Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.osmoses.com

About the company

Osmoses is a Cambridge, Massachusetts membrane technology startup working on molecular “filters” to make industrial gas separations less energy-intensive. The company is an MIT spinout and talks publicly about replacing energy-hungry thermal separation steps with membrane-based alternatives. Public updates focus on pilots, commercialization of first products, and scaling manufacturing and testing capability. Hiring signals are currently narrow and mostly focused on specialist product and testing roles.

Locations and presence

Osmoses is based in Cambridge, Massachusetts (750 Main St listed on the company’s LinkedIn). Public hiring is heavily centered on in-person technical work in the Cambridge area.

Palpable Score

42.9

/ 100

Osmoses looks like a classic early-stage deeptech employer where the work could be great learning, but the hiring surface for graduates is small and not consistently labelled for 0–3 years. Pay and process transparency are also limited in public materials, and there’s little published evidence of early-career progression outcomes.

Pillar 1: Early-career access

Score

7.0

/ 20

The company’s careers page currently lists only two open roles and both are experienced profiles (Senior Membrane Scientist and Product Testing & Qualification Engineer).

Osmoses asks for experience levels like PhD plus 2+ years (Senior Membrane Scientist) and 3+ years industrial experience (Product Testing & Qualification Engineer), which narrows true new-grad access.

The company offers a “Talent Pool” signup, including versions reposted as “Early Career,” but that’s not the same as a repeatable stream of junior openings.

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Pillar 2: Hiring fairness and transparency

Score

10.0

/ 20

The company uses a centralized job-board flow (via Polymer) linked from the careers page, which is more consistent than informal “email the founders” recruiting.
Osmoses’ role pages are detailed on scope and responsibilities (for example, defining test criteria, running mixed-gas campaigns, and maintaining documentation), which helps candidates self-screen.
The company does not publish interview stages, timelines, or assessment expectations on the careers hub or role pages, so transparency on candidate burden is limited.

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Pillar 3: Learning and support

Score

9.3

/ 20

The company’s roles are strongly cross-functional (product, engineering, implementation, commercial), which can be a fast learning setup when coaching is present.
Osmoses describes documentation, calibration procedures, and experimental campaign design as core work, which is real skill-building but also high responsibility for anyone early-career.
The company does not publicly describe onboarding, buddying, feedback cadence, or training time, so learning support for juniors can’t be verified beyond “startup exposure.”

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Pillar 4: Pay fairness and stability

Score

10.3

/ 20

The company states “competitive salary and equity packages” in public job descriptions, which is a positive baseline signal.
Osmoses does not publish salary ranges in the role pages linked from the official careers site, which caps confidence for early-career pay fairness.
The company’s public materials are light on benefits specifics (healthcare, leave, retirement), making stability harder to judge from the outside.

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Pillar 5: Early-career outcomes

Score

6.3

/ 20

The company does not publish early-career outcomes such as internship conversion, promotion timelines, or 12–24 month retention figures.
Osmoses shows team growth signals on LinkedIn and ongoing commercialization milestones, but those don’t translate into verifiable junior progression patterns.
The company has limited reliable, Osmoses-specific independent review coverage that clearly reflects the Cambridge membrane startup, so outcomes have to be scored conservatively.

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