Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Technology & Digital

WEBSITE

https://www.verda.com

About the company

Verda is a European AI cloud company selling GPU instances, instant clusters, and managed inference services aimed at AI builders, researchers, enterprises, and governments. The company positions the platform around sustainability, stating the GPUs run on 100% renewable energy. Verda presents itself as building a European hyperscaler alternative, with a strong focus on efficiency across compute, storage, networking, and software. Verda also publicly describes a rebrand from DataCrunch to Verda.

Locations and presence

Verda is founded in Helsinki and references Maria01 as a key Helsinki base for multiple roles. The company also hires remotely across Europe, and has UK-specific customer-facing roles.

Palpable Score

53.3

/ 100

Verda is transparent and structured in hiring for the roles it posts, with time-boxed interviews and senior leadership in the loop. The score is held back because most openings are experienced-hire roles and there’s little independent public evidence on early-career progression and retention.

Pillar 1: Early-career access

Score

6.3

/ 20

The company’s visible live roles are heavily senior, including Forward Deployed Engineer requiring 5+ years and Senior or Principal SRE requiring 7+ years.
Verda’s public jobs list includes mostly “Senior”, “Staff/Principal”, and manager titles across infra, security, and engineering, which limits true 0–3 year access.
The company has used internships historically (referenced in public company updates), but internships are not a consistent, always-on entry lane in the current main jobs feed.

Pillar 2: Hiring fairness and transparency

Score

16.0

/ 20

The company publishes a clearly staged process for at least one customer-facing technical role: intro call, technical interview, hiring manager interview, then a final panel including CEO and CTO, each with time boxes.
Verda’s job descriptions explain practicalities like location, start window, contract type, and working language, which reduces mismatch for applicants.
The company uses an ATS application flow rather than informal email-only recruiting, but the company does not publish salary ranges, which reduces transparency.

Pillar 3: Learning and support

Score

11.0

/ 20

The company frames work as “low hierarchy, high ownership,” which can accelerate learning for early-career hires only when paired with strong day-to-day coaching.
Verda describes flexible hours and hybrid or remote work across Europe as part of “work life with us,” which can support sustainable development if teams keep feedback tight.
The company’s job pages don’t spell out onboarding ramps, mentoring cadence, or progression checkpoints, so early-career support is hard to verify beyond cultural statements.

Pillar 4: Pay fairness and stability

Score

12.3

/ 20

The company states compensation includes cash plus equity and lists benefits such as healthcare, lunch, and wellbeing in multiple job descriptions.
Verda’s roles are posted as permanent, full-time employment across most openings, which is a stability signal versus repeated short contracts.
The company does not publish salary bands or equity mechanics on the roles reviewed, which caps confidence on pay fairness for early-career candidates.

Pillar 5: Early-career outcomes

Score

7.7

/ 20

The company has limited independent review-site outcome evidence that clearly matches this Verda entity, so retention and manager quality are hard to validate externally.
Verda publicly shares growth context (team size ranges and international team composition), but that does not translate into verified junior-to-mid promotion or 12–24 month retention data.
The company’s LinkedIn footprint shows a mid-sized team and active hiring, but public sources don’t show repeat early-career cohorts or clear progression stories that can be checked.