Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Food & Ag

WEBSITE

https://www.apeel.com

About the company

Apeel Sciences develops plant-based protection products that extend the shelf life of fresh produce, with the stated goal of cutting food waste across the supply chain. The company combines materials science, food science, and operations to deploy coatings and related solutions with retail and produce partners. Apeel Sciences has operated through a main hub in Goleta, California and has also built commercial offices outside the US over time. Recent public reporting shows the company went through significant restructuring and layoffs in 2022–2023.

Locations and presence

Apeel Sciences lists Goleta, California as the primary address on the company website and LinkedIn. Public disclosures and company updates also reference commercial offices in places like the Netherlands and Mexico, pointing to a multi-region commercial footprint even if most hiring visibility is US-centric.

Palpable Score

49.0

/ 100

Apeel Sciences has strong “how you’ll learn” signals for interns, but the current entry-level surface area is hard to access because the official job board shows no open roles. The score is pulled down by limited pay transparency in postings and repeated layoff evidence, plus a lack of published early-career progression outcomes.

Pillar 1: Early-career access

Score

9.0

/ 20

The company has a documented 12-week summer internship program with defined project work and an intern symposium, which is a clear entry-level route when active.
Apeel Sciences’ official ATS currently states there are no open roles, which means practical entry-level access is not available “right now” even if programs exist on paper.
The company does not show a recurring, always-on stream of 0–3 year roles across functions in public listings, so early-career access looks episodic.

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Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company has candidate-reported interview structures that include a recruiter screen, hiring manager 1:1, a role-relevant exercise (for example writing), and a panel, which is at least a coherent process.
Apeel Sciences has role-specific interview patterns described publicly (including presentations for some roles), which can be fair when time-bounded, but those boundaries are not published by the company.
The company does not provide an official “what to expect” interview guide on the careers site, so transparency depends heavily on third-party accounts.

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Pillar 3: Learning and support

Score

14.0

/ 20

The company’s internship program write-up specifies a dedicated mentor for every intern plus a personal and professional development curriculum alongside project delivery.
Apeel Sciences publishes first-person internship stories that explicitly mention access to mentorship across disciplines, which is a concrete support signal rather than vague “learn fast” language.
The company does not publicly spell out a consistent onboarding plan or junior leveling framework for full-time early-career hires, so support beyond internships is harder to verify.

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Pillar 4: Pay fairness and stability

Score

8.0

/ 20

The company does not consistently publish salary ranges in role postings from a live job board today (because there are no open roles shown), which blocks fair comparison for early-career candidates.
Apeel Sciences has public pay snapshots on salary aggregators, but those are not a substitute for role-by-role ranges and can vary by location and team.
The company has well-documented restructuring and layoffs (including a large reduction reported in 2023), which increases perceived stability risk for juniors choosing a first employer.

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Pillar 5: Early-career outcomes

Score

7.0

/ 20

The company has tangible internship outputs (project ownership and a final symposium), which is a positive short-term outcome signal for participants.
Apeel Sciences has repeated layoff evidence across 2022–2023, which is negative outcome evidence for retention and predictable progression for early-career staff.
The company does not publish intern conversion rates, early-career promotion timelines, or retention metrics, so long-run outcomes are difficult to score with confidence.

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