Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Energy & Climate

WEBSITE

https://www.xerof.ch

About the company

XEROF is a Swiss cryptoasset financial services provider focused on institutions, high-net-worth clients, and Web3 firms that need regulated rails between fiat and digital assets. Public descriptions highlight services like third-party payments, cross-border settlement, OTC brokerage, custody, and on/off-ramp infrastructure, with the company based in Zug. XEROF positions the business as “boutique” and high-touch rather than mass-market retail. The company operates in a heavily regulated space (VQF-supervised VASP status is referenced in public profiles and press materials).

Locations and presence

XEROF lists Zug (Canton of Zug) as headquarters, including a specific Zug address on the company’s LinkedIn profile. At least one senior role was advertised as full-time on-site in Zürich, which suggests a small Swiss footprint across Zug and Zürich rather than a multi-country hiring base.

Palpable Score

34.0

/ 100

XEROF looks like a small, specialist fintech where hiring is geared toward experienced operators, and the public footprint does not show reliable entry-level pathways. The score is capped by missing basics for early-career candidates: recurring 0–3 year roles, salary ranges, and visible progression outcomes.

Pillar 1: Early-career access

Score

4.7

/ 20

The company has public job evidence skewed toward senior hiring, such as a Vice President Marketing role requiring 10+ years experience and crypto industry experience.
XEROF does not show a visible pattern of “Junior”, “Associate”, “Analyst”, internship, or working-student roles in the sources reviewed.
The company has limited public job volume overall (small team, few roles surfaced), which reduces realistic entry points for graduates.

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Pillar 2: Hiring fairness and transparency

Score

10.3

/ 20

The company’s role write-up on LinkedIn includes clear scope, location expectations (on-site), and explicit qualification requirements for at least one role.
XEROF does not publish enough publicly accessible process detail (stages, task timeboxing, feedback norms) in the evidence reviewed, which makes transparency hard to judge.
The company’s hiring surface area appears narrow and inconsistent, which increases the risk of ad-hoc candidate experience simply because there is less standardisation visible.

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Pillar 3: Learning and support

Score

7.0

/ 20

The company operates in a tightly regulated domain (AML/CFT context is repeatedly referenced publicly), which can create structured learning through compliance-driven workflows, but that is not the same as coaching.
XEROF does not show public evidence of onboarding plans, mentoring, pairing, or formal early-career development support.
The company provides no role-level learning signals aimed at juniors (for example “ramp plan”, “shadowing”, “training budget”) in the sources reviewed.

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Pillar 4: Pay fairness and stability

Score

6.8

/ 20

The company’s public job material reviewed does not include salary ranges or equity explanations, limiting pay confidence for early-career applicants.
XEROF recruits for full-time roles (not repeated short contracts in the evidence reviewed), which is a stability positive even without pay transparency.
The company does not provide enough public benefits detail for Switzerland (pension, health, leave specifics) in sources reviewed to score higher on stability and fairness.

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Pillar 5: Early-career outcomes

Score

5.2

/ 20

The company has no meaningful early-career outcomes data in public sources reviewed (no junior promotion stories, retention signals, or cohort patterns).
XEROF has a small headcount band publicly listed (11–50 on LinkedIn), which makes outcomes harder to observe externally, but the company still does not publish any progression examples.
The company’s public footprint focuses on product and market messaging rather than people outcomes, leaving early-career progression unverified.

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