• The company hires into true early-career routes, including a paid Sales Development Representative internship in Barcelona that is explicitly positioned as a pathway into a full-time SDR role.
• TravelPerk runs a fully-funded engineering pathway (CodeCamp) with a defined duration and an intended landing role as an Associate Software Engineer, which creates a non-traditional entry door for people without prior software roles.
• The company lists junior-titled roles such as “Junior IT Infrastructure Engineer,” alongside non-senior software engineering roles across multiple hubs, which expands entry-level access beyond internships alone.

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• The company publishes a structured engineering hiring overview that lays out stages and sets expectations around recruiter support and feedback through the process.
• TravelPerk has widely reported multi-step interview loops on candidate logs, including written or take-home assessments and presentation-style steps, which helps candidates anticipate preparation needs.
• The company’s candidate experience signals are mixed because some roles run long multi-stage processes, and the company does not publish a single, universal stage-by-stage timeline that applies across functions.

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• The company invests in internal reskilling, including an internal bootcamp that has supported moves from commercial or implementation work into engineering roles.
• TravelPerk has built a formal engineering learning route through CodeCamp with project-led learning and mentoring from the engineers building the product.
• The company has made onboarding a visible focus in engineering, including documented efforts to speed up time-to-productivity and reduce reliance on tribal knowledge for new joiners.

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• The company advertises meaningful stability benefits for staff, including “Work from Anywhere” days, paid sabbatical eligibility at tenure milestones, paid parental leave, and a wellbeing partner offering therapy and coaching sessions.
• TravelPerk publishes compensation ranges on some public job ads, including senior US roles with explicit base salary bands and notes that compensation includes salary plus stock options.
• The company does not consistently show salary ranges across global postings on the primary careers site, which limits early-career pay predictability outside the markets where ranges are more commonly disclosed.

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• The company has strong aggregate employee sentiment on major review platforms, including a high overall rating, high “recommend to a friend,” and a career opportunities score that suggests internal growth exists.
• TravelPerk shows internal mobility outcomes through company-published employee stories and role framing that supports switching tracks, including reskilling pathways into engineering and internship-to-full-time conversion language in at least one internship posting.
• The company does not publish early-career outcomes such as internship conversion rates, promotion timelines, or retention by cohort, which caps confidence in how consistently juniors progress across teams and hubs.

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