Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.vema.earth

About the company

Vema Hydrogen is an early-stage hydrogen startup developing “Engineered Mineral Hydrogen”, a method aimed at producing hydrogen from reactive rock formations underground. Recent public updates focus on field activity in Quebec and commercial positioning tied to California data-center energy demand. Vema Hydrogen raised a reported $13m seed round in February 2025 and has continued publishing science and milestone announcements through 2025 and early 2026. Public hiring information exists mainly through investor ecosystem job boards rather than a consistently populated careers page.

Locations and presence

Vema Hydrogen is publicly associated with California in company announcements and media coverage, and the company has run field work in Quebec (pilot wells). Public information does not yet show a multi-office footprint or country-by-country hiring hubs.

Palpable Score

39.1

/ 100

Vema Hydrogen is still too early and too opaque on hiring details to score well for graduates, with limited evidence of repeatable 0–3 year roles or junior-friendly pathways. Where information does exist, it is mostly company news and investor ecosystem listings rather than job descriptions that spell out learning, pay, and progression.

Pillar 1: Early-career access

Score

9.0

/ 20

The company appears on investor ecosystem job boards, suggesting some active hiring rather than “founder-only” recruiting.
Vema Hydrogen shows a very small headcount footprint publicly, which usually means few entry-level openings at any one time and a less predictable junior intake cadence.
The company does not show a visible internship, graduate, or “0–2 years” pipeline on the main vema.earth site, which caps entry-level access.

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Pillar 2: Hiring fairness and transparency

Score

10.0

/ 20

The company relies on third-party job-board infrastructure (portfolio careers pages), which can support basic application tracking compared with informal DM-only hiring.
Vema Hydrogen does not publish a candidate process, timelines, or evaluation criteria on vema.earth, leaving first-time applicants guessing what the process looks like.
The company has too little public interview feedback (positive or negative) to validate consistency, closure, and candidate burden.

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Pillar 3: Learning and support

Score

8.7

/ 20

Pillar 3 reasoning:

The company’s work spans lab, subsurface analysis, and field pilots, which can be an excellent learning environment when early-career hires get close coaching.
Vema Hydrogen does not publish verifiable early-career support mechanics such as onboarding plans, buddying, 1:1 cadence, or training time in role descriptions.
The company’s public materials focus on technology milestones and partnerships, but do not spell out how junior staff would be set up to learn safely in high-risk field contexts.

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Pillar 4: Pay fairness and stability

Score

5.7

/ 20

The company does not consistently publish salary ranges or benefits for roles in public listings, which caps confidence on pay fairness.
Vema Hydrogen has too little reliable third-party compensation data to judge whether pay is market-aligned for early-career hires.
The company’s very early stage and limited hiring footprint make stability signals (contract type, benefits, equity clarity for juniors) hard to verify publicly.

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Pillar 5: Early-career outcomes

Score

5.7

/ 20

The company does not publish outcome proof such as internship conversion, promotion timelines, or retention over 12–24 months.
Vema Hydrogen shares major execution milestones (for example pilot well completion), but these do not translate into observable early-career progression patterns.
The company’s LinkedIn presence is growing, but public information does not support a repeatable “junior hire to bigger scope” story at this stage.

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