Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.arbonics.com/

About the company

Arbonics builds a platform that connects landowners with carbon credit buyers for forestry-based carbon removal projects in Europe. The company focuses on afforestation and forest management projects, with a strong emphasis on “data-backed” project assessment and monitoring. Arbonics publishes educational content on forest carbon markets alongside product and project information. Public announcements show Arbonics has raised early-stage funding to expand the platform and team.

Locations and presence

Arbonics is anchored in Tallinn, with hiring posts referencing Estonia-based roles and remote-friendly work. The company’s public materials reference activity across parts of Northern Europe, including the Baltic region and the Nordics.

Palpable Score

55.8

/ 100

Arbonics has some credible early-career entry points, especially on the commercial side, and job posts include concrete responsibilities and benefits. The score is held back because Arbonics publishes very little about interview steps, onboarding, salary ranges, and early-career progression outcomes, so candidates have to infer too much.

Pillar 1: Early-career access

Score

10.2

/ 20

The company has advertised an “Associate” Sales Development Representative role with responsibilities that can fit early-career sales candidates, rather than only senior leadership hiring.
Arbonics’ technical hiring that is publicly visible leans mid-senior, including a Full-Stack Engineer role requiring 4+ years of experience, which narrows entry points for graduates aiming at engineering.
The company’s careers surface does not show consistent 0–3 year roles, internships, or apprenticeships across functions, so entry-level access looks occasional rather than recurring.

Pillar 2: Hiring fairness and transparency

Score

12.8

/ 20

The company’s job ads list clear day-to-day responsibilities (e.g., prospecting, CRM hygiene, lead handoff) and explicit requirements, which reduces “mystery box” hiring.
Arbonics’ listings do not consistently publish the interview stages, assessment format, or timelines, so candidates cannot judge how heavy the process will be before applying.
The company does not consistently publish salary ranges in role ads, which limits transparency and makes it harder for early-career candidates to check pay fairness upfront.

Pillar 3: Learning and support

Score

12.0

/ 20

The company advertises a “training and development package” in multiple job posts, which is a direct signal that learning is budgeted for rather than treated as optional.
Arbonics describes cross-functional collaboration in technical roles (working closely with design and data/GIS peers), which can translate into practical day-to-day learning for less experienced hires.
The company does not publish a visible onboarding plan, mentoring setup, or early-career feedback cadence (such as 30-60-90 day ramp or structured 1:1s), so support signals remain broad.

Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company lists “base salary + equity (if working full-time)” and health support in job posts, which points to stable employment terms rather than unpaid or speculative arrangements.
Arbonics does not consistently disclose salary ranges, so pay competitiveness cannot be checked from public information and the score is capped.
The company’s role ads do not spell out junior-friendly equity explanations (how equity works, typical ranges by level, vesting basics), which matters most for first-time startup employees.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has announced multiple funding rounds and expansion plans, which suggests ongoing hiring needs, but this is not the same as published early-career retention or promotion outcomes.
Arbonics has too little third-party employee feedback that is clearly attributable to Arbonics (e.g., a usable Glassdoor or equivalent review footprint), so sentiment and retention are hard to validate.
The company’s LinkedIn footprint shows a small team with a mix of senior and non-senior titles, but public evidence of typical progression from junior to mid-level over 12–24 months is not shared.

Useful links & resources

Current openings (Workable)Sales Development Representative role (example role scope + benefits)About Arbonics (team, values, location context)