Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Manufacturing & Industrials

WEBSITE

http://www.syre.com/

About the company

Syre is a textile recycling company focused on textile-to-textile recycling at hyperscale, starting with polyester. Syre positions the work as decarbonising and “dewasting” the textile industry by turning textile waste back into circular polyester with quality positioned as comparable to virgin material. Public reporting has linked Syre to backing from Vargas and H&M Group, plus plans for large-scale production in North Carolina and future expansion in Asia. The public hiring footprint at the time of review is very small.

Locations and presence

Syre’s public company footprint is centred on Stockholm, with operating build-out in North Carolina in the United States and plans referenced for Asia. The live opening on the company career site is based in Mebane, North Carolina.

Palpable Score

27.4

/ 100

Syre’s early-career score is capped because the company is not visibly hiring juniors right now and public evidence on onboarding, progression, and retention is thin. The company gets some credit for writing a clear role spec and using a recognisable ATS-style careers site, but most early-career signals are missing.

Pillar 1: Early-career access

Score

2.3

/ 20

The company’s careers site currently shows a single opening, which is not an entry-level pathway.
Syre’s live role asks for “5+ years of experience” in EHS management, which rules out 0–3 year candidates.
The company does not publicly list internships, graduate roles, apprenticeships, or junior titles on the career site at the time of review.

Pillar 2: Hiring fairness and transparency

Score

10.0

/ 20

The company lays out concrete responsibilities and compliance scope in the Environmental Health & Safety Consultant posting, including OSHA and EPA coverage and specific safety-program elements.
Syre uses a structured careers platform with a standard application flow and an option to “Connect” for future roles, which is better than email-only hiring.
The company does not publish pay ranges, interview stages, or time-bounded task expectations for candidates on the job posting, limiting transparency.

Pillar 3: Learning and support

Score

5.7

/ 20

The company’s only visible role is a part-time consultant position designed to lead EHS programs, so the learning environment described is not aimed at early-career development.
Syre frames the work around building “operational readiness” for a plant and future expansion, but the posting does not describe onboarding, mentoring, or coaching structures.
The company does not publish early-career learning signals like buddy systems, 1:1 cadence, training budgets, or progression expectations.

Pillar 4: Pay fairness and stability

Score

5.7

/ 20

The company does not provide salary ranges or benefits in the live job posting, which makes pay fairness hard to assess for graduates.
Syre lists the role as part-time at “1–2 days per week (40%, PT),” which can suit specialists but is not a stable entry route for most early-career candidates.
The company’s public materials discuss large-scale industrial plans, but those are not a substitute for transparent compensation details in hiring materials.

Pillar 5: Early-career outcomes

Score

3.7

/ 20

The company has minimal third-party review volume and no public early-career outcomes data such as promotions, retention, or internship conversion rates.
Syre has public traction signals in partnerships and factory planning, but those do not show how junior hires progress inside Syre.
The company’s LinkedIn footprint indicates a small team, and the public profiles available do not give enough consistent evidence of junior-to-mid progression patterns.