Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.klimate.co

About the company

Klimate is a Copenhagen-based climate tech startup launched in 2020, offering a CO₂ asset management platform that helps companies buy and manage high-quality carbon removal. Public job ads describe a science-led business combining software and expert guidance, with clients including brands like Mammut and agencies like Wieden+Kennedy. The company also funds and sources carbon removal projects as part of building carbon removal portfolios. Current hiring materials position the team at just over 20 people with an in-office collaboration bias in central Copenhagen.

Locations and presence

Klimate’s office address is listed in central Copenhagen near Nørreport. Hiring posts show Copenhagen as the primary hub, with some commercial roles historically open to Copenhagen or Berlin.

Palpable Score

58.8

/ 100

Klimate is relatively strong on hiring clarity and day-to-day support signals for a small startup, including explicit interview steps, benefits, and an annual learning budget in at least one role. The score is held back by limited consistently visible 0–3 year roles and thin public evidence on early-career progression outcomes, plus an unpaid internship listing.

Pillar 1: Early-career access

Score

10.0

/ 20

The company has recruited students into part-time roles, including a Sustainability Analyst (student) position framed as hands-on experience in a “fast-growing climate start-up.”
Klimate has advertised a Junior Account Executive role and other junior commercial roles on external boards, which creates a real entry point beyond internships.
The company’s own “open positions” page did not reliably show live roles at review time, making early-career access harder to track and reducing confidence in repeat junior hiring.

Pillar 2: Hiring fairness and transparency

Score

15.3

/ 20

The company spells out interview steps for at least one role, including an intro call, a short code test with the CTO, a reference check, and a final chat with the CEO.
Klimate asks candidates to remove identifying characteristics from CVs (photo, age, gender, nationality and similar), which supports a more objective screening approach.
The company provides role-specific process detail in some early-career postings, such as a 20-minute intro call and an onsite interview for the marketing internship.

Pillar 3: Learning and support

Score

13.5

/ 20

The company lists an annual learning budget for professional growth (shown in the benefits section of a senior engineering posting), which is a concrete support mechanism rather than vague “training” language.
Klimate frames early-career roles as working closely with experienced colleagues across science, sourcing, strategy, and commercial teams, which can increase coaching exposure in a small team.
The company promises practical ramp support in internship language (“we’ll get you up and running and collaborate along the way”), but does not publish a repeatable onboarding plan or mentoring structure for juniors.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company publishes stability signals like employer-supported pension (and health insurance as part of the pension scheme in at least one role), plus 30 days paid holiday in a senior posting.
Klimate advertised an unpaid marketing internship (explicitly unpaid and tied to studies), which is a pay fairness downside for early-career candidates who cannot afford unpaid work.
The company often uses “competitive salary” wording without salary ranges, so early-career candidates cannot verify market alignment before applying.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has at least one public employee review indicating multi-year tenure (“current employee, more than 3 years”), which is a retention hint but not enough to judge early-career retention specifically.
Klimate has advertised student roles that mention potential full-time employment after studies, but there is no published conversion rate or examples of junior promotions.
The company’s LinkedIn footprint shows a small but established team (company size band listed as 11–50), yet public profiles do not provide clear early-career step-up patterns over 12–24 months.