Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.boldr.co.uk

About the company

Boldr is a London-based climate tech startup (founded in 2022) focused on reducing household energy use and turning home devices into flexible energy assets. Boldr sells smart home climate products including the Kelvin smart infrared heater and the Klima smart thermostat/controller for air conditioners and heat pumps, plus compact electric heater options via its store and support ecosystem. Public announcements and investor coverage also position Boldr around “virtual power plant” style energy management alongside hardware. Boldr has raised external funding, including a reported seed round in 2025.

Locations and presence

Boldr lists London as headquarters and has a London address on the company’s public LinkedIn profile. Boldr markets heavily to the US HVAC and contractor ecosystem, including partnerships and trade-show activity, while selling direct-to-consumer online.

Palpable Score

41.5

/ 100

Boldr looks like a small, fast-moving startup that posts clear senior role briefs, but there’s limited evidence of structured entry-level routes. The biggest constraint is missing early-career proof: few junior-appropriate openings, little published onboarding detail, and almost no public progression or retention data.

Pillar 1: Early-career access

Score

6.7

/ 20

The company’s publicly visible roles skew senior, such as a Marketing Manager role requiring 5+ years’ experience.
Boldr has advertised leadership hiring like Head of Sales, framed as a senior build-and-lead position rather than a junior development role.
The company has no visible graduate, intern, or apprenticeship pathway on the main profiles that surface hiring, which makes early-career entry hard to time or target.

Pillar 2: Hiring fairness and transparency

Score

11.3

/ 20

The company’s job briefs spell out responsibilities and requirements in detail (for example channel ownership, tooling, and reporting lines for Marketing Manager).
Boldr uses a simple “apply or email the CEO” style application instruction on some postings, which is straightforward but puts more burden on candidates to self-navigate the process.
The company rarely publishes interview stages, timelines, or assessment expectations in the postings that are easiest to find publicly, so transparency is only partial.

Pillar 3: Learning and support

Score

7.5

/ 20

The company describes close exec exposure in senior roles, like owning growth while reporting directly to the CEO, which can be high-learning but is not framed as coaching for juniors.
Boldr’s public role write-ups focus on delivery outcomes and team-building, with little mention of onboarding plans, 1:1s, pairing, or structured feedback cycles.
The company does not publicly describe early-career development supports such as internships converting to full-time, training budgets for juniors, or defined ramp periods for new grads.

Pillar 4: Pay fairness and stability

Score

8.5

/ 20

The company’s publicly accessible job postings typically do not include salary ranges, which limits early-career candidates’ ability to judge pay fairness before investing time.
Boldr sometimes lists role type and remote status, but benefits and equity explanations for non-senior candidates are not consistently visible in the postings reviewed.
The company has raised outside capital, which can support stability, but there is not enough public compensation transparency to score this pillar higher.

Pillar 5: Early-career outcomes

Score

7.5

/ 20

The company has continued to ship and market new products and channels (including contractor-focused “Boldr Pro” activity and product announcements), which is a positive signal on business momentum rather than people outcomes.
Boldr has raised multiple rounds of funding reported in the press, which supports operational runway, but does not substitute for published promotion or retention patterns.
The company’s LinkedIn footprint shows a small team size band and a visible employee count, but public evidence of junior promotions, tenure, and early-career retention over 12–24 months is not available, capping this score.