CarbonRe

AI for industrial decarbonization
Last updated:
February 3, 2026
Company details
HQ
HEADCOUNT
25-99
ORG TYPE
Startup
SECTOR
Energy & Climate
About the company
Carbon Re builds industrial AI software aimed at cutting emissions and fuel costs in heavy industry, with a first product focused on real-time optimisation in cement production. The company describes the cement solution as targeting the pre-heater and kiln stages. Carbon Re describes the origins as a spin-out connected to University of Cambridge and UCL. Public job pages show Carbon Re operating a small, hybrid team that blends research and engineering work.
Locations and presence
Carbon Re lists headquarters across London and Cambridge, and recent roles are advertised as hybrid in London. Customer work is tied to industrial sites, including deployments that can require travel for plant integration work.
Palpable Score
75.2
/ 100
Carbon Re is one of the more transparent startups in climate AI hiring, with job posts that lay out interview stages, realistic assessments, and feedback expectations. The biggest constraint is volume: early-career access exists, but most currently visible openings are mid-senior, and promotion pathways are described more through reviews than through published progression data.
Pillar 1: Early-career access

Score

12.2
/ 20
  • The company has publicly advertised a Junior Software Engineer opening with “at least one year of commercial experience,” which is a workable entry point for early-career engineers.
  • Carbon Re has current openings that skew experienced (for example senior platform engineering and solutions roles), which reduces the number of “first proper job” options at any one time.
  • The company shows early-career presence through junior job titles appearing in employee review content, but internships and 0–1 year roles are not consistently visible on the careers pages.
Pillar 2: Hiring fairness and transparency

Score

17.5
/ 20
  • The company publishes a detailed engineer interview flow including pair programming, a system whiteboard session, an operating principles interview, and a short CEO chat, plus an explicit promise to move quickly and give feedback.
  • Carbon Re’s Solutions Engineer role spells out the screening step, two technical interviews based on a kiln optimisation scenario, an operating principles interview, and a CEO meeting, so candidates can prepare without guesswork.
  • The company includes clear equality language on the careers page and uses role pages that specify scope, travel expectations, and salary ranges, which reduces ambiguity for applicants.
Pillar 3: Learning and support

Score

16.0
/ 20
  • The company’s engineering role design explicitly includes collaboration practices like pair programming and expectations that senior engineers help more junior teammates learn.
  • Carbon Re’s careers messaging puts employee development and company-wide learning in writing, rather than treating learning as a perk you have to negotiate.
  • The company has multiple independent employee reviews that describe mentorship, feedback, and “day 1” support, but Carbon Re does not publish a simple onboarding or 30-60-90 plan for early-career hires on the public careers site.
Pillar 4: Pay fairness and stability

Score

16.5
/ 20
  • The company posts salary ranges for current roles (for example £60k–£80k for Solutions Engineer and £75k–£90k for Software Engineer Enablement), which is stronger pay transparency than most startups.
  • Carbon Re includes equity, pension, and generous holiday terms in engineering job ads, which signals stable employment conditions rather than short-term contracting norms.
  • The company does not consistently show junior-level pay ranges because junior roles are not always live, which limits how confidently a graduate can benchmark first-offer compensation.
Pillar 5: Early-career outcomes

Score

13.0
/ 20
  • The company has a meaningful set of employee reviews that include early-career titles and report high recommendation rates and positive business outlook, which is a practical signal for junior experience quality.
  • Carbon Re has publicly shared at least one “boomerang” story of an early employee leaving and later rejoining, which is a tangible retention signal for a small team.
  • The company shows signs of an early-career layer existing (senior roles scoped to support junior teammates), but Carbon Re does not publish promotion timelines, retention stats, or cohort-style progression outcomes over 12–24 months.
Clear filters
Results
matched jobs
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
👀🔜 No results found — but we’re listening.
Send us a message about what you're looking for at john@bepalpable.com