Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Energy & Climate

WEBSITE

https://www.myenergi.com/

About the company

Myenergi is a UK clean-tech manufacturer best known for home EV charging and home energy management products, including the zappi charger. The company designs and manufactures from its eco headquarters in Stallingborough (near Grimsby), and sells through an installer network as well as direct channels. Myenergi also runs “myenergi academi”, positioning it as an “earn while you learn” route into the business via apprenticeships and internships. Public company updates and media coverage show Myenergi has been scaling through international subsidiaries while navigating a tougher EV market cycle.

Locations and presence

Myenergi’s main hub is Stallingborough HQ in Lincolnshire (Humber region). The company also references subsidiaries in Ireland, Australia, the Netherlands, and Germany in its company story and announcements.

Palpable Score

63.1

/ 100

Myenergi is stronger than many manufacturers for early-career access because the company runs apprenticeships and paid internships under a named academy, rather than relying only on experienced hires. The biggest limiter is confidence in stability and early-career outcomes, given recent redundancy reporting and mixed employee sentiment, plus limited pay-range visibility in most role ads.

Pillar 1: Early-career access

Score

14.0

/ 20

The company runs “myenergi academi” with apprenticeships, internships, and stated plans for post-graduate schemes across multiple business areas.
myenergi describes apprenticeships as an 80% hands-on and 20% training split, and internships as paid in-depth experience, which is a real entry-level pathway rather than a marketing page.
The company’s current open-role list is small and skews experienced, so recurring 0–3 year hiring volume is not consistently visible week to week.

Pillar 2: Hiring fairness and transparency

Score

13.8

/ 20

The company uses a formal ATS (Teamtailor) with consistent job templates covering role summary, responsibilities, qualifications, and benefits.
myenergi includes an equal opportunity statement directly in job ads, which sets a baseline expectation for fair consideration.
The company does not publish a reusable “what to expect” interview-stage guide or target timelines on the careers hub, so transparency relies on external reports and role-by-role variation.

Pillar 3: Learning and support

Score

15.2

/ 20

The company links early-career hiring to a dedicated training academy and talks about building technical knowledge plus leadership and management skills as part of the academy route.
myenergi also frames the academy as supporting internal staff development via an internal training prospectus covering renewables, sustainability, and the circular economy.
The company’s job descriptions mention “career development and ongoing support” but do not consistently spell out mentoring cadence, shadowing, or ramp milestones for junior hires.

Pillar 4: Pay fairness and stability

Score

11.3

/ 20

The company lists solid stability benefits in job ads, including private medical insurance, 25 days’ holiday (increasing with service), enhanced parental pay, and an employee assistance programme.
myenergi publishes a Gender Pay Gap report, which is a meaningful transparency signal for a company over the reporting threshold, even if it is not the same as salary ranges per role.
The company rarely posts salary ranges on its own job ads, so early-career candidates cannot benchmark pay fairness without getting deep into the process or relying on thin third-party estimates.

Pillar 5: Early-career outcomes

Score

8.8

/ 20

The company has reported redundancy rounds and headcount reduction in recent financial reporting coverage, which is a direct risk signal for early-career continuity.
myenergi’s employee sentiment snapshot is mixed on Glassdoor, with mid-range ratings and only a modest majority saying they would recommend the company.
The company does not publish trackable early-career outcomes such as intern-to-perm conversion, junior promotion timelines, or 12–24 month retention, which caps this pillar even with the academy in place.