Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Energy & Climate

WEBSITE

http://www.sense.com/

About the company

Sense makes a home energy monitoring platform that uses machine learning to identify device-level electricity use, helping households understand and reduce consumption. Sense was founded in 2013 and is headquartered in Cambridge, Massachusetts. The company started with a direct-to-consumer Home Energy Monitor that reached 100,000+ homes, then expanded toward utilities by embedding the technology into smart meters and related grid-edge products. Public funding announcements and partner content position Sense as ClimateTech focused, with strategic relationships including Schneider Electric and Landis + Gyr.

Locations and presence

Sense is headquartered in Cambridge, MA, with hiring and employee presence primarily in the United States. Product and partner activity is oriented around US utilities and residential electrification markets.

Palpable Score

57.5

/ 100

Sense offers real early-career entry via internships and looks like a place where juniors can learn quickly in a mission-driven product environment. The score is capped because public evidence of repeat junior hiring, pay ranges, and early-career outcomes is patchy and not consistently presented in one place.

Pillar 1: Early-career access

Score

11.0

/ 20

The company has at least one publicly reported Software Engineer, Frontend internship interview process, which confirms early-career entry points exist.
Sense maintains a dedicated careers hub and a Workable jobs portal, but publicly accessible listings are not consistently visible enough to verify frequent 0–3 year hiring across functions.
The company’s public careers messaging focuses on “self-starters” rather than explicitly advertising junior-friendly requirements like “0–2 years” or “new grad,” which limits clarity for first-time applicants.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company has a candidate-reported structure for at least one role with three rounds (technical, managerial, HR), which is a reasonable baseline for fairness when applied consistently.
Sense has interview reports describing coding questions and stack discussions, which are role-relevant, but public guidance on assessment burden and timelines is limited.
The company does not clearly publish a step-by-step hiring timeline on the main careers messaging page, so applicants have to infer expectations from scattered interview accounts.

Pillar 3: Learning and support

Score

12.5

/ 20

The company positions work at Sense around collaborative problem-solving in ClimateTech, which can support learning through close teamwork.
Sense operates in a technically deep domain (energy disaggregation and grid-edge analytics), which tends to create strong on-the-job skill growth for juniors in engineering and data-adjacent roles.
The company does not publicly describe onboarding, mentoring, or a progression framework, so learning support looks plausible but not verifiable as a repeatable system.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company does not consistently publish salary ranges on its main careers pages, which reduces pay transparency for early-career candidates comparing offers.
Sense has third-party salary benchmarks available, suggesting established pay practices, but those are not a substitute for role-by-role ranges for junior hiring.
The company’s funding and strategic partner backing support stability signals, but benefits detail for junior hires is not clearly consolidated in public materials.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has a mid-range overall employee rating on review platforms, which suggests mixed experiences and makes early-career outcomes hard to call confidently.
Sense has limited publicly visible evidence of junior promotions, retention patterns, or internship-to-full-time conversion rates.
The company’s LinkedIn-style headcount band and ongoing hiring presence indicate a real operating organisation, but outcome data for early-career talent is not published.