• The company has advertised junior and entry-level roles such as PR & Communications Associate (entry and junior level) and Marketing Associate in Social Media.
• ZOE has also advertised a Study Success Associate internship within the Nutrition Science Team, giving students a defined early-career entry point.
• The company’s publicly visible engineering and science hiring is often senior-leaning, so early-career access looks present but not consistent across functions.

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• The company uses an ATS-style application flow that collects structured information such as salary expectations, notice period, and work authorisation, which signals basic process structure.
• ZOE has candidate-reported interview loops ranging from simple two-stage conversations to multi-stage processes with live exercises and a presentation, depending on the role.
• The company has candidate reports of being ghosted after interviews, which is a direct negative fairness signal even if other candidates describe responsive rejection emails.

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• The company’s Study Success Associate internship places a junior hire inside a research operations team working alongside ZOE scientists and Study Success Associates on active studies.
• ZOE’s PR & Communications Associate role is framed as close day-to-day collaboration with PR & Communications Managers in both the UK and US, with work feeding into a global comms lead.
• The company has strong science credibility around the work, but ZOE does not publish a clear early-career onboarding or mentoring framework in a way that a graduate can verify before applying.

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• The company’s job advertising often omits salary ranges, including roles that explicitly list stock options while leaving base pay blank.
• ZOE’s application flow asks candidates for salary expectations, which shifts pay clarity onto applicants rather than setting an upfront range.
• The company’s public employee feedback includes a mid-range compensation-and-benefits rating, which is better than many startups but not strong enough to offset missing salary transparency.

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• The company has a meaningful volume of employee reviews and a majority recommendation rate, but recent reviews also mention attrition and redundancy rounds, which weighs on early-career stability.
• ZOE’s public profiles show an ongoing UK and US footprint, but LinkedIn-style public data does not give enough early-career promotion trails to score outcomes higher.
• The company runs internships, yet ZOE does not publish conversion rates, time-to-promotion ranges, or 12–24 month retention for junior cohorts, so outcomes remain hard to verify.

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