Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.pvcase.com/

About the company

PVcase builds software for solar project development, covering site selection, PV design, and yield optimisation in one platform. The company positions the product as an alternative to manual, error-prone workflows, aiming to speed up solar development timelines. PVcase describes a global customer footprint, including 1,800+ customers across 80+ countries and more than 4 TW of projects supported annually. PVcase was founded in 2017 and operates as a remote-first company with physical hubs in Europe.

Locations and presence

PVcase offers remote roles across multiple regions, including the US and Europe, with “unlimited remote work” described as a core perk. PVcase lists offices in Vilnius (HQ), Kaunas, and a Barcelona co-working space, alongside globally distributed teams.

Palpable Score

60.5

/ 100

PVcase has some genuine early-career entry points in go-to-market roles and publishes unusually helpful pay ranges on several postings, which is a strong signal for fairness. The main limiter is that most roles currently visible are pitched at 2–3+ years and outcome evidence for junior progression is thin, with some candidate feedback pointing to inconsistency in interview hygiene.

Pillar 1: Early-career access

Score

10.8

/ 20

The company lists Sales Development Representative roles that are explicitly open to 1–3 years of experience, which is a workable entry lane for early-career applicants.
PVcase’s engineering openings shown publicly (for example Frontend Engineer) are framed around “typically 3+ years,” which narrows access for true graduates.
The company’s other customer-facing roles (for example Technical Support Engineer) lean toward “2+ years” and sector-specific experience, so early-career coverage looks uneven across functions.

Pillar 2: Hiring fairness and transparency

Score

12.7

/ 20

The company’s job pages typically spell out responsibilities and requirements clearly, including practical day-to-day tasks (for example customer support work across chat, email, and calls).
PVcase has public candidate feedback describing silence after interviews and interviews feeling unprepared, which pulls down confidence in consistency.
The company’s application flow is structured and standardised through a dedicated ATS-style careers site, reducing ambiguity compared with ad hoc email hiring.

Pillar 3: Learning and support

Score

12.5

/ 20

The company repeatedly references “full training and onboarding” in role pages, which is a concrete support signal for new joiners.
PVcase describes dedicated learning and development budgets on the careers site, but most role ads do not spell out mentoring, pairing, or review cadence for juniors.
The company highlights internal transparency and cross-team collaboration (for example code reviews and architecture discussions in engineering roles), which helps learning, but is not the same as explicit coaching.

Pillar 4: Pay fairness and stability

Score

14.5

/ 20

The company publishes salary ranges on multiple roles (for example Technical Support Engineer in the US and Frontend Engineer ranges by country), which is a strong early-career fairness marker.
PVcase lists concrete benefits in some regions (for example US healthcare coverage and a 401(k) match), improving stability versus “contract-only” setups.
The company does not show pay ranges on every role (for example SDR postings focus on “steadily increasing salary” without a range), which caps confidence for early-career applicants comparing offers.

Pillar 5: Early-career outcomes

Score

10.0

/ 20

The company has mixed employee sentiment signals, including a mid-range “would recommend” figure and a relatively strong work-life balance rating, suggesting some teams are a good experience.
PVcase’s LinkedIn presence and company size band, plus ongoing multi-function hiring, points to organisational growth, but this does not directly evidence junior promotions or retention.
The company’s public indicators for progression are limited, with “career opportunities” rated modestly and several interview-experience reports flagging process issues, so early-career outcome visibility is restricted.