Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.kraftblock.com/

About the company

Kraftblock builds high-temperature thermal energy storage systems aimed at decarbonising industrial process heat. The company’s systems are positioned to deliver steam, hot air, thermal oil, or hot water across a wide temperature range, with applications including waste-heat recovery and electrification. Kraftblock highlights a modular approach and industrial use cases such as steel, glass, chemicals, and other heat-intensive sectors. Public company materials also reference venture backing and a long-running company history (founded in the mid-2010s).

Locations and presence

Kraftblock is headquartered in Sulzbach/Saar, Germany, with hiring pages centred on that location. Multiple job ads also mention remote work options and flexible working models alongside on-site work.

Palpable Score

51.5

/ 100

Kraftblock offers some entry points that can work for early-career candidates, and the company’s job ads are unusually clear about what the work involves and what employees get in return. The score is capped by limited public evidence on salary ranges, early-career coaching structures, and real outcomes like promotions or retention for junior hires.

Pillar 1: Early-career access

Score

9.3

/ 20

The company has publicly advertised a Junior Sales Engineer role framed as a “start your career” entry point into technical sales.
Kraftblock’s current official open roles skew toward experienced engineering and project roles, including postings that ask for “at least 3 years” or “several years” of experience.
The company invites speculative applications via HR when no role fits, but that does not substitute for recurring 0–3 year hiring across multiple teams.

Pillar 2: Hiring fairness and transparency

Score

13.2

/ 20

The company runs applications through a structured ATS (Personio) with full role requirements, responsibilities, and an explicit “what we offer” section.
Kraftblock highlights being recognised by Saarland with a “Welcome Star” award for a hiring strategy that welcomes international talent, which is a concrete fairness signal.
The company does not publish a consistent, role-by-role hiring process outline (stages, timelines, assessments), and most postings also do not include salary ranges upfront.

Pillar 3: Learning and support

Score

11.3

/ 20

The company repeatedly advertises “individual further development” plus specialised training and tailored development programs inside job descriptions.
Kraftblock frames a flat-hierarchy environment where new hires can contribute ideas “from day one,” which can help juniors learn quickly when supported well.
The company does not publicly describe early-career staples like onboarding plans, mentoring, pairing, or review cadence, so candidates cannot judge how consistent support is across teams.

Pillar 4: Pay fairness and stability

Score

11.2

/ 20

The company offers stable contract language in multiple postings, including permanent, full-time employment.
Kraftblock includes benefits that matter for early-career stability such as a company pension plan, flexible hours, and remote options, but usually without monetary detail.
The company rarely shows salary bands in official listings, and “competitive” or “attractive” pay language is not verifiable for junior applicants before interview stages.

Pillar 5: Early-career outcomes

Score

6.5

/ 20

The company has very limited third-party outcome evidence, including a Glassdoor profile that shows no employee reviews yet, so retention and growth patterns are hard to validate.
Kraftblock is small enough that junior progression could be visible via public storytelling, but the company does not publish clear early-career progression case studies (for example, “intern to engineer” or “junior to lead” paths).
The company references a welcoming hiring approach and development opportunities, but public reporting does not show measurable early-career outcomes like promotion rates, repeat junior hiring cohorts, or structured internal mobility.