Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.alcemy.tech/

About the company

Alcemy builds AI software that helps cement and concrete producers run production more consistently while cutting costs and lowering CO₂ intensity. The company positions the product as being used 24/7 in cement and concrete plants, aimed at reducing the footprint of an industry often cited as responsible for roughly 8% of global CO₂ emissions. Alcemy was founded in 2018 and markets itself as climate tech focused on decarbonising heavy industry. The company also runs industry collaboration activity such as the “Sustainable Concrete Leaders” network.

Locations and presence

Alcemy hires around Berlin, with roles referencing an office location near Hackescher Markt and remote work options within Germany. The company sells into cement and concrete operations, so day-to-day work is tied to industrial customers rather than a purely digital user base.

Palpable Score

72.6

/ 100

Alcemy is unusually specific about how hiring works and what support looks like on the job, including structured interviews, relevant take-home tasks, and clear ramp plans. The main limiter is simple: there are some early-career entry points, but not many visible 0–3 year full-time trig roles at any one time, and early-career progression data is still thin outside review platforms.

Pillar 1: Early-career access

Score

12.0

/ 20

The company advertises at least one clear student entry route via a Working Student Finance & Accounting role with part-time hours and a Berlin base.
Alcemy describes working students as part of the workforce (not just occasional interns), including working-student job titles appearing in the company’s own team content.
The company’s publicly visible openings skew senior in key functions, so graduates looking for 0–2 year full-time roles will find fewer direct “first job” options than at companies that hire juniors repeatedly.

Pillar 2: Hiring fairness and transparency

Score

16.7

/ 20

The company spells out a time-boxed process for the Working Student Finance & Accounting role, including a 30-minute intro chat, a role-relevant take-home task, and a structured interview.
Alcemy publishes a detailed multi-step hiring flow for engineering, including a screening call, take-home task aligned to the work, technical interview, team interview, founder check-in, and reference checks.
The company explicitly offers process adjustments for candidates who need accommodations and names a recruiting contact point, which is a practical fairness signal.

Pillar 3: Learning and support

Score

16.3

/ 20

The company sets out a concrete onboarding and ramp plan for engineering (what “month one”, “month three”, and “month six” look like), which is the kind of clarity early-career hires benefit from.
Alcemy describes ongoing support mechanisms such as regular 1:1s, internal knowledge-sharing sessions, and a personal development budget, rather than leaving learning to chance.
The company frames the Working Student Finance & Accounting role as preparation for future accounting work, and explicitly mentions direct access to the CFO and exposure to monthly close work.

Pillar 4: Pay fairness and stability

Score

15.3

/ 20

The company lists a clear hourly wage for the Working Student Finance & Accounting role (17–18 EUR/hour), which is rare transparency for student hiring.
Alcemy outlines full-time benefits like equity (VSOP terms), wellbeing support via nilo.health, and family support via heynanny, which supports stability for early-career employees who stay.
The company has published salary ranges in past engineering hiring (rather than “competitive only”), but current role pages do not consistently show ranges, which caps the score.

Pillar 5: Early-career outcomes

Score

12.3

/ 20

The company has strong third-party sentiment on kununu with a high overall score and very high recent recommendation rates, but the sample size is still small.
Alcemy highlights career development and coaching as part of employee feedback on review platforms, yet there is limited public evidence showing typical timelines from working student or junior roles into full-time promotions.
The company shows repeat hiring over multiple years (including earlier engineering recruitment and current student hiring), but published retention and progression outcomes for 12–24 months are not shared publicly, which limits confidence on early-career trajectories.