• The company runs Graduate Training Programmes and positions them as a core early-careers route, even when there are temporarily no live graduate vacancies in the “Graduates” category.
• UK Power Networks offers multi-year apprenticeships into specific trades (for example cable jointer, overhead lines, substation fitter), which is a reliable entry-level pathway outside university routes.
• The company also advertises “career changer” style experienced apprenticeships, widening entry beyond school leavers but still keeping the overall early-career intake mostly programme-based rather than lots of always-on junior roles.

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• The company publishes a “How we hire” flow that explains application submission, assessment/interview, and outcome steps, giving candidates a basic map before applying.
• UK Power Networks has public interview feedback describing structured steps like remote video interviews, skills tests, and pre-employment checks, which suggests a repeatable process for many roles.
• The company also has candidate reports where right-to-work constraints (for example not accepting certain visas) were only surfaced late in interview, which is a fixable transparency issue that disproportionately wastes early-career candidates’ time.

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• The company’s Engineering Graduate Training Programme includes a named professional mentor, paid membership of a professional body, and explicit networking and skills development opportunities.
• UK Power Networks is described by an external professional body profile as starting the graduate engineering pathway with an eight-week induction and rotational placements in year one, which is exactly the kind of ramp support grads need.
• The company’s apprenticeship pathway is accredited and framed as getting fully qualified through structured training plus real work on the network, but public materials are lighter on day-to-day coaching mechanics like buddying and feedback cadence once placed.

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• The company publishes an “excellent starting salary of £39,732” for the Engineering Graduate Training Programme and references bonus and benefits, which is unusually clear for early-career roles.
• UK Power Networks also shows strong baseline stability signals in early-career listings, such as 25 days annual leave plus bank holidays in an apprenticeship posting.
• The company has additional third-party pay signals for apprentices (for example Indeed estimates around the high-£20k range), but salary ranges still aren’t consistently visible across every early-career role type.

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• The company has public evidence of investing in “emerging talent” hiring quality via a third-party assessment partnership aimed at improving candidate experience and retention, but it doesn’t publish the resulting retention or progression numbers.
• UK Power Networks has employee review content that includes concerns about being overworked and slower recognition at lower levels, which can be a retention risk for early-career hires if not actively managed.
• The company employs over 6,000 people (LinkedIn company info), but public-facing proof of early-career outcomes like graduate completion rates, time-to-promotion, or apprentice-to-role conversion percentages is largely missing, which limits this pillar.

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