Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.octaviacarbon.com

About the company

Octavia Carbon is a Kenya-based climate tech company building Direct Air Capture (DAC) machines to remove CO₂ from the atmosphere and store it securely. The company positions the work as “Global South” DAC, anchored in Kenya’s renewable power and local engineering and manufacturing. Public hiring signals show a hands-on R&D and plant-operations environment in Ruai, Nairobi, with internships used as a real entry route. Public evidence on people practices is mixed: strong learning signals, but repeated mentions of long working hours.

Locations and presence

Octavia Carbon is primarily Nairobi-based, with work and roles tied to Ruai, Nairobi County. The company presents the mission as global, but the hiring footprint visible publicly is Kenya-centric.

Palpable Score

50.1

/ 100

Octavia Carbon offers credible early-career entry through internships that are framed with pathways into full-time roles, which matters a lot for graduates trying to break into climate hardware. The score is held down by limited pay transparency and public signals of heavy working hours, plus minimal published proof of junior progression and retention.

Pillar 1: Early-career access

Score

12.0

/ 20

The company posts internship roles in core R&D and operations (for example Test Rig Operator Intern), which is a direct entry-level doorway rather than only senior hiring.
Octavia Carbon runs at least one entry-level Research Scientist role structured as an initial 3-month internship with a stated pathway to full-time employment.
The company does not show a steady stream of “0–3 years” roles across multiple functions at once, so entry-level access can feel periodic rather than always-on.

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Pillar 2: Hiring fairness and transparency

Score

9.5

/ 20

The company’s careers page is lightweight on candidate expectations and does not clearly outline interview stages, timelines, or assessments.
Octavia Carbon job posts do include practical details about on-site work and responsibilities, which helps candidates self-screen fairly.
The company has limited public candidate-interview evidence at role level (beyond general review aggregates), which limits confidence about consistency and feedback quality.

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Pillar 3: Learning and support

Score

12.3

/ 20

The company frames early-career lab roles as hands-on experimentation under realistic DAC operating conditions, which is strong skill-building for graduates.
Octavia Carbon explicitly describes collaboration with internationally recognised scientists and research institutions in at least one early-career science posting.
The company’s own job language also flags an “intense working environment,” and public reviews mention long hours, which can undermine learning quality for juniors without explicit coaching guardrails.

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Pillar 4: Pay fairness and stability

Score

8.8

/ 20

The company does not consistently publish salary ranges in public postings, which caps pay fairness confidence for early-career candidates.
Octavia Carbon mentions competitive salary and a route to equity in at least one early-career role, but the lack of numbers makes it hard to judge market alignment.
The company has public employee review content describing long working hours, which is a stability and sustainability concern even if cash pay is “above average.”

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Pillar 5: Early-career outcomes

Score

7.5

/ 20

The company does not publish early-career outcome proof such as promotion timelines, internship-to-offer conversion rates, or 12–24 month retention.
Octavia Carbon has mixed employee sentiment signals in public reviews, including strong “career opportunities” but weaker work-life balance, which is a risk for early-career retention.
The company’s LinkedIn footprint shows a growing team size, but public information is not enough to summarise repeatable junior progression patterns without guessing.

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