• The company is currently hiring a Junior Software Engineer (AI & Automation) as a permanent role, which is a clean 0–3 year entry point into core product work.
• Zencargo’s overall open roles mix leans toward experienced specialists (for example IT systems and procurement coordination), so early-career access exists but is not the dominant hiring pattern.
• The company keeps a “register your interest” path open on the careers site, which helps juniors who miss a narrow posting window, but it is not the same as repeat junior cohorts.

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• The company publishes a step-by-step hiring outline that includes a talent screen, hiring-team interviews, a values interview, and occasional tasks.
• Zencargo has candidate reports describing ghosting after being told a role was paused, plus reports of interviews starting late or being run by someone unfamiliar with the job scope.
• The company states targets such as contacting applicants within 7 days and aiming to complete processes within 30 days, but public feedback suggests those timelines are not consistently met.

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• The company includes an annual learning and development budget and explicitly supports flexible working setups (remote, hybrid, home equipment support), which helps early-career ramp in practical ways.
• Zencargo’s junior engineering posting is framed around guided work such as learning in technical discussions, building small prototypes with support, and developing observability and testing habits.
• The company does not publicly spell out onboarding mechanics like buddying, pairing schedules, or a 30-60-90 plan, so a graduate can’t validate day-one support beyond benefits and role wording.

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• The company lists a solid baseline benefits set for permanent roles, including private medical cover (marketed for UK roles), pension-style schemes, paid volunteering days, and enhanced family leave.
• Zencargo does not consistently publish salary ranges in role adverts, which makes pay benchmarking harder for early-career applicants who need clarity before committing to interviews.
• The company’s pay visibility mainly comes from third-party salary aggregation rather than employer-set bands, which caps confidence on fairness by level and location.

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• The company has a meaningful volume of employee reviews with mixed sentiment, including a mid-range overall rating and a majority “recommend to a friend,” suggesting outcomes vary by team and manager.
• Zencargo’s public employee footprint shows a mid-sized organisation with multi-country operations, which can support internal moves, but the company does not publish promotion timelines or early-career retention rates.
• The company has some repeat junior-access signals through recurring junior or associate-labelled postings, but does not publish intern conversion rates or structured early-career progression pathways.

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