Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Food & Ag

WEBSITE

http://www.klim.eco/

About the company

Klim is an agri-tech company helping farmers and food businesses scale regenerative agriculture, with a focus on measuring and improving soil outcomes and supply-chain emissions work. The company runs a digital platform and works with corporate partners on Scope 3 projects and related services. Klim says the team is 100+ people, headquartered in Berlin and spread across Europe, with projects across multiple countries including Germany, Poland, the UK, the US, Slovakia, and the Czech Republic. Klim also positions the work as farmer-centric, pairing practice adoption with support and incentives.

Locations and presence

Klim is headquartered in Berlin with a hybrid model and an EU-focused remote setup mentioned in public hiring materials. Klim also describes operating and delivering projects across several European countries and the US.

Palpable Score

61.0

/ 100

Klim is easy to engage with as a candidate, with a clearly explained hiring journey and visible early-career entry points (notably working-student roles). The biggest constraint on the score is pay transparency and outcomes data, where public evidence is thin and salary ranges are usually not shown.

Pillar 1: Early-career access

Score

12.0

/ 20

The company publicly recruits for student and junior-facing roles such as “Working Student – Finance,” which lowers the barrier for candidates still building experience.
Klim has also advertised time-bounded junior roles (for example a “Junior Analyst” contract role that later expired), which signals some early-career access beyond internships.
The company does not show consistent, repeat “0–3 years” hiring across many functions in a way that’s easy to verify from public postings, which limits how high this can go.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company lays out an 8-step hiring process (application, intro call, hiring manager interview, case study, stakeholder interview, values interview, reference checks, offer), which helps candidates plan and reduces uncertainty.
Klim job ads spell out responsibilities and expectations in practical terms (for example finance ops support, monthly close support, reporting and budget tracking), which is a good fairness signal for juniors.
The company includes a case study step that can increase candidate burden, and public postings often omit salary ranges, which reduces transparency.

Pillar 3: Learning and support

Score

13.0

/ 20

The company explicitly sells hands-on learning for early-career roles (for example, “insight into all areas of an agile startup” and learning core finance fundamentals in the working-student posting).
Klim lists learning and development budgets as a standard benefit, which is a concrete support mechanism when used well.
The company rarely publishes role-level onboarding detail (shadowing, structured 30/60/90 plans, mentoring, review cadence), so the learning picture is promising but not fully evidenced.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company lists meaningful benefits such as 30 days of paid vacation, hybrid working, and health insurance coverage where feasible, which supports stability.
Klim job ads commonly use phrases like “competitive salary” without ranges, making it hard for early-career candidates to judge pay fairness before investing time.
The company has at least some negative pay signal in employee feedback (for example, a review noting low remuneration for Berlin), which pulls this pillar down.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has a very small public review sample, but available employee feedback is broadly positive on work-life balance and opportunities, with pay as the main recurring concern.
Klim shows some repeat early-career openings over time (working-student and junior/temporary analyst-type roles), but public postings don’t provide clear promotion or retention stories for junior hires.
The company’s growth and funding context suggests staying power for early-career roles, but public sources still lack hard outcomes like internal mobility stats, tenure patterns, or “junior to mid-level” progression examples (Nestlé / Kaufland partnerships are mentioned, and a larger employee base is visible on LinkedIn, but outcomes remain mostly unreported).

Useful links & resources

Careers page (roles + benefits)Hiring process overview Example early-career posting (Working Student – Finance)