• The company hires for site Operator roles that require a high school diploma or GED, which is a true first-job access route rather than a “junior in title only” role.
• Vaulted Deep also hires some near-entry roles like Finance & Strategy Associate and CDR Associate, but both postings ask for around two years of experience, which narrows access for brand-new graduates.
• The company does not show a named internship, apprentice, or graduate intake on the public careers surface, so early-career entry points look limited to a small number of roles at any one time.

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• The company does not publish a “how we hire” page that sets expectations on stages, assessments, or timelines for applicants.
• Vaulted Deep signals some internal structure through hiring language like “scorecards” and “interview plans” in the People Generalist role responsibilities, suggesting the company is building repeatable processes.
• The company’s role pages do not commit to feedback or decision timelines, so candidates have to rely on recruiter communication rather than predictable public guidance.

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• The company includes “company-sponsored training” in the Operator role responsibilities and positions the role as having “endless learning opportunities” with complex machinery and processes.
• Vaulted Deep states the company supports team development through benefits like a 401(k) match and “opportunities for career growth,” but the company does not outline what that looks like for early-career hires by function.
• The company assigns ownership of onboarding improvements to a People role, yet Vaulted Deep does not publish an onboarding plan, mentorship setup, or early-career training pathway that candidates can evaluate before joining.

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• The company posts clear pay information on multiple roles, including hourly pay for Operator and Electrician roles and salary ranges for roles like CDR Associate and Offsite Operations Supervisor.
• Vaulted Deep ties stability to specific policies in role ads, such as pay raises after a 90-day probationary period for Operators and eligibility for benefits after probation for site roles.
• The company lists broad benefits like medical, dental, vision, life insurance, paid time off, paid leave options, 13 company holidays, and a 401(k) match, but some benefits appear to vary by role and are not consolidated into one early-career-friendly summary.

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• The company builds immediate progression into at least one early-career route by stating Operators can receive pay raises after a 90-day probationary period and have bonus opportunities.
• Vaulted Deep publishes employee quotes tied to roles and start years (“Vaulter since …”), which gives a small amount of visible culture sentiment, but this is not the same as tracked progression or retention outcomes.
• The company does not publish early-career outcomes such as operator-to-supervisor promotion timelines, retention by cohort, or conversion rates from any student pathways, which limits confidence in predictable early-career growth.

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