Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.veir.com

About the company

VEIR is a power hardware startup building superconducting power delivery and cooling systems aimed at increasing electricity transmission capacity for data centers and the grid. Public job descriptions focus on high-temperature superconducting cables, cryogenic infrastructure, and field testing. VEIR recruits heavily for hardware and power systems roles based in Woburn, Massachusetts, and frames the work as commercialisation of novel infrastructure tech. Early-career evidence exists, but it sits alongside a much stronger tilt toward senior and lead hiring.

Locations and presence

VEIR is headquartered in Woburn, Massachusetts, with hiring concentrated in the United States. Public job listings largely point to on-site roles tied to lab and field work.

Palpable Score

52.8

/ 100

VEIR is a mixed bag for graduates: compensation and benefits are unusually well-specified for a startup, and some roles include clear first-year ramp expectations. Entry-level access and early-career outcomes are harder to validate because most openings require 3+ years or 8+ years, and public reviews raise concerns about growth and performance management.

Pillar 1: Early-career access

Score

9.0

/ 20

The company’s live openings skew senior, with repeated “Principal”, “Senior”, “Technical Lead”, and “VP” roles dominating the job board.
VEIR does show a few more reachable entry points like Field Technician and some engineering roles that do not insist on long experience requirements in the visible excerpted criteria.
The company has limited evidence of a repeatable internship, graduate, or “0–2 years” intake track on the main careers funnel.

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Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company runs hiring through Greenhouse, which supports a consistent application route rather than informal inbox recruiting.
VEIR has at least one campus recruiting interview report describing a two-stage process including a take-home Excel assignment for a Data Analyst interview, with the candidate reporting a negative experience.
The company does not publish a standard interview timeline or candidate expectations across roles on the careers page, so transparency depends on the specific team and posting.

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Pillar 3: Learning and support

Score

11.0

/ 20

The company writes role “Expected Outcomes” and ramp milestones in some postings, including what success looks like at 3 months and 6–12 months.
VEIR includes learning-by-doing signals in technical roles, such as getting up to speed with LabVIEW code bases, instrumentation, and owning test campaigns over time.
The company does not publicly spell out early-career support mechanics like onboarding structure, buddying, review cadence, or protected learning time.

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Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company posts salary ranges for multiple US roles and explicitly states a compensation approach tied to “equal pay for equal work.”
VEIR lists substantial benefits in job descriptions, including 100% employer-paid medical, dental, and vision premiums, a 401(k), and paid parental leave.
The company includes equity (stock options) in role benefits, but junior-specific equity explanations and junior-level salary ranges are not consistently visible because few roles are truly entry-level.

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Pillar 5: Early-career outcomes

Score

6.8

/ 20

The company has limited public evidence of junior progression, such as promotions, internship-to-offer conversion, or retention over 12–24 months.
VEIR has employee review content referencing unclear direction, siloing, and a weak performance review process, which is a risk signal for early-career growth clarity.
The company’s LinkedIn footprint shows a relatively small team size band, but it does not provide verifiable patterns of early-career promotion and development outcomes.

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