Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

http://www.tozero.solutions/

About the company

tozero is a Munich-based deep-tech startup recycling lithium-ion batteries and recovering critical materials including lithium and graphite. The company positions the work around scaling a first-of-a-kind commercial demonstration plant and reducing dependence on mined materials. Public updates highlight industrial-scale recovery performance and partnerships aimed at expanding recycling capacity. Recent coverage also frames tozero’s graphite recovery as strategically important because graphite is a large share of a battery’s footprint.

Locations and presence

tozero’s footprint is centred on Munich, with roles also tied to a plant location in Gendorf. Public hiring posts and job listings point to primarily on-site work in the current company phase.

Palpable Score

50.3

/ 100

tozero earns points for having at least one clearly early-career-viable role (1–3 years) plus visible intern hiring, and for writing job specs with real scope rather than fluff. The score is held back by missing pay bands, a very small set of open roles, and limited, mixed public evidence on culture and early-career outcomes.

Pillar 1: Early-career access

Score

9.2

/ 20

The company lists a Regulatory Affairs & Compliance Manager role that explicitly targets 1–3 years of experience, which is a credible early-career entry point.
tozero has posted publicly about hiring interns (for example in procurement and other “intern/trainee” tracks in Munich and Gendorf), signalling some student pipeline even when not all roles appear on the main careers board.
The company’s other currently visible openings are senior-headed (for example Head of Finance and a CEO Office senior operations role with 5+ years expectations), so entry-level access is present but not broad.

Pillar 2: Hiring fairness and transparency

Score

14.3

/ 20

The company gives unusually clear role boundaries in at least one posting, including an explicit “what this role is not” section and specific 12-month success outcomes for the CEO Office operations role.
tozero lays out detailed responsibility lists (for example compliance frameworks, audit responsibilities, and multi-stakeholder coordination in the regulatory role), which helps candidates judge fit.
The company does not publish interview stages, task expectations, or time-to-decision on the careers pages, so transparency stops at the job-description level.

Pillar 3: Learning and support

Score

9.8

/ 20

The company builds people-process work into a senior operations role, including owning onboarding and running performance, feedback, and promotion cadences, which is a positive structural signal for future junior support.
tozero includes explicit openness to training and further education in the compliance role, which is a practical learning signal if managers follow through.
The company does not publish concrete early-career support mechanisms like a buddy system, 1:1 cadence, a ramp plan, or a training budget in the role descriptions, so day-to-day support is hard to verify.

Pillar 4: Pay fairness and stability

Score

11.0

/ 20

The company lists tangible benefits in at least one senior posting, including a subsidised Deutschlandticket and a fitness and wellness program, which suggests baseline employee investment.
tozero’s open roles are posted as permanent, full-time employment, which is a stability signal compared with repeated short contracts.
The company does not publish salary ranges or equity basics for candidates, and a public employee review only supports “average salary and good benefits” at a high level, so pay fairness cannot be scored strongly.

Pillar 5: Early-career outcomes

Score

6.0

/ 20

The company has very limited public early-career outcome evidence such as promotions, retention, or intern-to-full-time conversion rates, which caps this pillar.
tozero has at least one public employee review that flags serious management and culture concerns (including bullying), which is negative outcome evidence even though the sample is small.
The company’s LinkedIn footprint shows a small, growing team tied to plant build-out milestones, but that does not provide enough repeatable proof of junior progression over 12–24 months.

Useful links & resources

tozero open roles (Personio)tozero LinkedIn (updates and hiring posts)tozero News (partnerships and scale-up milestones)