Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.brineworks.tech/

About the company

Brineworks is a climate hardware startup working on ultra-low-cost Direct Air Capture through electrochemistry, with the goal of producing CO₂ and hydrogen for e-fuels and carbon removal. Brineworks presents the system as designed to run flexibly on intermittent renewable power. The company is based in Amsterdam and publicly links the work to pilots, including activity in the Canary Islands. Public announcements show Brineworks has raised seed funding to scale toward pilot and commercial readiness timelines.

Locations and presence

Brineworks is headquartered in Amsterdam (Science Park). The company’s public hiring and project updates also reference pilot activity in the Canary Islands, which suggests some roles may include fieldwork or deployment coordination.

Palpable Score

59.0

/ 100

Brineworks gives early-career candidates at least one realistic entry point (1–3 years) with direct founder exposure, plus a solid baseline benefits package for a very small team. The score is limited because Brineworks shares little publicly about consistent junior hiring, salary ranges, structured onboarding, and early-career progression outcomes.

Pillar 1: Early-career access

Score

10.0

/ 20

The company advertised a Founders’ Associate role with a stated 1–3 years of experience, which is a genuine early-career entry route rather than a senior-only funnel.
Brineworks’ other visible roles skew senior or specialist, such as “Head of Operations,” so graduates looking for multiple 0–2 year options will have fewer shots at any one time.
The company’s public careers surface is light on internships, apprenticeships, or repeated junior-role patterns, which keeps entry-level access closer to “some” than “recurring.”

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company describes a candidate-friendly application flow for the Founders’ Associate role, including “a short exercise” and an “informal coffee chat,” rather than multi-week unpaid projects.
Brineworks includes an explicit “A FAIR CHANCE” section in the Founders’ Associate posting, naming protected characteristics and encouraging applicants who are unsure about qualifications to apply.
The company does not publish consistent interview stages, timelines, or salary ranges on the public-facing roles that are easiest to find, which reduces transparency.

Pillar 3: Learning and support

Score

12.0

/ 20

The company frames the Founders’ Associate position as an “accelerated crash course” with direct co-founder partnership, which can be high-signal learning for an early-career hire.
Brineworks explicitly mentions growth pathways from the role into “Chief of Staff, Partnerships Lead, or other paths,” which is clearer than a static job box.
The company does not publicly share a concrete onboarding plan, mentoring cadence, or feedback routines (for example 30-60-90 day ramp or regular 1:1 structure), so support signals remain more narrative than operational.

Pillar 4: Pay fairness and stability

Score

14.0

/ 20

The company’s general application page lists tangible employment benefits including 25 days paid leave, health insurance contribution, and a pension plan, which points to stable full-time norms.
Brineworks also lists “negotiable stock options,” and the Founders’ Associate role text references compensation plus equity, which is a reasonable early-stage package signal.
The company rarely publishes salary ranges in the publicly accessible role pages, so pay fairness is harder to validate and the score is capped.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has public momentum signals such as pilots and seed funding announcements, but those are growth indicators rather than proof of early-career retention or promotion.
Brineworks has a very small visible team footprint on public platforms, which makes it hard to validate 12–24 month early-career outcomes from third-party data.
The company does not publish outcome evidence such as junior-to-mid promotions, structured performance cycles, or retention statistics, so early-career trajectory confidence remains limited.