Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.skyfri.com

About the company

Skyfri builds software for solar and clean-energy operations, covering SCADA and monitoring, energy management, and an “energy and revenue” layer for billing and market participation. The company positions the product as an end-to-end platform for real-time monitoring, automated control, and commercial workflows for asset owners and portfolio managers. Skyfri also references a related O&M provider in India (“Skyfri Energy”) that has been used as a testbed for the technology.

Locations and presence

Skyfri lists Oslo as HQ and names teams across Norway, the United Kingdom, the United States, and India, with specific office addresses for Oslo and London plus a US and India address. The careers site also lists Oslo, Bengaluru, Hyderabad, London, Nicosia, and “USA” as location anchors for hiring and operations.

Palpable Score

50.6

/ 100

Skyfri earns points for a clearly published, candidate-friendly hiring process, including anonymised CV review and a time-boxed work test. The score stays modest because the current open roles skew experienced, pay ranges are not published, and public outcome signals are mixed and thin.

Pillar 1: Early-career access

Score

6.0

/ 20

The company’s public career portal currently highlights experienced roles like Data Engineer (3+ years required) and Tech Lead, which blocks most 0–3 year applicants at the first filter.
Skyfri lists “Co-workers 20” on the career site, and the small hiring footprint means fewer natural entry points like rotations, associate benches, or frequent junior backfills.
The company’s wider operating footprint includes India-based operations, but the public career portal does not currently show junior or intern roles that a graduate could reliably target.

Pillar 2: Hiring fairness and transparency

Score

16.0

/ 20

The company publishes a step-by-step hiring process that starts with anonymised applications to reduce bias and sets expectations before interviews begin.
Skyfri explicitly time-bounds the work test to “not more than 2 hours” and says the company does not want candidates working for free, which is the right bar for early-career fairness.
The company describes structured stages (intro call, first interview with hiring manager and team member, test, final interview with feedback), which reduces guesswork for first-time applicants.

Pillar 3: Learning and support

Score

11.8

/ 20

The company’s job descriptions include practical support signals like flexible working hours and work-from-home days, which can help juniors build a sustainable routine while ramping.
Skyfri uses People and Culture ownership in postings (a named People leader as contact on the job ad), which usually correlates with more consistent onboarding logistics and coordination.
The company does not publish concrete early-career learning mechanics like buddy systems, weekly 1:1 cadence, or a 30-60-90 ramp plan, so support is present but not operationally described.

Pillar 4: Pay fairness and stability

Score

7.8

/ 20

The company states “competitive salary and benefits package” in at least one role, but does not publish ranges, which caps confidence for early-career pay fairness.
Skyfri has employee reviews mentioning salary paid on time and (in at least one case) increments on time, which is a stability positive.
The company has no publicly visible detail on entry-level compensation structure (bonus, equity, or progression bands), so candidates cannot benchmark offers without reaching late-stage interviews.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has mixed employee sentiment on management, including one review citing lack of senior presence and another calling out poor management and office politics, which is a retention risk for early-career hires who need steady sponsorship.
Skyfri has at least one review from a long-tenure employee (5+ years) alongside several 1+ year tenures, suggesting some teams keep people, even if experiences vary by site and manager.
The company does not publish progression outcomes such as internal promotion examples, junior-to-mid timelines, or cohort retention, so outcome scoring has to rely on a small number of reviews rather than hard career-path evidence.