• The company has run a paid 3-month internship programme spanning teams like Network Infrastructure, Data and Commercial Analytics, EV Fleet Business Development, Marketing, and Corporate Finance.
• Zenobē Energy has advertised a graduate-entry technical role (EV Fleet Analyst) that is explicitly framed for degree-level applicants and built around cross-functional delivery work.
• The company’s current job board shows a small set of open roles that are mostly mid-to-senior (for example Director of Delivery and Senior Project Manager), which limits immediate 0–3 year access today.

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• The company publishes an application-to-outcome outline on the careers site, including a stated aim to reply to all candidates and to offer feedback after interviews.
• Zenobē Energy has multiple public interview reports describing long timelines, unclear questioning, ghosting after strong early stages, and heavy technical tasks that felt mis-sized.
• The company uses a consistent ATS job board with clear team and country filters, but the “short task” expectation is not defined up front in a way that helps early-career candidates plan their time.

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• The company’s graduate EV Fleet Analyst role includes a defined learning investment in the benefits section, including a stated annual training budget and structured exposure across software, data, design, sales, and operations teams.
• Zenobē Energy publishes an intern story describing hands-on, varied work (from modelling to proposal work) plus active help from colleagues who took time to walk through different parts of the business.
• The company shares employee stories that emphasise cross-team collaboration in delivery roles, but the public materials still lack a concrete onboarding plan (buddying, week-by-week ramp, or review cadence) for junior hires.

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• The company publishes UK benefits that matter for early-career stability, including performance-related bonus, pension matching, private medical cover, and a training budget.
• Zenobē Energy does not consistently publish salary bands on the main careers site, so graduates cannot benchmark pay before applying without relying on estimates.
• The company has third-party salary estimates visible for at least one graduate-labelled role, but those are not the same as employer-provided ranges and should be treated cautiously.

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• The company has employee review text that explicitly calls Zenobē Energy a “good choice for early career” while pointing to hands-on learning and decent compensation, alongside other reviews that flag chaos and long hours as a trade-off.
• Zenobē Energy has not published early-career outcome metrics such as internship conversion rate, 12–24 month retention, or typical time-to-promotion, which caps confidence in progression outcomes.
• The company’s LinkedIn footprint points to a mid-sized organisation (201–500 employees), which usually creates more internal role variety than a tiny startup, but that still isn’t proof of junior progression without published pathways or data.

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