Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.gorilla.co/

About the company

Gorilla is an energy software scale-up that sells data applications for pricing, forecasting, portfolio analytics, and margin control for energy retailers. The company positions the platform around “Energy Margin Intelligence”, linking commercial, operational, trading, billing, and finance data so teams can spot leakage and make faster decisions. Gorilla announced a €23M Series B in June 2024 to expand into more markets, and continued product messaging through late 2025 around this “margin intelligence” category. Customers referenced in company materials include large energy brands across the UK and Europe.

Locations and presence

Gorilla’s flagship office is in Antwerp, with an office presence in London and a US base referenced in Austin. Job pages also reference co-working spaces in Reading (UK) and Melbourne, with hiring that includes Belgium, the UK, Germany (remote), and other regions depending on role.

Palpable Score

60.3

/ 100

Gorilla is above average for early-career friendliness because the company spells out a hiring flow, includes CEO time as a standard step, and talks concretely about coaching and personal development. The score is held back by thin true entry-level volume and limited public proof on pay ranges and early-career outcomes like promotion timelines or junior retention.

Pillar 1: Early-career access

Score

10.8

/ 20

The company’s current openings are mostly experienced roles (for example Senior Algorithm Engineer and Lead or Staff Backend Engineer), which narrows access for 0–1 year candidates.
Gorilla’s public LinkedIn jobs snapshot includes a small number of “Entry level” postings, but the majority sit in mid-senior bands, suggesting early-career hiring is occasional rather than recurring.
The company’s own careers page has periods where listings are partially disrupted due to an ATS changeover, which makes it harder to verify steady 0–3 year role volume from the primary source.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company lays out a clear hiring sequence: an initial conversation with Talent Acquisition, an expertise check, and a final “Meet the CEO” step.
Gorilla frames the first-stage call as partly about setting candidates up for success and checking working-style alignment, which helps reduce “mystery-meat” interviews for juniors.
The company’s application journey is not consistently smooth, with the careers page explicitly flagging ATS upgrade disruption, which can create uncertainty around role visibility and timelines.

Pillar 3: Learning and support

Score

15.0

/ 20

The company promises a personal development plan plus mentoring and “a personal coach for every employee,” which is a strong early-career support signal when real.
Gorilla includes role pages that describe how teams work (for example “Office Mix” hybrid patterns and cross-functional delivery with data engineering and consulting), which typically creates hands-on learning.
The company does not consistently publish role-specific onboarding structure such as week-by-week ramp plans or guaranteed mentoring cadence inside each job description, so support may vary by manager.

Pillar 4: Pay fairness and stability

Score

10.5

/ 20

The company lists core stability benefits on role pages, including generous PTO allowances, health insurance coverage, flexible working patterns, and equipment for remote work.
Gorilla states a “clear and no-nonsense” remuneration approach based on experience and location, but most postings do not show salary ranges up front.
The company’s public materials do not provide enough pay transparency for early-career candidates to benchmark fairness without going deep into interviews or external aggregators.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has limited but usable employee sentiment data on Glassdoor, with an overall rating around 4.0 and “would recommend” just over half, which is mixed for early-career confidence.
Gorilla is visibly scaling, with company announcements covering major funding and expansion plans, but public promotion stories and retention metrics for juniors are not published.
The company’s LinkedIn hiring footprint shows active hiring across multiple locations and functions, but this is not paired with outcome proof like internal mobility rates, junior progression examples, or 12–24 month retention signals.