Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.flower.se

About the company

Flower is an energy tech company focused on making renewable energy more reliable through optimization and trading of flexible assets like batteries, wind and solar, and EV charging. The company describes the core product as an AI-powered platform that helps stabilize the energy system by improving predictability and flexibility. Flower is headquartered in Stockholm and positions the mission around accelerating a fossil-free energy system. Public job ads show the company hiring mainly in engineering, quantitative, and commercial roles tied to energy markets and asset development.

Locations and presence

Flower’s primary office is in Södermalm, Stockholm, and multiple current job ads specify a hybrid setup with in-office collaboration near Slussen. Public company materials also describe an international team with 30+ nationalities based at the Stockholm headquarters.

Palpable Score

49.0

/ 100

Flower looks like a strong learning environment for some early-career hires because roles include real ownership and direct exposure to production systems and market decisions. The biggest limiter is access: most openings are senior, and pay signals from employee reviews repeatedly mention low salary, which affects early-career stability.

Pillar 1: Early-career access

Score

7.2

/ 20

The company’s current open roles skew senior, with multiple postings requiring 5+ years (for example Senior Optimization Engineer and Senior Data Scientist).
Flower lists at least one role that fits early-career access, with the Data Engineer, Platform role asking for 2–3 years of professional experience.
The company does not show clear entry-level routes like internships, apprenticeships, or graduate roles in the current job list, which caps first-job accessibility.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company uses a consistent ATS flow (Teamtailor) with clear role scopes and “What you’ll do” responsibilities in postings like Data Engineer, Platform and Software Engineer.
Flower states who candidates will meet during recruitment in several roles (for example, Data Engineer, Platform lists meetings with a Talent Partner, Head of Platform, the team, and VP of Engineering).
The company includes candidate-friendly basics such as corporate language expectations (English) and location/hybrid guidance, but role pages do not spell out hiring timelines, interview stages, or assessment formats.

Pillar 3: Learning and support

Score

10.8

/ 20

The company writes roles with meaningful end-to-end ownership (for example, Software Engineer includes “design → deployment → production monitoring”), which can accelerate learning if support is present.
Flower has employee review signals describing strong learning and a culture that “welcomes mistakes for learning,” alongside comments about the work being hectic.
The company also has employee review signals warning that the pace and domain complexity can make learning hard, and that some teams rush and skip code quality and testing, which can reduce day-to-day coaching for juniors.

Pillar 4: Pay fairness and stability

Score

7.5

/ 20

The company’s public job ads do not include salary bands, which limits pay transparency for early-career candidates comparing offers.
Flower has employee review signals repeatedly describing low pay or “bad” pay, including reviews explicitly calling out low salary.
The company’s public materials do not clearly explain equity, bonus, or progression-linked compensation for junior hires, so stability signals rely heavily on reputation rather than published policy.

Pillar 5: Early-career outcomes

Score

8.5

/ 20

The company has employee review signals of people staying long enough to comment on multi-year learning and impact, including mentions of working for around two years and learning a lot.
Flower also has employee review signals describing messy execution, unclear strategy, or overtime in some teams, which raises risk for early-career retention and healthy progression.
The company’s public footprint shows a sizeable team for a young startup, but there is no published early-career promotion data, retention reporting, or structured progression outcomes to score higher.