Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.aerleum.com/

About the company

Aerleum is a French climate-tech startup working on turning captured CO₂ into synthetic fuels and chemicals, starting with e-methanol. The company positions the approach as an integrated “capture + conversion” process using reactive sorbent materials and a single reactor design. Aerleum describes moving from lab validation into engineering and pilot scale-up, backed by a seed round and partnerships with major climate and industrial ecosystems. Aerleum also recruits across both technical engineering and business-operations tracks.

Locations and presence

Aerleum lists a base in Strasbourg and a primary site at the Campus Innovation Paris of Air Liquide (Les Loges-en-Josas), with roles advertised across Paris region and Strasbourg. The company’s external visibility is strongest in France, with conference and accelerator participation suggesting international partner-facing activity.

Palpable Score

59.5

/ 100

Aerleum is better than most small deep-tech startups at advertising real entry points, especially through internships that sit close to leadership. The score is capped because public evidence on early-career progression and retention is thin, even though role scope and compensation signals are unusually clear in some listings.

Pillar 1: Early-career access

Score

13.0

/ 20

The company advertises a CEO’s Right-Hand Intern role with a defined internship contract and explicit responsibilities across strategy, ops, and investor support.
Aerleum has also posted technical internships such as Material Scientist Intern and Mechanical Engineer Intern, which are credible entry points into core R&D and scale-up work.
The company’s full-time engineering roles shown publicly (for example Process Engineer and Mechanical Engineer) ask for around 3+ years’ experience, so the entry-level funnel exists but is not the centre of hiring.

Pillar 2: Hiring fairness and transparency

Score

14.5

/ 20

The company’s engineering job descriptions spell out concrete responsibilities (ASPEN simulations, pilot assembly, heat exchanger work), location, contract type, and how to apply.
Aerleum includes compensation and benefits detail in some postings (salary floors, bonus language, flexible hours, remote options, and covered items like transport), which is rare for an early startup.
The company does not consistently publish the interview steps or decision timelines, so candidates still have to infer what the process feels like.

Pillar 3: Learning and support

Score

12.0

/ 20

The company structures the CEO’s Right-Hand Intern role as direct work with the CEO and leadership team, which can be strong learning-by-exposure if feedback is regular.
Aerleum frames engineering roles as cross-functional build work (from modelling to assembly and testing), which tends to create hands-on learning rather than narrow task execution.
The company does not publicly describe onboarding, mentorship routines (1:1 cadence), or how “continuous training” is delivered for juniors, so support quality is hard to verify.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company publishes an internship pay floor for the CEO’s Right-Hand Intern role, which improves fairness for students comparing offers.
Aerleum lists salary starting points for some full-time engineering roles (for example, a €40k gross annual floor) plus a benefits bundle that includes health coverage in at least one posting.
The company does not have a reliable external pay footprint for verification (for example, public salary reports and review-platform pay data), so the score can’t go higher without more corroboration.

Pillar 5: Early-career outcomes

Score

7.0

/ 20

The company does not have meaningful review-platform coverage that speaks to early-career retention, manager quality, or promotion patterns.
Aerleum has signals of team growth and repeat hiring through recurring internship and engineering role postings, but public evidence does not show conversion outcomes from intern to full-time.
The company’s LinkedIn footprint indicates a small team, which makes progression tracking noisy without published examples of role growth over 12–24 months.