Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

http://www.nala.earth/

About the company

Nala Earth builds a nature and biodiversity management platform for businesses, focused on measuring impacts and dependencies across topics like land use, deforestation, water, soils, and pollution. The company positions the product around reporting and regulations such as CSRD and frameworks such as TNFD and SBTN, plus risk and strategy workflows. Public materials describe Nala Earth as founded in 2023 with offices in Berlin and Zürich, and a small team. The company markets the platform to enterprise sustainability and risk teams.

Locations and presence

Nala Earth lists Berlin as headquarters and publicly references Zürich as another core location. The company’s job board frames work as Berlin, Zürich, or remote, with a hybrid setup and “workation” within Europe.

Palpable Score

49.0

/ 100

Nala Earth scores best on hiring transparency and people support signals because the company publishes benefits, flexibility norms, and a compensation approach on the public job board. The overall score is capped because Nala Earth has no live role openings beyond a talent pool, and there is limited public evidence on early-career progression and retention.

Pillar 1: Early-career access

Score

5.0

/ 20

The company’s public jobs page currently lists only a “Talent Pool,” so there are no observable 0–3 year roles open right now.
Nala Earth has at least one publicly visible internship review, which confirms some early-career entry has existed, even if internships are not currently advertised.
The company does not publish junior, associate, graduate, or working-student roles on the live job board at the time of review, which limits predictable entry-level access.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company uses a structured ATS (Personio) and provides a standard application route with a data privacy statement and clear submission instructions.
Nala Earth publishes specific working conditions on the Talent Pool post (locations, remote options, and a clear point of contact email), which is better than “DM us” hiring.
The company does not publish interview stages, expected assessments, or timelines on the careers page, so candidates cannot judge process burden up front.

Pillar 3: Learning and support

Score

12.0

/ 20

The company lists concrete support signals in the Talent Pool post, including a home-workspace equipment budget and a stated “long-term development perspective.”
Nala Earth’s internship review includes explicit “mentor” language and supportive senior guidance, which is a strong early-career learning signal even though it’s a small sample.
The company does not publish structured early-career mechanisms like buddy systems, 1:1 cadence, onboarding plans by week, or training budgets, so learning quality beyond anecdote is hard to verify.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company states that Nala Earth uses salary bands to ensure equitable compensation, which is a positive fairness signal in a startup context.
Nala Earth highlights stable baseline benefits in the public posting (26 days holiday plus a birthday day off, hybrid work, and retail discounts), which supports early-career stability.
The company does not publish salary ranges or example compensation bands on the job board, so early-career candidates still lack clear pay anchors.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company has very limited public outcomes data such as promotion pathways, intern-to-full-time conversion, or retention measures, which caps this pillar.
Nala Earth has at least one public early-career outcome signal via an internship review describing a strong experience and supportive mentoring, but review volume is too small to generalise.
The company’s LinkedIn footprint shows a small team size band, but public profiles do not provide enough consistent evidence of junior-to-mid progression over 12–24 months.