Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.heimdallpower.com

About the company

Heimdall Power is an energy tech scale-up building sensor and software products for electric utilities, with a focus on optimizing grid capacity and reliability through dynamic line rating and related analytics. The company’s public careers messaging leans hands-on and product-driven, with teams spanning software, hardware, drones, operations, and commercial roles. Heimdall Power highlights internship work that ships into real products, especially across the software and drone teams.

Locations and presence

Heimdall Power lists Oslo as the HQ and a US base in Charlotte, North Carolina, and hiring posts regularly reference growth across both locations.

Palpable Score

55.1

/ 100

Heimdall Power looks like a strong learning environment when you get in, especially through the summer internship track with real product responsibility and mentoring signals. The score is capped because the live role mix skews senior and the public evidence on pay transparency and early-career outcomes is thin, with at least one negative US-side review flagging leadership and compensation concerns.

Pillar 1: Early-career access

Score

12.0

/ 20

The company runs a summer internship programme with multiple intern roles in Oslo, positioned as a cohort rather than a single one-off placement.
Heimdall Power has documented intern work across both software and drone teams, including improving a DLR algorithm and building 3D mapping and line-detection workflows.
The company’s current official job board shows very limited live openings and the visible senior skew makes 0–3 year access feel intermittent.

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Pillar 2: Hiring fairness and transparency

Score

11.7

/ 20

The company uses a structured ATS (Teamtailor) with consistent job formatting, filters by department and location, and a “connect” option for future roles.
Heimdall Power’s internship posting spells out what interns will do, who the company wants, what to submit, and the programme end date, which is clear for student applicants.
The company does not publish a candidate-facing “what to expect” hiring process (stages, timelines, tasks, feedback norms), so transparency depends on each individual job page.

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Pillar 3: Learning and support

Score

13.0

/ 20

The company’s intern feature describes daily standups, task breakdown on a scrum board, and working in teams, which are practical support structures for juniors.
Heimdall Power’s intern testimonials explicitly mention guidance and mentoring alongside “trust” and access to insight into how the company works.
The company does not publicly outline onboarding, buddying, 1:1 cadence, or progression frameworks for junior full-time hires beyond the internship narrative.

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Pillar 4: Pay fairness and stability

Score

9.7

/ 20

The company’s internship advert says “competitive compensation,” but does not publish a salary range, which limits early-career pay clarity.
Heimdall Power’s US job-board mirrors reference a standard benefits set (health, dental, vision, 401(k), PTO), which is a stability signal when consistently applied.
The company has at least one public employee review calling out compensation concerns in the US context, which is a negative signal even with a small sample.

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Pillar 5: Early-career outcomes

Score

8.7

/ 20

The company has limited public review volume, which makes it hard to verify early-career retention and progression patterns.
Heimdall Power has published evidence of repeat internships across multiple years, which supports a “pipeline exists” outcome angle.
The company has at least one public review describing unclear direction and limited growth in the US team, and the company does not publish cohort outcomes like intern-to-offer conversion or 12–24 month retention.

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