Company details

HEADCOUNT

3000-9999

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

About the company

Enpal is a German clean-energy company that sells and installs home solar systems and has expanded into batteries, EV charging, heat pumps, and smart metering. The company positions its software as an “Energy Trader” that optimises when homes charge and use electricity. Enpal has grown quickly since 2017 and is often described publicly as a European greentech unicorn. Public employer and startup databases place Enpal in the low-thousands to mid-thousands of employees, with heavy hiring across commercial, operations, and installation.

Locations and presence

Enpal hires across Germany with major hubs visible in Berlin and other large cities. The company also shows international hiring and entity pages in some regions, but the core footprint remains Germany-first.

Palpable Score

61.4

/ 100

Enpal offers lots of entry points through internships, working-student roles, and some explicitly entry-level operations roles, which matters for graduates who want a first break. The trade-off is uneven candidate experience and limited pay clarity in many listings, plus mixed public signals on whether early-career hires get consistent support and progression.

Pillar 1: Early-career access

Score

14.8

/ 20

The company hires at true early-career levels through multiple channels, including internships and working-student roles that sit inside tech and business teams.
Enpal also lists roles explicitly labelled “entry level” in operational functions, which is a practical pathway for candidates without long prior experience.
The company still skews many openings toward mid-level and senior hiring, so entry-level access is strong in volume but not evenly spread across every function.

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Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company publishes a role-agnostic walkthrough of the application steps, so applicants can anticipate stages and prep without guesswork.
Enpal has public candidate feedback showing a below-average positivity rate for interviews, which signals process inconsistency across teams and roles.
The company often does not include salary ranges directly in job ads, so transparency depends on later stages or external estimates.

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Pillar 3: Learning and support

Score

12.8

/ 20

The company runs an internal academy-style training setup for installer onboarding, built for scale and repeatability rather than ad hoc shadowing.
Enpal advertises structured onboarding touchpoints in some early-career postings, including an onboarding day that introduces new joiners to the team and leadership.
The company rarely spells out ongoing support mechanics like buddying, 30-60-90 plans, or review cadence inside standard job ads, which makes coaching quality harder to verify for graduates.

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Pillar 4: Pay fairness and stability

Score

11.8

/ 20

The company’s role mix includes many permanent jobs across sales, operations, and tech, which usually offers more stability than short-contract staffing.
Enpal has public employee pay feedback that trends middling rather than strong, and some sales discussions highlight high-variance commission structures that can be risky early in a career.
The company has limited consistent salary-band publishing in listings, which caps confidence on pay fairness even when overall compensation may be competitive in some teams.

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Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company shares at least one concrete internal progression story, describing a move from account management into a senior team lead role over time.
Enpal has mixed public employee sentiment, including a moderate “recommend to a friend” rate that suggests uneven retention and manager experience depending on team.
The company’s LinkedIn-scale hiring footprint suggests continued growth, but Enpal does not publish early-career outcomes like internship conversion rates, time-to-promotion bands, or 12–24 month retention for junior cohorts.

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