Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.clingsystems.com

About the company

Cling Systems is a Swedish battery-circularity startup building a B2B platform focused on trading, traceability, and transport of lithium-ion batteries, framed publicly as “Trade, Trace and Transport” supported by a Circular Asset Management system. The company was founded in 2020 by William Bergh and has shared funding updates tied to scaling product infrastructure and hiring. Cling Systems positions the product as a way to make end-of-life and second-life battery flows more efficient, compliant, and commercially viable for buyers and sellers across the value chain. Public company materials also emphasise an on-site culture in central Stockholm.

Locations and presence

Cling Systems is based in Sweden with a primary office presence in central Stockholm. Public hiring copy prefers in-person collaboration over remote-first work.

Palpable Score

49.1

/ 100

Cling Systems offers genuine early-career entry points through internships and student placements, but the public footprint does not show a steady stream of 0–3 year full-time roles. Candidate-side transparency is decent in the role write-ups that exist, yet pay clarity and measurable early-career outcomes are thin in publicly available sources.

Pillar 1: Early-career access

Score

9.2

/ 20

The company has posted internship roles with clear scope and a stated internship salary, which is a real entry point rather than “experience required.”
Cling Systems has publicly advertised a summer internship programme spanning multiple functions, signalling that junior hiring is intentional at least in some periods.
The company’s current careers surface leans heavily on general applications rather than multiple live junior or associate openings, so entry-level access looks intermittent.

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Pillar 2: Hiring fairness and transparency

Score

11.2

/ 20

The company uses structured application routes (job-board listings and a general application funnel), which is more consistent than informal “DM-only” hiring.
Cling Systems role write-ups include concrete responsibilities and qualification expectations (for example, the Sales Specialist listing spells out day-to-day work and skills).
The company does not publish a clear end-to-end hiring process (stages, task timeboxes, feedback commitments), which limits fairness and transparency for early-career candidates.

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Pillar 3: Learning and support

Score

11.2

/ 20

The company’s small-team setup and founder proximity in early roles can translate into fast learning through direct exposure to decisions and customers.
Cling Systems has brought in student placements in analytical and research-focused work, which is a strong “learn by doing” signal when scoped well.
The company does not publicly describe onboarding, mentoring, or a recurring coaching rhythm, so support expectations are hard to verify before joining.

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Pillar 4: Pay fairness and stability

Score

10.2

/ 20

The company has at least one internship posting with explicit pay and a set of basic workplace perks, which improves early-career predictability.
Cling Systems does not consistently publish salary ranges for full-time roles, and third-party salary coverage is effectively absent, which caps pay confidence.
The company’s funding updates suggest runway for growth, but public materials still lack the practical detail juniors look for, like benefits coverage and compensation bands by role level.

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Pillar 5: Early-career outcomes

Score

7.3

/ 20

The company has very limited independent employee outcome data, with only a tiny number of public reviews, so retention and progression cannot be assessed reliably.
Cling Systems has publicly reported headcount growth across funding milestones, which is a scaling signal but not proof of early-career promotions.
The company does not publish early-career outcome markers like “junior to mid” stories, internal mobility examples, or 12–24 month retention patterns, keeping this pillar conservative.

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