Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.oxyle.com/

About the company

Oxyle is a Swiss cleantech company focused on destroying PFAS in wastewater, including short and ultra-short chain PFAS that many treatment approaches struggle with. The company positions the technology around degrading and mineralising contaminants rather than filtering or generating secondary waste. Oxyle was founded in 2020 and operates from Schlieren in the Zurich area. Public materials also highlight customer pilots and case-study style performance results for PFAS destruction.

Locations and presence

Oxyle is based in Schlieren (Zurich), Switzerland. Roles on the careers page are Switzerland-based and the company promotes flexible working hours plus a work-from-home policy.

Palpable Score

52.4

/ 100

Oxyle is a decent early-career option if you can enter through internships, because the company advertises at least one R&D internship and talks about investing in learning. The score stays mid-range because most open roles are senior, pay is described but not range-posted, and there is very little third-party outcomes data (promotion, retention, junior sentiment) available publicly.

Pillar 1: Early-career access

Score

7.7

/ 20

The company lists an Innovation R&D Intern role, which is a real entry point for students and new grads into lab work tied to the core technology.
Oxyle’s other currently advertised roles are senior-led (Head of Customer Projects and Senior Sales Manager), which narrows access for 0–3 year candidates.
The company shows at least one intern job title publicly on the team page (Water Quality Analyst Intern), suggesting internships are not a one-off even if the volume is small.

Pillar 2: Hiring fairness and transparency

Score

15.0

/ 20

The company publishes a clear hiring flow: application, introduction call, deep dive, a job-typical challenge, team connect, then decision.
Oxyle sets expectations that candidates will complete a challenge, but the public materials do not time-box that work or explain what “good” looks like, which can increase candidate burden.
The company uses a structured ATS-style “explore open roles” setup and encourages speculative applications with a resume, which is clearer than informal inbox hiring.

Pillar 3: Learning and support

Score

12.3

/ 20

The company explicitly claims “investment in continuous learning” as a benefit, which is a concrete signal that training spend is part of the employee package.
Oxyle’s internship description includes hands-on lab experimentation, data analysis, and reporting, which typically creates strong learning-through-doing if supported well.
The company does not publicly spell out mentoring, 1:1 cadence, onboarding plans by week, or a progression framework, so support quality beyond general claims is hard to verify.

Pillar 4: Pay fairness and stability

Score

10.7

/ 20

The company states “competitive salary” and “attractive stock options,” but does not publish salary ranges for any role, which limits pay transparency for early-career candidates.
Oxyle lists stability-adjacent benefits that matter early on, including a company-wide winter shutdown between Christmas and New Year and 4-week paternity leave.
The company includes practical support like subsidised train fare and flexible work hours, but the lack of role-level pay bands caps this pillar.

Pillar 5: Early-career outcomes

Score

6.7

/ 20

The company has effectively no public review base on Glassdoor at the time of review, which blocks a confident read on early-career retention or manager quality.
Oxyle posts team updates on LinkedIn (for example new joiners in R&D), but public signals do not show repeatable junior-to-mid promotions over 12–24 months.
The company has external recognition (including being named an UpLink Top Innovator at World Economic Forum), but recognition is not the same as measurable early-career outcomes.