• The company advertises Business Development Representative roles explicitly tagged “Junior and Mid level”, which is a more realistic entry point than most of the specialist procurement roles the company also posts publicly.
• Vertice’s BDR hiring appears repeatable across regions, with listings for different markets (for example DACH-focused BDR roles and US-based BDR roles), which is a good sign for recurring early-career intake.
• The company’s most visible non-sales roles on public boards skew mid-senior (for example Procurement Manager), which narrows early-career access outside sales unless more junior openings are shared directly on the company’s own ATS.

• The company’s BDR postings lay out responsibilities in plain language (pipeline generation, multi-channel outreach, CRM hygiene, KPI ownership) and set expectations about pace and ambiguity.
• Vertice includes candidate-friendly signals in job copy like equal-opportunities language, a “no agencies” stance, and an invitation to email a CV if someone is unsure about fit for a specific role.
• The company’s interview feedback on public review sites points to a structured multi-stage process (recruiter screen, hiring manager, team rounds, and role exercises for some functions), but task scope varies by role and is not consistently described upfront in every listing.

• The company pitches concrete learning support in commercial roles, including “mentorship directly from senior GTM leaders” and a defined progression path from BDR into closing roles for strong performers.
• Vertice receives public employee comments that credit supportive BDR leadership and frequent learning in a high-paced environment, which is the kind of on-the-job coaching early-career hires rely on.
• The company also attracts comments from junior staff asking for clearer promotion pathways, which suggests that learning and progression support may depend heavily on team and manager rather than being consistent across the company.

‍

• The company lists a solid benefits baseline in some public profiles, including share options, pension, private medical insurance, life insurance, wellbeing cash plans, and practical perks like cycle-to-work and season ticket loans.
• Vertice describes “competitive base salary + uncapped commission + share options” for some commercial roles, but many public postings do not include a salary range, which limits pay transparency for early-career applicants comparing offers.
• The company has mixed public employee feedback on compensation and the perceived value of equity, and the absence of consistent published salary bands keeps this score capped even where benefits are strong.

‍

• The company is presented on external profiles as promoting some commercial hires into bigger responsibility within roughly a year, which is a positive signal for early-career trajectory when the fit is right.
• Vertice has broadly positive overall sentiment in public employer reviews (recommendation rate and business outlook), alongside role-level feedback that praises team support in revenue functions.
• The company does not publish early-career retention, promotion rates, or cohort outcomes, and some junior-focused reviews mention unclear progression, so outcomes are only partially verifiable from public data.

‍