• The company has advertised Customer Support Specialist roles with requirements that read entry-friendly (communication, service mindset, and “bonus” experience rather than strict years).
• Zelt has posted Sales Development Representative roles that ask for a “first experience” in outbound or lead generation, which is a realistic 0–3 year route into B2B SaaS sales.
• The company’s other prominent openings skew experienced (for example senior engineering and Head of People), which narrows early-career access outside go-to-market and support.

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• The company publishes a four-stage interview outline on the careers page, including who you meet and when a task is used.
• Zelt’s job ads for Customer Support Specialist and SDR describe what success looks like day to day (metrics, outreach channels, ownership of conversations), which reduces “mystery scope.”
• The company has public interview reports describing irrelevant questioning, unclear task expectations, and ghosting after a submission, which is a red flag for process reliability.

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• The company frames early roles as cross-functional learning, with Customer Support Specialists working closely with product and engineering rather than only closing tickets.
• Zelt describes direct exposure to senior leadership in sales roles, including pipeline work alongside Account Executives and the CEO, plus a stated path toward AE or strategic roles.
• The company has limited public detail on onboarding structure, coaching cadence, or formal training for juniors, and at least one employee review mentions slow feedback when managers are stretched.

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• The company has advertised an employer-provided salary range for Customer Success Analyst roles (£30k–£38k), which is a strong transparency signal for an early-career customer-facing job.
• Zelt’s Customer Support Specialist role appears publicly with a visible pay range on job boards (£29k–£45k estimate), giving candidates a workable benchmark before applying.
• The company does not consistently publish salary ranges across openings (including SDR and engineering), and public benefits detail is thin, so pay fairness and stability are hard to verify end to end.

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• The company has only a small number of public employee ratings, and while the tone is positive on culture and ownership, the sample size is too small to treat as a stable signal for early-career outcomes.
• Zelt’s LinkedIn footprint suggests ongoing hiring across customer support, sales, and engineering, but public profiles do not provide clear early-career promotion or retention timelines.
• The company does not publish early-career metrics such as 12–24 month retention, internal mobility rates, or promotion rates, which caps confidence on outcomes.

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