• The company runs a Sales Academy-style entry role (“Junior Account Executive”) pitched at fresh graduates, which is a clear 0–1 career on-ramp.
• Vertuoza keeps at least one SDR role open to “young people starting a sales career” and does not require prior experience as a strict gate, even if experience is welcomed.
• The company’s broader hiring mix skews away from entry-level in most functions, with multiple roles calling for 2–5 years (Developer Back-End) or senior profiles (DevOps Engineer, Functional Analyst, Graphic Designer at 5–7 years).

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• The company publishes step-by-step recruitment flows inside multiple job ads, often including an initial call, at-home tests, on-site interviews with the CTO or functional leaders, and a final offer call.
• Vertuoza relies heavily on personality, logic, and at-home technical tests across roles, which can be fair when time-bounded but can also increase candidate burden for early-career applicants.
• The company has public candidate feedback that includes being ghosted after final-stage interviews and an example of a gendered interview question, which drags down confidence in consistency.

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• The company promises a structured ramp in commercial roles, including “onboarding chirurgical” plus ongoing support from a mentor and team lead after the initial onboarding period.
• Vertuoza names specific senior counterparts in technical roles (for example the CTO and a Team Leader for Support Engineering), which helps juniors understand who will coach and review their work.
• The company does not publicly spell out ongoing learning mechanics like review cadence, progression frameworks, or buddying across most roles, so day-to-day support likely varies by manager.

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• The company repeatedly advertises stability signals like permanent contracts (CDI) and a benefits bundle that includes private health coverage plus performance-linked bonuses.
• Vertuoza includes costly, tangible benefits for some roles such as an electric company car, plus mentions equity for commercial roles, which can materially improve overall comp for early-career hires who convert into full-time.
• The company rarely publishes salary ranges in public listings, so early-career candidates cannot easily benchmark offers and the pay-fairness score is capped by missing information.

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• The company has mixed employee sentiment in public reviews, including one review focused on learning fast and another citing “no growth opportunity” and late or weekend working patterns.
• Vertuoza publishes an internal satisfaction snapshot (including a “want to stay long-term” score), which is useful context but not the same as externally verifiable retention and promotion outcomes.
• The company’s LinkedIn hiring footprint shows recurring hiring across sales, ops, and tech, but the company does not publish early-career outcome metrics like promotion timelines, internship-to-offer rates, or 12–24 month retention.

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