Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.ocean-ledger.com/

About the company

Ocean Ledger builds geospatial analytics for coastal flood and erosion risk, aimed at organisations that price, underwrite, or manage coastal exposure. The company positions the work around storm surge and sea level rise at site, portfolio, and asset level, with uncertainty metrics and frequent updates. Ocean Ledger says the technical foundation comes from eight years of R&D at the German Aerospace Center (DLR) and markets outputs via dashboard, API, and reports. Public coverage describes Ocean Ledger as an early-stage venture that has raised pre-seed funding to scale.

Locations and presence

Ocean Ledger is described as London-based in external coverage and is listed as located in London on startup directories. Public interviews also describe Ocean Ledger as a US/UK startup, suggesting some cross-Atlantic market focus alongside the UK base.

Palpable Score

29.8

/ 100

Ocean Ledger looks like a technically serious early-stage team, but there is very little public hiring evidence that helps a graduate judge access, fairness, support, or pay. Most of the score is capped by missing basics such as live junior-friendly roles, published interview steps, and any visible early-career progression outcomes.

Pillar 1: Early-career access

Score

5.8

/ 20

The company’s public site does not show a careers page or open roles, so entry-level access cannot be verified from official postings.
Ocean Ledger has posted that the company was hiring specialist technical roles like “Earth Observation Scientific Engineer” and “Geospatial Data Engineer,” which suggests growth but not junior-specific entry points.
The company has no visible internships, working-student roles, or “0–2 years” job descriptions available in public sources, which keeps graduate access low.

Pillar 2: Hiring fairness and transparency

Score

6.3

/ 20

The company does not publish an interview process, timelines, or assessment expectations on the company website, which leaves candidates guessing about workload and response times.
Ocean Ledger’s hiring posts link out to role pages on job platforms, but the role pages are no longer publicly accessible, so transparency is not durable.
The company offers a single “get in touch” flow on the website rather than a clear ATS or application pathway, which makes the application experience hard to evaluate.

Pillar 3: Learning and support

Score

6.0

/ 20

The company states the product is built on long-running scientific R&D roots, but that is not the same as publishing how junior hires would be coached day to day.
Ocean Ledger’s public materials do not describe onboarding, mentoring, pairing, or a feedback cadence that an early-career hire could rely on.
The company has no role descriptions available that spell out learning supports such as shadowing, 1:1 structure, or a 30-60-90 ramp.

Pillar 4: Pay fairness and stability

Score

5.5

/ 20

The company does not publish salary ranges, benefits, or equity basics in any publicly accessible job descriptions, so pay fairness can’t be checked upfront.
Ocean Ledger’s public-facing pages are product- and client-focused, with no candidate-facing detail on contract type (permanent vs fixed-term) or stability signals.
The company has raised early-stage funding, but without compensation and benefits disclosure the pay pillar remains capped.

Pillar 5: Early-career outcomes

Score

6.2

/ 20

The company has public traction signals such as participation in Lloyd's Lab cohorts and partnerships mentioned in case studies, but that does not show junior progression.
Ocean Ledger has no meaningful employee review footprint visible on major platforms under the company name, limiting third-party signals on retention and manager quality.
The company has a small, specialist team profile in public listings, but there are no published examples of junior-to-mid growth over 12–24 months.