Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.materialevolution.com/

About the company

Material Evolution makes ultra-low carbon cement alternatives, marketed under the MevoCem product line, using industrial byproducts and a proprietary alkali-fusion process. The company positions the work as reducing emissions in cement and concrete, backed by AI-driven materials development and optimisation. Material Evolution operates both R&D and scaled production, including an operational production facility in North Wales. Public updates show active pilots with major construction-materials partners and ongoing commercial expansion.

Locations and presence

Material Evolution is headquartered around Teesside and lists offices in London and Wrexham, with some roles advertised as UK-remote. The company also references a production facility in the Wrexham area (Llay), which makes on-site operations a meaningful part of the footprint.

Palpable Score

60.7

/ 100

Material Evolution has hired genuine early-career roles in the recent past, and role pages show practical benefits like a learning budget and private healthcare. The main drag on the score is consistency and evidence: the current live openings skew senior, and there is limited third-party data on early-career progression, retention, and candidate experience.

Pillar 1: Early-career access

Score

11.7

/ 20

The company has advertised a true entry-level “Graduate Business Coordinator” role in Middlesbrough, explicitly framed for a recent graduate with “you don’t need lots of experience.”
Material Evolution has also hired “Lab Assistant / Junior Scientist” roles that sit close to hands-on lab work, which is a realistic first-step pathway for early-career science candidates.
The company currently lists only a “Technical Sales Manager” opening on the public job board, so early-career access is not steady year-round.

Pillar 2: Hiring fairness and transparency

Score

13.5

/ 20

The company writes clear, concrete responsibilities in public job ads (for example technical presentations, contract negotiation, collaboration with R&D, and travel expectations in the Technical Sales Manager role).
Material Evolution includes explicit equal-treatment language in job postings and asks relevant, role-specific screening questions rather than vague culture prompts.
The company’s job ads do not spell out interview stages, timelines, or task expectations, which makes it harder to judge how heavy the process will be before applying.

Pillar 3: Learning and support

Score

13.5

/ 20

The company lists a “learning budget” as a standard perk in multiple postings, which is a practical signal that development spend exists.
Material Evolution frames junior lab work as cross-functional, with collaboration across manufacturing and commercial teams to bring products from concept to production, which tends to accelerate learning.
The company does not publish onboarding structure or manager support rhythms (such as a 30-60-90 plan, mentoring ownership, or feedback cadence) in the public role pages.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company offers a benefits baseline that includes 25 days holiday plus an extra birthday day, cycle-to-work support, and wellbeing support in public job ads.
Material Evolution names Bupa health insurance in the Graduate Business Coordinator posting, which is a stronger-than-average stability signal for an entry-level startup role.
The company rarely publishes salary ranges for roles, so pay fairness and competitiveness cannot be checked upfront and the score is capped.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has limited third-party employee outcome data (for example, minimal usable review volume for retention, promotion pace, or junior sentiment), which constrains confidence.
Material Evolution’s LinkedIn footprint indicates a small team size band, but public evidence of typical junior-to-mid progression over 12–24 months is not shared.
The company’s public milestones (production facility commissioning and named pilots) support business momentum, but they do not replace published early-career outcomes like promotion examples, retention stats, or manager quality patterns.