• The company has hired internships that are visible in public employee feedback, including an intern Data Scientist review describing full project ownership with easy access to help.
• Paebbl has posted a Junior Process Operator role in Rotterdam, which is a rare “hands-on operations” entry point for early-career talent in climate hardware scale-up work.
• The company’s other publicly visible roles skew experienced specialist profiles, including engineering and PhD-heavy R&D hiring, so graduate access is present but not broad.

Pillar 2 reasoning:

• The company’s role ads are detailed on responsibilities, location, and working model (for example “Hybrid Remote” in engineering postings), which reduces role ambiguity for applicants.
• Paebbl does not consistently publish the interview stages, assessment format, or timelines on external job-board versions of role ads, so candidates cannot predict the process load before applying.
• The company runs recruiting via an ATS with “Connect” talent pooling, and publishes a recruitment privacy policy that explicitly covers applied, sourced, and referred candidates, which is a concrete transparency behaviour even without a step-by-step interview outline.

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• The company lists an annual learning and development contribution on the careers site, which is a concrete support lever rather than vague “growth opportunities.”
• Paebbl’s intern review describes a supportive working setup: ownership paired with the ability to ask for help at any time, which is the kind of day-to-day coaching signal early-career hires need.
• The company’s public role pages rarely spell out onboarding structure (buddy system, 30-60-90 plan, feedback cadence), so support is signposted through benefits and culture statements more than manager commitments.

• The company advertises a broad stability package on the careers site: stock options, healthcare and wellness allowance, pension scheme, parental leave, and “unlimited paid vacation.”
• Paebbl’s role ads repeat tangible benefits (private healthcare, training budget, wellness budget, paid vacation, and paid parental leave), which is stronger than many early-stage climate hardware employers.
• The company does not publish salary ranges in the most visible role pages, which caps pay-fairness confidence for early-career candidates comparing offers.

• The company has too little public early-career outcome data (promotions, time-to-level, retention stats) to score strongly on progression evidence.
• Paebbl has a minimal third-party review footprint that is clearly attributable to Paebbl, and the available review is from an intern rather than a longer-tenure junior employee.
• The company shows credible scaling signals through repeated specialist hiring and expansion across multiple hubs, but public sources do not yet show typical early-career trajectories over 12–24 months.