• The company’s current open roles skew mid-level to senior, including a “Mid-Level Frontend Engineer” and multiple lead or head-of roles rather than 0–2 year pathways.
• Yoto has advertised junior roles publicly in the past, including “Junior UX Designer” and “Junior Content Creator,” which shows the company does sometimes hire early-career profiles even if those roles are not live right now.
• The company offers a “Candidate Connect” option for speculative applications, but the careers site does not show a recurring internship or graduate pipeline in the current openings list.

‍

• The company publishes a standard interview flow in the careers FAQ, describing a streamlined 3–4 stage process with a talent screen, skills interview, task-based interview, and a final culture interview.
• Yoto’s job ads can be unusually specific for a scaleup, with at least one role stating “Salary: £60,000 - £70,000 based on experience” and detailing team composition and day-to-day responsibilities.
• The company has mixed public interview feedback, with some candidates reporting positive, well-explained processes and others reporting less smooth experiences, which limits confidence in consistency across teams.

‍

• The company explains onboarding in concrete terms, including pre-boarding information, a New Starter Hub on Notion, week-one setup, a 1:1 with the manager, and a buddy.
• Yoto describes cross-functional “mission-based teams” and day-to-day collaboration expectations in at least one role, which supports learning through pairing with design, product, QA, and data partners.
• The company has public employee feedback mentioning weak onboarding and overload in some teams, and the job ads do not consistently describe ongoing review cadence beyond the initial ramp.

‍

• The company publishes salary ranges for some roles and pairs them with a long, itemised benefits section that includes private medical cover or a wellbeing allowance, pension contributions after probation, and income protection.
• Yoto offers stability-focused policies that matter early in a career, including company sick pay that increases with length of service, enhanced family leave options, and a clear holiday structure with extra leave after tenure milestones.
• The company does not publish salary bands for every open role, so pay fairness for early-career candidates outside the roles with ranges is harder to verify.

‍

• The company has a visible split in public sentiment, with Glassdoor reporting a high recommend-to-a-friend percentage while also hosting reviews that describe disorganisation, understaffing, and uncompensated overtime.
• Yoto is hiring across multiple functions and geographies at once via a central ATS, which is a “repeat hiring” signal, but it is not proof of junior progression or retention.
• The company’s LinkedIn profile shows the team size in the 200+ range, but the company does not publish early-career outcome signals like internship-to-offer rates, promotion timelines, or 12–24 month retention data, so the outcomes score is capped by missing evidence.

‍