• The company has run a 12-month graduate programme (launched in 2022) with defined goals and outcomes, including three-month product learning and rotations through customer-facing teams.
• Tyk has publicly described graduate exits into junior roles such as Junior Pre-sales Solutions Architect and Junior Project Manager, which is a real entry-level pathway rather than a “training only” scheme.
• The company’s current vacancies list is dominated by senior engineering, SRE, and enterprise sales roles, with few live openings that fit 0–2 years.

‍

• The company publishes an interview process outline and states a commitment to respond to every application, which sets an explicit baseline for candidate respect.
• Tyk has multiple candidate-reported interview loops describing clear stages (screening, technical rounds, and culture-fit style conversations) rather than a single opaque interview.
• The company has at least one candidate report describing a lack of response after later-stage interviews, which suggests process consistency can vary by team.

‍

• The company’s graduate programme write-up includes structured training, mentorship from experienced staff, and deliberate rotations across functions to help early-career hires discover fit.
• Tyk provides a company-wide personal development coaching benefit (positioned as available to every employee), which is unusually concrete support for a remote-first scale-up.
• The company does not publish junior-specific manager routines such as 1:1 cadence, probation goals, or a standard ramp plan template across roles.

‍

• The company’s public job pages usually do not include salary ranges, which makes it hard for early-career candidates to judge fairness before interviewing.
• Tyk describes remote-first flexibility and highlights benefits like personal development coaching, which supports stability, but the details are not consistently presented role-by-role.
• The company has mixed third-party benefit and compensation claims across job boards, and without an official compensation framework published, pay clarity stays capped.

‍

• The company has a visible graduate-to-junior outcome path through named junior titles coming out of the programme, which is a concrete progression signal.
• Tyk has broadly positive public employee sentiment (strong overall ratings and “recommend to a friend” style metrics), but review volume is still modest for judging retention by team.
• The company does not publish early-career outcome proof like time-to-promotion ranges, internal mobility stats, or retention data for graduates after 12–24 months.

‍