Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.up2you.io

About the company

Up2You is an Italian greentech that sells sustainability software and services to help companies measure, manage, and reduce emissions. The company markets multiple platforms, including a carbon management tool (CliMax) and employee engagement and training products (PlaNet). Up2You describes the business as a certified benefit company and a B Corp, founded in January 2020 by three aerospace engineers. Public company materials also highlight two early funding rounds totalling €4m (by December 2022) and growth to 50+ people by May 2023.

Locations and presence

Up2You lists Milan as the core base and publishes a registered office address in Milan. The company also lists additional operating offices in southern Italy and advertises “work from anywhere” as a standard benefit, so hiring can suit both office-led and flexible candidates.

Palpable Score

61.8

/ 100

Up2You is stronger than most early-stage climate startups on candidate experience, with a clearly described hiring path and an explicit promise that every applicant gets feedback. The limiter is early-career volume: the visible openings skew toward internships and traineeships rather than a steady stream of 0–3 year full-time roles, and pay ranges are not consistently published.

Pillar 1: Early-career access

Score

11.2

/ 20

The company currently shows several early-career entry points through internship and “stage” roles (for example Sustainability Analyst, Sustainability Client Partner, and creative or social media internships).
Up2You also keeps a “spontaneous application” route open, which can help juniors who do not fit a single live job title.
The company does not show a consistent set of junior full-time roles (Junior, Associate, Analyst) across functions at the same time, which limits entry-level access outside internships.

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Pillar 2: Hiring fairness and transparency

Score

15.8

/ 20

The company publishes a step-by-step selection path (application, first feedback, video interview, People & Culture interview, technical interview, and sometimes a technical test).
Up2You explicitly commits to giving every applicant feedback, positive or negative, which is a fairness signal many candidates care about.
The company mentions technical tests but does not consistently timebox the expected effort in public materials, which can still create uneven burden for early-career applicants.

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Pillar 3: Learning and support

Score

13.4

/ 20

The company describes internal training sessions designed for knowledge-sharing across the team, which is a practical learning lever for juniors.
Up2You also builds in recurring in-person rituals like annual team building and a multi-day team retreat, which can speed up learning through context and relationships.
The company does not publish role-level onboarding plans, mentoring commitments, or “first 30/60/90 day” ramp expectations, so support is not fully predictable before joining.

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Pillar 4: Pay fairness and stability

Score

12.1

/ 20

The company lists tangible stability perks such as meal vouchers, mobility support, and access to a psychotherapy service, which can matter early in a career when budgets are tight.
Up2You also offers stock options and “work from anywhere,” which can improve long-term upside and flexibility when paired with a stable base salary.
The company does not consistently publish salary ranges in the publicly visible openings reviewed, which caps confidence on pay fairness for early-career candidates.

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Pillar 5: Early-career outcomes

Score

9.3

/ 20

The company has a small set of public employee reviews that are largely positive on recommend/CEO approval, but the sample size is too limited to treat as a reliable outcome trend.
Up2You publicly reports growth milestones (team size expansion and customer counts), which suggests scaling, but this does not show what happens to junior hires after 12–24 months.
The company does not publish early-career outcome markers like junior promotion stories, cohort retention snapshots, or internal mobility examples, so progression outcomes remain hard to verify.

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