Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.257.co/

About the company

257 builds a residential energy data platform focused on “digital energy twins” for U.S. homes, used by utilities and home energy providers to target, forecast, and personalize outreach. The company positions the platform around large-scale data ingestion plus machine learning for household-level insights. Public materials also describe products that support analysis, audience targeting, and lead capture workflows for residential electrification.

Locations and presence

257 is listed as New York-based with an additional presence in Tel Aviv. Current hiring language points to technical roles centered on Tel Aviv, with openness to on-site New York candidates for some roles.

Palpable Score

39.3

/ 100

257 looks like a high-talent, early-stage team with real technical work and clear role descriptions for experienced hires. For graduates, the limiting factor is access: the public openings and hiring calls are senior-focused, and there is not enough public evidence of junior pathways, pay clarity, or early-career progression.

Pillar 1: Early-career access

Score

3.0

/ 20

The company’s public engineering hiring is framed around senior roles (for example “Sr Machine Learning / Data Engineer” with 7+ years of experience).
257’s public hiring call-outs list “Sr Data Scientist,” “Sr ML / Data Engineer,” and “Sr Full Stack Engineer,” which signals experienced-only intake rather than 0–3 year access.
The company does not show internships, analyst-level roles, or explicit “0–2 years / new grad” language in the postings reviewed, so entry-level access stays very limited.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company’s senior ML/data posting is specific about scope, including data pipelines, time-series forecasting, geospatial analysis, and production monitoring.
257 lists concrete tooling expectations (Python plus SQL, and big-data frameworks such as Spark, Kafka, Airflow, or Flink), which helps candidates self-screen accurately.
The company does not publicly outline interview stages, assessment tasks, or decision timelines in the materials reviewed, which is a gap for first-time applicants.

Pillar 3: Learning and support

Score

10.0

/ 20

The company explicitly says domain knowledge in energy is “a plus” and frames energy-sector learning as teachable, which is a helpful support signal in technical hiring.
257 positions the work as close collaboration with data scientists and stakeholders, which can create learning through frequent feedback loops.
The company does not publish a junior-ready support structure like onboarding milestones, mentorship matching, or review cadence, so learning support cannot be verified beyond culture language.

Pillar 4: Pay fairness and stability

Score

8.0

/ 20

The company’s publicly visible role write-ups reviewed do not include salary ranges, which caps pay transparency.
257 does not publish a benefits overview or equity basics in the postings reviewed, so candidates cannot benchmark total compensation without entering the process.
The company’s hiring pages are not consistently accessible in a way that shows compensation and benefits details end-to-end, limiting confidence about stability for early-career hires.

Pillar 5: Early-career outcomes

Score

5.3

/ 20

The company has a public seed funding announcement, which supports short-term business stability, but it does not provide early-career outcome proof.
257 has public customer and product traction language, yet there is no published evidence of junior promotions, intern conversions, or repeat 0–3 year hiring cycles.
The company lacks a meaningful volume of public employee reviews or early-career testimonials that would help validate retention and growth outcomes.