Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.tapio.eco

About the company

Tapio is a Brussels-based climate tech company offering subscription-style carbon management software and supporting services to help organisations measure, report, and reduce emissions. The company pairs a platform with in-house carbon expertise, and has also described using customer revenue to fund carbon-capture projects, especially nature-based projects such as reforestation. Tapio is a Certified B Corporation and positions the product as a practical “toolbox” for climate action across reporting, reduction planning, and stakeholder engagement.

Locations and presence

Tapio is headquartered in Brussels (Avenue Louise). Public hiring and company profiles mainly point to Belgium-based operations, with clients and partners referenced across Europe.

Palpable Score

60.0

/ 100

Tapio is a plausible early-career landing spot because the company has hired junior-titled roles and internships, and at least one job ad lays out a clear application sequence. The score is capped by limited pay transparency and a small, mixed set of public outcome signals, including at least one serious retention red flag.

Pillar 1: Early-career access

Score

13.0

/ 20

The company has posted early-career roles such as “Junior Carbon Expert” (listed as internship-level on LinkedIn) and junior commercial roles visible in the team list like “Junior Business Developer.”
Tapio’s own team page includes multiple entry-adjacent titles (HR Coordinator, Junior Business Developer, Events & Content Marketing), which signals a structure where juniors exist inside the core organisation.
The company’s live careers page has recently leaned senior for commercial leadership (Head of Sales) and mid-level marketing (Content Marketer requiring prior experience), so entry-level access is not consistently front-and-centre.

Pillar 2: Hiring fairness and transparency

Score

14.0

/ 20

The company publishes a step-by-step application flow in at least one job ad, including an intro call, a take-home case study, a final interview, then offer and onboarding.
Tapio includes an equal-opportunity statement and keeps role expectations fairly explicit in postings, which reduces ambiguity for first-time applicants.
The company uses take-home case studies without publicly stating a time limit, and public employee feedback includes a complaint about being hired and then dismissed quickly due to lack of work, which hurts confidence in planning and communication.

Pillar 3: Learning and support

Score

12.3

/ 20

The company describes close working relationships in at least one role, for example a Content Marketer working “side by side” with the CMO and cross-functionally with sales, product, and service.
Tapio runs Tapio Carbon Academy as a learning resource in the ecosystem, which supports skill-building even though it is not framed as an internal graduate programme.
The company rarely spells out onboarding mechanics such as buddying, 30-60-90 ramp plans, or review cadence in job ads, so support signals stop short of operational detail.

Pillar 4: Pay fairness and stability

Score

11.7

/ 20

The company lists concrete benefits in at least one posting, including 25 days paid leave, meal and eco vouchers, home office and internet allowances, and health and hospitalisation insurance (Alan Delight+).
Tapio describes compensation as “competitive” (and in one channel references performance-based bonus), but does not publish salary ranges for roles on the company careers site.
The company does not clearly explain equity, bonus targets, or pay progression for early-career roles, which limits pay fairness confidence before late-stage interviews.

Pillar 5: Early-career outcomes

Score

9.0

/ 20

The company has a public review describing a full-time carbon expert hire being dismissed after around two months due to insufficient workload, which is a serious early-career retention and workforce-planning risk.
Tapio raised a €2 million round in May 2025 and publicly stated an intention to double the team, which points to growth capacity but not necessarily stable team outcomes.
The company’s LinkedIn footprint shows a small team size band and limited public evidence of promotions, junior-to-mid progression timelines, or 12–24 month retention patterns, so outcome scoring is constrained by what is not published.

Useful links & resources

Tapio careers (open roles)Junior Carbon Expert (FR-EN-NL) role (example early-career entry point) Content Marketer job post (benefits + scope example)