Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.ampeco.com/

About the company

AMPECO builds white-label, hardware-agnostic software for companies that operate EV charging networks, including back-office tools and driver apps. The company sells globally (the company cites customers across six continents) and positions the platform around running day-to-day charging operations plus energy management and billing. AMPECO also describes itself as remote-first since day 1, with the option to work from Sofia-based offices.

Locations and presence

AMPECO lists offices in Sofia plus contact addresses in United States (Dover), the United Kingdom (London), and France (Paris). The company also states the team spans 6 locations and supports customers in 65+ markets.

Palpable Score

56.0

/ 100

AMPECO looks like a solid place to learn once hired, because the company publicly commits to training budget, courses, and internal guidance roles, plus a remote-first setup with concrete benefits. The overall score is held back by thin evidence of consistent 0–3 year hiring and mixed candidate feedback on speed and follow-through in interviews.

Pillar 1: Early-career access

Score

9.0

/ 20

The company’s currently visible roles skew mid to senior (for example Site Reliability Engineer, DevOps Engineer, Senior Account Manager) rather than 0–1 year openings.
AMPECO has at least some commercial roles that could be early-career adjacent, but examples like Business Development Representative list 1+ to 2+ years requirements rather than “0–1 years.”
The company does not surface a dedicated intern, graduate, or apprenticeship track on the careers page, so entry points for first-job candidates are hard to find.

Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company publishes a clear staged hiring flow on the careers page (apply, intro call, meeting, pitch, offer) and frames the process as quick and transparent.
AMPECO has interview feedback describing long timelines, slow scheduling, and missing feedback after tasks or panels.
The company uses role-related interviews and tasks in at least some processes, but public candidate feedback suggests follow-up consistency is uneven.

Pillar 3: Learning and support

Score

15.0

/ 20

The company lists “company-sponsored courses and training of your choice” as a benefit, which is a direct learning signal rather than vague culture talk.
AMPECO describes “team champions” who provide help and guidance when people join without prior product-company experience.
The company highlights sending first-time attendees from technical and product teams to industry events to absorb new knowledge, which supports early ramp and exposure.

Pillar 4: Pay fairness and stability

Score

10.0

/ 20

The company offers concrete stability benefits (premium health insurance package, home-office equipment support, and additional vacation days after the first year).
AMPECO does not consistently publish salary ranges on the main careers page, limiting a candidate’s ability to judge pay fairness before investing time.
The company has some third-party postings that show compensation ranges for certain roles, but the approach does not look consistent enough to rely on as a standard.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company shares at least one retention story of a team member staying four years, which is a positive stability signal for a scale-up.
AMPECO describes internal guidance roles (“team champions”) that help newcomers ramp, which points to a system for capability-building beyond individual managers.
The company has a very small public review footprint and mixed public sentiment, so promotion rates, junior retention over 12–24 months, and repeat junior hiring outcomes are not verifiable from what’s publicly available.