), which limits confidence about pay stability for early-career hires outside the few roles with explicit numbers.

• The company repeatedly signals internal growth intent, including “promote from within” language on the hiring hub and role copy that mentions paths into leadership (for example growth toward Head of CS or regional sales leadership).
• tl;dv has very limited public employee-review coverage on major review platforms, which makes it hard to verify early-career experience over 12–24 months.
• The company does not publish outcome proof such as early-career retention, promotion rates, time-to-promotion, or cohort outcomes, so the score here is capped even where role pages describe growth paths.