Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Energy & Climate

WEBSITE

http://www.opalfuels.com/

About the company

OPAL Fuels is a public renewable energy company focused on capturing biogas and converting it into renewable natural gas (RNG) and renewable electricity. The company also markets and distributes RNG, including for heavy-duty trucking, and runs services tied to fueling infrastructure. OPAL Fuels describes a nationwide footprint with hundreds of facilities and a vertical “waste-to-energy” model spanning production through distribution. OPAL Fuels trades on Nasdaq under OPAL.

Locations and presence

OPAL Fuels lists a corporate address in White Plains, New York, and hires for both headquarters roles and field roles across multiple US states. OPAL Fuels also positions the business as nationwide, including “over 350 facilities” in public materials.

Palpable Score

62.1

/ 100

OPAL Fuels publishes unusually candidate-friendly detail for a mid-sized energy operator, including pay ranges on several roles and a consistent benefits package. The main gap is that early-career access exists but is not abundant, and public evidence on training quality and progression for junior hires is mixed.

Pillar 1: Early-career access

Score

10.0

/ 20

The company advertises at least one role explicitly marked “Entry Level” (Environmental Analyst) with a relatively low experience bar of 1+ year and a defined pay range.
OPAL Fuels’ corporate-facing “Analyst” pathway often starts at 2–3 years (for example, RNG Compliance Analyst), which is early-career-adjacent but not a true graduate entry point.
The company’s current JazzHR board shows no active internship or graduate-program roles, and many operational roles require prior mechanical or plant experience.

Pillar 2: Hiring fairness and transparency

Score

14.7

/ 20

The company uses a consistent ATS flow (JazzHR) and postings lay out scope clearly, including duties, work hours, location expectations, and reporting lines.
OPAL Fuels publishes pay ranges on multiple postings and includes “good faith estimate” language that sets expectations about how offers are set.
The company has mixed candidate sentiment in public interview and employer-review pages, which suggests the experience can vary by site or team, and OPAL Fuels does not publish a standard interview process or timelines on the careers site.

Pillar 3: Learning and support

Score

11.7

/ 20

The company provides a tuition assistance benefit across roles, which supports skills growth for early-career hires who need structured upskilling.
OPAL Fuels explicitly frames at least one analyst role as a “lean team” environment with exposure to senior professionals and executive management, which can accelerate learning when paired with good coaching.
The company has negative public feedback that mentions poor training in at least one role, and job descriptions rarely spell out onboarding plans, mentoring, or a review cadence.

Pillar 4: Pay fairness and stability

Score

15.7

/ 20

The company posts salary or hourly ranges on multiple roles, including early-career-adjacent analyst work and hourly plant operations roles.
OPAL Fuels lists a broad and consistent benefits package in postings and on the careers page, including health coverage, 401(k) match, paid time off, holidays, life insurance, and disability coverage.
The company does not publish pay ranges on every role in one central place, and equity or long-term incentive detail is not clearly explained for early-career candidates.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has limited public, role-specific evidence on early-career progression such as promotion timelines, internal mobility rates, or examples of junior-to-mid growth tracks.
OPAL Fuels has mixed employee sentiment on public review sites, including concerns about training and management in at least one review alongside some positive notes on pay and coworkers.
The company’s LinkedIn presence shows ongoing hiring across operational and corporate functions, but public profiles and posts do not provide enough aggregate early-career tenure and step-up patterns to score outcomes higher.