Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Energy & Climate

WEBSITE

http://www.moixa.com/

About the company

Moixa is a smart energy software and optimisation company best known for GridShare, which coordinates home batteries (and related flexible assets) so they can participate in flexibility and energy services. The company has been closely tied to large-scale residential battery deployments through partners, including activity in Japan. In August 2022, Lunar Energy acquired Moixa and positioned Moixa’s software as part of Lunar’s home electrification and virtual power plant plans. Moixa’s public materials still focus heavily on software, control, and partner-led deployment rather than consumer-direct hardware sales.

Locations and presence

Moixa is registered in London, and public profiles position the team as UK-based with international partner deployments. Since the Lunar Energy acquisition, public positioning suggests the work connects into a wider UK–US footprint, but Moixa’s own careers information remains relatively standalone.

Palpable Score

54.8

/ 100

Moixa has real early-career potential in engineering and commercial support roles, backed by employee accounts describing high responsibility with support. The score is capped by a thin, older-looking hiring funnel, limited pay transparency, and a small but serious negative signal around unpaid work in at least one review.

Pillar 1: Early-career access

Score

11.6

/ 20

The company’s recruitment page explicitly lists “Junior Software Engineers” alongside mid-level and senior engineering, which is a direct entry-level access signal.
Moixa shows early-career adjacent commercial hiring in team profiles, including a “Commercial Executive” joining with around two years of post-graduation experience.
The company does not show a consistent, searchable live vacancies feed or recurring intern and graduate cycles, so it’s hard to verify repeat junior hiring year to year.

Pillar 2: Hiring fairness and transparency

Score

9.8

/ 20

The company’s careers route is “register your interest” via CV and cover letter rather than a clearly staged process, which is harder for first-time applicants to navigate.
Moixa does not publish interview stages, expected timelines, or assessment norms on the careers page, limiting transparency on what “good” looks like.
The company has limited publicly accessible, role-specific candidate experience detail to validate consistency in feedback and assessment burden.

Pillar 3: Learning and support

Score

14.1

/ 20

The company is described by employees as giving meaningful responsibility early, paired with active support including from founders, which is a strong early-career learning pattern when true.
Moixa’s technical domain (smart grid optimisation, battery orchestration, flexibility markets) tends to create steep learning through real operational constraints and measurable outcomes.
The company does not publish onboarding, mentoring, or progression frameworks, so early-career support looks real but not reliably “systemised” across roles.

Pillar 4: Pay fairness and stability

Score

8.6

/ 20

The company does not publish salary ranges on the recruitment page, which caps confidence on pay fairness for junior hires comparing offers.
Moixa has at least one employee review alleging unpaid work for a role, which is a serious stability and fairness red flag even if not representative.
The company has some compensation context on third-party sites, but the public picture is too patchy to score Moixa as consistently market-aligned.

Pillar 5: Early-career outcomes

Score

10.7

/ 20

The company has employee reviews describing strong learning and interesting technical work, which supports early-career skill growth outcomes even without formal programmes.
Moixa has mixed employee sentiment in public reviews, which suggests retention and progression outcomes may be uneven by manager or function.
The company’s LinkedIn footprint confirms sustained operations and a defined headcount band, but Moixa does not publish early-career outcomes like promotion timelines, junior retention, or conversion rates from junior to mid-level roles.