Company details

HEADCOUNT

25-99

ORG TYPE

Corporate

SECTOR

Energy & Climate

WEBSITE

http://www.osakagasusa.com/

About the company

Osaka Gas USA is the North American subsidiary of Osaka Gas, focused on developing, owning, and operating energy infrastructure across natural gas and renewables. The company highlights work across power, LNG, upstream, and “future energy” areas, alongside investment activity in energy transition projects. Public materials position Osaka Gas USA as a growth platform in the US market with a mix of operating assets and new development.

Locations and presence

Osaka Gas USA lists Houston as headquarters, with additional office presence in the New York area and California. Job postings and company profiles most often reference White Plains, NY for in-office roles, alongside Texas and California locations.

Palpable Score

49.0

/ 100

Osaka Gas USA provides solid benefits and publishes detailed job descriptions that help candidates understand the work and expectations. The main drag for graduates is access: the roles visible publicly lean mid-to-senior, and the “lower level” roles still ask for several years of experience.

Pillar 1: Early-career access

Score

3.8

/ 20

The company’s only widely-visible “non-director” posting recently is an Administrative Assistant role that still asks for a minimum of 5 years of office administration experience.
Osaka Gas USA’s senior hiring is far more prominent publicly, including a Senior Director, Asset Management role requiring 15 years of relevant industry experience and full P&L accountability.
The company does not show recurring 0–3 year roles such as Analyst, Associate, Graduate, Intern, or apprenticeship positions in the public listings reviewed, which sharply limits true entry-level access.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company’s job descriptions are unusually specific about day-to-day responsibilities, down to concrete tasks like vendor invoice processing, travel coordination, and quarterly internal reporting.
Osaka Gas USA includes practical candidate-facing compliance signals in postings, such as E-Verify participation and Right to Work notices, which reduces ambiguity about eligibility steps.
The company does not publish a consistent interview-stage outline or expected timeline for applicants, so early-career candidates still have to guess what happens after applying.

Pillar 3: Learning and support

Score

11.0

/ 20

The company’s careers page includes first-person onboarding feedback that describes a “smooth” onboarding process and approachable HR support, which is a useful signal for newcomers.
Osaka Gas USA’s benefits summary explicitly lists professional development and tuition reimbursement, which can fund skill growth if managers actively support usage.
The company does not publish a junior-ready development structure like a defined ramp plan, mentorship matching, or review cadence, and many posted roles assume prior experience rather than built-in training time.

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company publishes a formal benefits summary that includes healthcare, 401k match, paid parental leave, paid holidays, and hybrid work, which supports stability for early-career hires.
Osaka Gas USA does not consistently publish salary ranges on the roles reviewed, which caps pay-transparency scoring even when benefits are strong.
The company’s public materials highlight performance-based incentives and recognition, but candidates cannot validate pay competitiveness for specific junior-leaning roles without posted ranges

Pillar 5: Early-career outcomes

Score

7.2

/ 20

The company’s careers page includes multiple “newest team members” write-ups that describe supportive managers, cross-team collaboration, and flexibility for wellbeing, which are positive early signals about day-to-day experience.
Osaka Gas USA has limited public employee-review volume, and the reviews that are easy to find are older and include critical comments about culture, long hours, and language barriers, which raises retention risk questions without fresher counter-evidence.
The company’s LinkedIn profile supports basic scale and multi-office footprint, but public sources do not provide clear early-career outcome proof such as junior promotions, conversion of interns to full-time, or repeat hiring of 0–3 year cohorts.

Useful links & resources

Careers page Administrative Assistant job post (Built In)Benefits overview PDF