Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Transportation & Infrastructure

WEBSITE

http://www.seabound.co/

About the company

Seabound builds onboard carbon-capture equipment for large cargo ships, designed to fit next to a vessel’s funnel and lock captured CO₂ into solid carbonate “pebbles” that can be offloaded at port. Seabound’s public updates highlight pilot and demonstration activity, including a port-based showcase with STAX Engineering at the Port of Long Beach. Seabound also shares milestone news about completing full-scale units and an award linked to the European Space Agency. The company’s website positions Seabound as a near-term solution while zero-carbon fuels mature.

Locations and presence

Seabound presents as a UK-based company, with London referenced in third-party job listings and company profiles. The company’s work is tightly connected to ports, shipping partners, and industrial demonstrations, so engineering and operations roles are likely to involve deployment coordination rather than purely desk-based work.

Palpable Score

33.9

/ 100

Seabound looks like a serious technical team with credible external traction, but the company publishes very little candidate-facing information that helps graduates judge access, fairness, support, or pay. The company’s own careers section says Seabound is not actively hiring, which sharply limits evidence for early-career hiring behaviour right now.

Pillar 1: Early-career access

Score

6.0

/ 20

The company states Seabound is not actively hiring, which removes the most direct entry-level pathway for new grads at the moment.
Seabound’s publicly visible historical role example is an R&D Thermal Fluids Engineer position framed for a “founding team” hire and mentioning a PhD preference, which is not an entry-level signal.
The company shows “Associate” and “Founder’s Associate” titles on the team page, but Seabound does not publish 0–3 year requirements or junior openings that a graduate can apply to today.

Pillar 2: Hiring fairness and transparency

Score

8.5

/ 20

The company does not publish interview stages, assessment format, or timelines on the careers section, so candidates cannot predict effort and turnaround.
Seabound has a public privacy policy describing how candidate and contact-form data is handled, which is a baseline transparency behaviour.
The company relies on a “Message us” approach when not hiring, which makes the application experience harder to evaluate than a consistent ATS flow.

Pillar 3: Learning and support

Score

7.2

/ 20

The company’s public material focuses on technology and deployments, but Seabound does not publish onboarding plans, mentorship, or feedback rhythms for early-career hires.
Seabound’s team page shows a compact engineering-heavy group (automation, mechanical, thermal fluids, structures), which can mean close senior exposure, but this is not described as a coaching setup.
The company does not provide role-level learning signals like pairing, 1:1 cadence, or a 30-60-90 ramp in publicly accessible job descriptions.

Pillar 4: Pay fairness and stability

Score

6.2

/ 20

The company does not publish salary ranges or benefits on the careers page, which caps pay fairness confidence for early-career candidates.
Seabound’s historical job listing mirrors do not surface compensation details, so candidates cannot benchmark market alignment before applying.
The company’s public hiring surface is too thin to verify whether early-career roles are permanent, stable contracts versus short-term arrangements.

Pillar 5: Early-career outcomes

Score

6.0

/ 20

The company has visible external traction (pilots, demonstrations, and partner announcements), but Seabound does not publish early-career outcomes like promotions, retention, or progression examples.
Seabound has little third-party employee review footprint that is clearly attributable to Seabound, limiting validation of manager quality and junior experience.
The company does not share any trackable “junior to mid-level” career stories over 12–24 months, so outcomes scoring stays cautious even with strong project momentum.