Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Energy & Climate

WEBSITE

http://www.aerones.com/

About the company

Aerones provides robot-enabled wind turbine inspection, cleaning, coating, and repair services, with teams operating in the field and a robotics and operations hub in Latvia. The work is practical and operations-heavy: robotics operators, turbine technicians, logistics, maintenance, and supporting functions alongside engineering and product roles. Aerones runs projects across multiple countries and hires for both Europe-based traveling crews and US-based field teams. The company has also publicly communicated recent funding to expand global operations and technology.

Locations and presence

Aerones is headquartered in Riga, Latvia, and recruits internationally for field roles that travel to wind sites. Public job listings also show a sizable US hiring footprint across multiple states, alongside Latvia-based warehouse and operations roles.

Palpable Score

58.8

/ 100

Aerones offers genuine early-career access through technician and robotics operator roles that include paid training, plus a steady volume of operational hiring that does not require long experience. The score is held back by mixed signals on pay satisfaction and a thin, mixed public trail on early-career progression and retention outcomes.

Pillar 1: Early-career access

Score

14.2

/ 20

The company hires for hands-on entry routes like Wind Turbine Technician and Wind Turbine Robotics Operator, which are structured as field-ready roles rather than “graduate scheme only” pathways.
Aerones posts multiple operational openings at once (robotics operators across US locations plus warehouse and back-office roles), which is a real early-career doorway if the company keeps hiring these profiles each season.
The company still leans on experience-heavy hiring for parts of the org (for example manager and specialist roles), so early-career access is meaningful but not the whole funnel.

Pillar 2: Hiring fairness and transparency

Score

11.8

/ 20

The company uses a formal application system with role pages and consistent “apply” flows, which is more transparent than informal email-only recruiting.
Aerones job descriptions for field roles are specific about what the work involves (robotic system operation, turbine maintenance, travel patterns), which helps candidates judge fit before applying.
The company has mixed public interview feedback, including reports of poor professionalism and workload-to-pay concerns, which pulls down confidence in process consistency.

Pillar 3: Learning and support

Score

13.0

/ 20

The company includes a clear training promise for turbine technician hiring, including several weeks of paid training through an internal academy before full deployment.
Aerones role requirements often reference industry training and safety standards (for example GWO basics and medical checks), which signals structured readiness expectations rather than “learn by guessing”.
The company does not publicly spell out mentorship routines, 1:1 cadence, or a junior ramp plan beyond training, so long-term development support is hard to verify from listings.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company publishes concrete pay ranges in some markets and roles, including hourly ranges for US robotics operator roles and monthly ranges for certain Europe-based technician roles.
Aerones listings and reposts for US roles commonly reference standard benefits (medical, dental, vision, PTO), which improves stability for early-career hires compared with contractor-only models.
The company has public employee feedback that criticises salary growth and pay competitiveness, and many roles still lack clear salary ranges, so pay fairness is unevenly evidenced.

Pillar 5: Early-career outcomes

Score

7.8

/ 20

The company has a small, mixed set of public employee reviews, which is not enough to confidently judge early-career retention, promotion fairness, or manager quality at scale.
Aerones is visibly expanding and repeatedly hiring for the same field roles across regions, but public sources do not show intern-to-full-time conversion rates or clear junior promotion pathways.
The company’s LinkedIn footprint suggests a mid-sized and growing organisation, but public profiles alone do not provide reliable 12–24 month progression patterns for early-career cohorts.