Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.jane.energy/

About the company

Jane Energy describes two different products across public pages. The company site and LinkedIn positioning focus on portfolio-wide energy insights to help large real estate portfolios cut energy costs and increase NOI. Separately, multiple public startup profiles and a “Founding Engineer” posting describe a consumer-facing “home energy companion” that optimizes utility plans and rebates. That mismatch makes it harder to judge what Jane Energy hires for today, and it limits how confident a graduate can be about role fit.

Locations and presence

Jane Energy is listed publicly as New York-based, with the Founding Engineer role tagged to Brooklyn. Other public profiles place the team in New York City with a small, early-stage footprint.

Palpable Score

34.0

/ 100

Jane Energy looks like a very small team hiring for high-impact early-stage work, but current public hiring signals are not early-career friendly. The company publishes at least one detailed role write-up, yet there’s little public evidence on pay transparency, junior support structures, or early-career progression.

Pillar 1: Early-career access

Score

2.5

/ 20

The company’s most visible role is “Founding Engineer,” which is positioned as a senior hire rather than a 0–3 year entry point.
Jane Energy’s Founding Engineer posting asks for 5–7 years of software engineering experience, which excludes graduates by design.
The company does not show recurring Analyst, Associate, Junior, internship, or trainee roles in the public listings reviewed.

Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company’s Founding Engineer posting is unusually specific about responsibilities (utility and third-party integrations, pricing data syncing, end-to-end feature ownership).
Jane Energy describes the working relationship clearly (direct collaboration with founders, owning features from ideation to deployment), which helps candidates self-select.
The company does not publish an interview process, timeline, or take-home expectations in the materials reviewed, which makes the process harder to navigate for first-time applicants.

Pillar 3: Learning and support

Score

9.0

/ 20

The company frames the Founding Engineer role as close founder pairing and “build from scratch” exposure, which can be strong learning in the right hands.
Jane Energy’s role description prioritizes product feedback loops and fast iteration, which can teach good early-stage habits, but it’s not described as structured coaching.
The company does not show junior-specific support signals like a ramp plan, buddy system, or regular review cadence in the public role write-ups reviewed.

Pillar 4: Pay fairness and stability

Score

7.0

/ 20

The company’s public job materials reviewed do not include a salary range for the Founding Engineer role, which limits pay transparency scoring.
Jane Energy positions the role as full-time, but public materials reviewed do not spell out benefits or equity terms in a way a new grad could compare to market norms.
The company does not publish consistent compensation practices across roles (ranges, leveling, or benefits summary), so pay fairness can’t be validated from public evidence.

Pillar 5: Early-career outcomes

Score

4.5

/ 20

The company is publicly shown as a very small team, so there is no meaningful public promotion or retention dataset to judge early-career outcomes.
Jane Energy has at least one recent public hiring signal (Founding Engineer), but there’s no evidence of repeat junior hiring cycles or intern-to-full-time conversion patterns.
The company’s LinkedIn presence shows only a handful of employees and does not provide enough visible early-career progression examples to score outcomes higher.