Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.tiko.energy/

About the company

tiko builds software and connected-device solutions that help electricity systems stay stable by shifting consumption when the grid is under stress. The company’s product story combines a virtual power plant with home and SME energy management, typically delivered through partners and white-label deployments. Public company materials position tiko around decarbonisation by coordinating flexible loads rather than building new generation. Hiring pages emphasise a small, international team spread across a few European offices.

Locations and presence

tiko’s hiring hub highlights offices in Zurich, Milan, and Paris, with roles grouped by those locations. LinkedIn lists the headquarters in Zürich and a company size band of 51–200 employees, so the bucket above is a best-fit estimate rather than a precise count.

Palpable Score

58.7

/ 100

tiko looks like a credible early-career learning environment in a scale-up setting, with strong culture signals and a reasonably standard interview structure that includes HR and technical steps. The score is capped because publicly visible junior entry points are inconsistent, and pay transparency is mostly indirect rather than shown in job ads.

Pillar 1: Early-career access

Score

9.0

/ 20

The company has at least one visible internship route in candidate reports, which confirms that early-career entry has existed in practice.
tiko’s public openings snapshot skews toward operational and specialist roles, and the careers site does not make “0–2 years” or “graduate” roles easy to spot.
The company offers unsolicited applications via a careers inbox, which can help juniors reach the team, but it does not replace a repeatable stream of clearly junior-scoped roles.

Pillar 2: Hiring fairness and transparency

Score

11.7

/ 20

The company has interview reports describing a staged process (application, HR screen, take-home or skills step, then a technical or team lead interview), which is a baseline structure candidates can prepare for.
tiko has at least one candidate report calling out a long process timeline (months) and homework, which can be burdensome for early-career applicants if not tightly time-bounded.
The company has at least one internship interview report describing clear upfront communication from HR, but also rigidity around working arrangements that affected candidate choice.

Pillar 3: Learning and support

Score

14.3

/ 20

The company explicitly sells a flat organisation with room to explore and “tools” to shape career paths, which is a useful signal for hands-on development in a smaller team.
tiko highlights an international, English-speaking environment across 20+ nationalities, which often translates into daily peer learning and exposure to different ways of working.
The company does not publish onboarding, mentoring, or promotion frameworks, so the strength of coaching is hard to verify team by team.

Pillar 4: Pay fairness and stability

Score

12.0

/ 20

The company advertises concrete benefits that support stability, including paid public transportation and the option to buy additional vacation days.
tiko has employee review language describing fair or well-paid compensation and good benefits, but that is not backed by published salary ranges in the hiring hub.
The company promotes flexible working (including limited “work from anywhere in Europe” days), but at least one internship report cites no smart working, suggesting policy may vary by role and location.

Pillar 5: Early-career outcomes

Score

11.7

/ 20

The company has employee review data showing a strong overall score and a high “recommend to a friend” rate, which supports retention potential in the near term.
tiko’s review breakdown shows weaker “career opportunities” and “senior management” ratings than work-life balance and compensation, which is a watch-out for early-career progression consistency.
The company’s LinkedIn footprint supports that tiko is a real hiring organisation with multiple offices, but tiko does not publish early-career outcomes like promotion timelines, junior tenure patterns, or internal mobility examples.