Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Energy & Climate

WEBSITE

http://www.madisonei.com/

About the company

Madison Energy Infrastructure develops, owns, and operates clean energy infrastructure projects, with a focus on commercial and industrial customers. The company describes a portfolio approaching 1 GW in operation and a track record across hundreds of projects. Madison Energy Infrastructure also promotes an MEI+ offering that packages clean energy infrastructure for customers who want speed and certainty. The company hires across commercial, investments, and people functions, alongside asset-facing roles.

Locations and presence

Madison Energy Infrastructure lists New York, NY as a core hub for corporate roles, and job postings also reference the McLean, Virginia area. Madison Energy Infrastructure’s project footprint spans multiple US states based on public project announcements and the company’s positioning.

Palpable Score

66.0

/ 100

Madison Energy Infrastructure offers real early-career entry points and backs that up with visible pay ranges and a consistent ATS, which makes the hiring experience easier to navigate. The limiting factor is mixed evidence on day-to-day structure and training quality, plus not enough public proof of early-career progression over time.

Pillar 1: Early-career access

Score

12.0

/ 20

The company lists at least one true early-career corporate role such as Analyst, Project Acquisitions, which signals access beyond senior-only hiring.
Madison Energy Infrastructure’s open roles still skew mid-to-senior overall, with many postings framed at Senior Associate, Director, Senior Director, and Senior Originator levels.
The company has evidence of internships in public reviews and interview entries, but internships are not consistently visible as a recurring intake on the current public job board.

Pillar 2: Hiring fairness and transparency

Score

14.5

/ 20

The company runs roles through Greenhouse, and postings are structured with clear sections on responsibilities, requirements, and location expectations.
Madison Energy Infrastructure posts “employer provided” compensation ranges across multiple roles on major job aggregators and LinkedIn, which improves transparency for candidates.
The company uses assessments in at least one interview track (reported as an “intelligence test”), and Madison Energy Infrastructure does not publicly outline standard interview stages or timelines on the careers site.

Pillar 3: Learning and support

Score

12.5

/ 20

The company has at least one employee review citing mentorship, leadership access, and the chance to build technical and industry skills even while interning.
Madison Energy Infrastructure has mixed training signals in reviews, including a project-facing review that explicitly criticises a lack of training and organisational structure.
The company’s job descriptions do not consistently spell out concrete early-career support mechanics like buddy systems, 30-60-90 ramp plans, or a formal review cadence.

Pillar 4: Pay fairness and stability

Score

15.5

/ 20

The company shares pay ranges publicly for several roles, including early-career-adjacent titles like Analyst, Project Acquisitions and Coordinator, People on job aggregators.
Madison Energy Infrastructure also shows senior salary bands on LinkedIn postings, which suggests pay-setting is not treated as a black box across the org.
The company does not consistently publish benefits and total rewards detail in one clear, candidate-facing place, which matters for early-career stability comparisons.

Pillar 5: Early-career outcomes

Score

11.5

/ 20

The company has both positive and negative employee reviews, including one that praises growth and mentorship and another that reports heavy workload and weekend expectations.
Madison Energy Infrastructure has some interview feedback in public forums, but it does not translate into clear early-career outcome proof like promotion velocity, internal mobility rates, or retention over 12–24 months.
The company shows a moderate-sized employee base on LinkedIn, but public profiles and posts do not provide enough aggregate evidence of junior step-up patterns to score outcomes higher.