Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.accure.net/

About the company

ACCURE Battery Intelligence builds cloud-based battery analytics software for operators of grid-scale energy storage systems and electric vehicle fleets. The company positions the product around monitoring, diagnostics, and optimisation to improve safety, performance, and lifetime of battery assets. Public materials describe a remote-first working setup with optional offices in multiple locations. ACCURE Battery Intelligence also markets advisory-style services such as incident and emergency response support for battery events.

Locations and presence

ACCURE Battery Intelligence is headquartered in Aachen, Germany, and lists additional office options including Cologne, London, and Bozeman, alongside remote work across Europe, the Americas, and Australia. Recent hiring also includes an Australia-based Engineering Technologist role (Melbourne/Brisbane listed in role text).

Palpable Score

68.1

/ 100

ACCURE Battery Intelligence gives early-career candidates legitimate entry points through internships and working-student roles, backed by a candidate-friendly application approach and clear expectations. The score is pulled down mainly by limited public proof of early-career progression outcomes and incomplete pay transparency across most roles.

Pillar 1: Early-career access

Score

14.0

/ 20

The company regularly offers working student positions and lists them openly in battery analytics, product management, and People and Culture roles.
ACCURE Battery Intelligence publishes a full-time Internship Battery Analytics role in Aachen with responsibilities that read like real project work rather than shadow-only tasks.
The company’s non-student openings shown publicly skew more experienced, including an Engineering Technologist role requiring two years of relevant experience, which narrows true “0–1 year” access outside student tracks.

Pillar 2: Hiring fairness and transparency

Score

14.5

/ 20

The company states a typical one-week response time and explains how “must-haves” versus “ideal expectations” work, which reduces unnecessary self-screening by juniors.
ACCURE Battery Intelligence keeps applications lightweight by explicitly saying a cover letter is not needed and asking mainly for contact details and a CV.
The company has mixed third-party interview experience reports, including complaints about stage progression communication, which creates a credibility gap versus the stated fast process.

Pillar 3: Learning and support

Score

15.2

/ 20

The company describes training and development as manager-coordinated and makes training availability explicit in the careers FAQ.
ACCURE Battery Intelligence describes two career tracks (individual contributor and managerial) and links progression to annual end-of-year talks with advancement expectations discussed.
The company’s internship and working-student postings repeatedly promise learning alongside battery experts and hands-on contribution, but do not spell out practical coaching mechanics like buddying or 1:1 cadence.

Pillar 4: Pay fairness and stability

Score

13.6

/ 20

The company lists stability signals such as permanent contracts by default, a defined probation period, and access to company pension plans.
ACCURE Battery Intelligence publishes concrete pay information for at least one role (the Australia Engineering Technologist role includes an annual salary figure).
The company does not consistently show salary ranges on most student and EU-based roles, so pay fairness is hard to judge before interview for the typical early-career applicant.

Pillar 5: Early-career outcomes

Score

10.8

/ 20

The company has a small public sample of employee reviews describing strong colleagues and remote/hybrid working conditions, but the sample is too limited to rely on for early-career outcomes.
ACCURE Battery Intelligence shows some tenure signals in reviews (employees describing one-plus years and three-plus years), but there is no published promotion or internal mobility track record for juniors.
The company’s public materials focus on hiring process and benefits rather than outcome reporting, so retention over 12–24 months and junior progression milestones are not verifiable.