Company details

Fremont, CA

HEADCOUNT

1000-2999

ORG TYPE

Corporate

SECTOR

Energy & Climate

WEBSITE

https://www.nextracker.com/

About the company

Nextracker builds technology used in large-scale solar power plants, best known for solar tracking systems that move panels to follow the sun. The company also sells adjacent hardware and software, including foundations, electrical balance-of-system products, and monitoring and controls tools. Nextracker serves solar developers, EPCs, and asset owners across multiple regions, with a focus on improving energy yield and lowering project risk. The company operates globally with engineering, manufacturing, and services footprints in several markets.

Locations and presence

Nextracker is headquartered in Fremont, California, and lists roles across locations including the US, India, Brazil, China, and Europe. Most openings are tied to specific sites, and the company does not present one consistent, company-wide remote policy on the main public careers landing pages.

Palpable Score

62.7

/ 100

Nextracker has clear signs of early-career access through internships and some junior-titled roles, plus credible learning signals through mentoring and training initiatives. Hiring process structure is visible through candidate-reported stages, and at least some compensation transparency shows up in internship postings and US listings. The biggest limiter is outcomes data: there is not much public, early-career-specific evidence on progression rates, promotion timelines, or retention.

Pillar 1: Early-career access

Score

13.0

/ 20

The company runs internships, including listings that are explicitly positioned as intern roles rather than informal short-term placements.

Nextracker appears on student and graduate job platforms with multiple internship postings across functions (for example, software and supply chain).

The company has limited public detail on intake size, cadence, or a recurring graduate cohort, which caps confidence on scale.

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Pillar 2: Hiring fairness and transparency

Score

12.3

/ 20

The company has a candidate-reported process that commonly includes multiple rounds and defined stages such as phone screens, one-on-ones, and occasional skills tests.

Nextracker has interview feedback describing step-by-step progression and recruiter updates between rounds for some roles.

The company does not publish a clear, official hiring timeline or assessment expectations for students and graduates on the main careers pages, so transparency varies by channel.

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Pillar 3: Learning and support

Score

13.0

/ 20

The company links early-career development to formal training infrastructure through PowerworX Academy messaging focused on hands-on training for solar workforce skills.

Nextracker references mentoring and internship support in public-facing materials tied to university partnership announcements and internal culture programming.

The company does not provide a publicly detailed onboarding, buddy, or mentorship structure for interns and new graduates that explains what support looks like week-to-week.

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Pillar 4: Pay fairness and stability

Score

13.7

/ 20

The company has internship postings that include an hourly pay range for California-based roles, which is a useful early-career transparency signal.

Nextracker has public job listings that sometimes include pay ranges for US roles, suggesting compensation bands are shared at least in some markets.

The company does not consistently publish pay ranges across entry-level full-time roles globally, and benefits details are presented at a high level rather than in role-linked specifics.

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Pillar 5: Early-career outcomes

Score

10.7

/ 20

The company has public LinkedIn evidence of intern-to-full-time conversion, including a post explicitly describing joining as a Sales Analyst following an internship.

Nextracker has generally positive overall employee sentiment visible in aggregate review summaries, but that signal is not segmented to early-career experiences.

The company does not publish early-career outcomes such as promotion timelines, internal mobility rates, or retention figures, limiting confidence on progression after the first role.

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