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Die folgenden Benefits wurden am häufigsten in den Bewertungen von 76 Mitarbeiter:innen bestätigt.
Flexible Arbeitszeiten
Homeoffice
Mitarbeiter-Events
Gute Verkehrsanbindung
Mitarbeiter-Beteiligung
Internetnutzung
Diensthandy
Betriebliche Altersvorsorge
Coaching
Barrierefrei
Gesundheits-Maßnahmen
Kantine
Betriebsarzt
Essenszulage
Parkplatz
Rabatte
Hund erlaubtThe once established idea and purpose behind the company ne my team mates.
Sehr gut darin, das Blaue vom Himmel zu versprechen.
In my opinion, this is an important step in the fight against climate change, not greenwashing. Setbacks and mistakes are to be expected with a system that is the first of its kind. The key is to learn from your mistakes.
In the past, there was a genuine sense of mission and innovation. Some colleagues are still highly dedicated and talented.
A talented and motivated workforce, meaningful opportunities for skill development, and a mission that inspires many.
Regarding promotions, they avoid giving it to you with randomly picked, inconsequentual examples like not directly booking a meeting with a colleague about a topic and instead asking first when they have time to discuss (also to find out if they are the person to talk to).
Even though exact criteria are available for promotions, which you can all exceed and still not get promoted because they want to save money. In particular, the jump from "base" career level to ...
Strategy changes on a nearly daily basis, becoming more disconnected from reality. C-Level management lacks experience and has lost touch with employees. Communication is neither realistic nor timely, even for leaders. There is zero trust from leadership. The legal team spends energy on internal issues and outsources actual legal work. Unfortunately, the environment has grown toxic—stay out.
Despite the obvious flaws in the strategy, all layoffs were made at the lower level. When asked about this, management offered no convincing arguments. Additionally, there are a few management positions that do not align with Climeworks' image and values (e.g., arriving to work daily in a Maserati despite the absence of parking spaces for employees).
The senior management seem to act clueless and does not clearly admit the situation the company is in.
Obvious bad performance of certain "favorite colleagues" remains unsanctioned (e.g. a stock keeper that can do home-office), even being highlighted by various people.
The company would benefit from rebuilding a stronger culture of inclusion, fairness, and recognition, so that contributions beyond “loud voices” are valued. Communication should become more transparent and open to feedback, with decisions explained rather than only delivered top-down. Collaboration also needs strengthening, as the current environment encourages territorial behavior instead of teamwork. Leadership accountability and fairness are key, with less favoritism and more support for teams. Finally, more concrete support for employee well-being, meaningful benefits, and career development would ...
If Climeworks truly wants to lead in the climate tech space, it must start by leading ethically and authentically. That means aligning internal culture with external messaging, rewarding merit over popularity, listening to and protecting its people. Otherwise, no amount of branding can cover up the growing disillusionment inside.
With responsibilities should also come a certain level of authority, so that decisions can be made more quickly. Not every topic needs to be discussed and presented to everyone. Honestly, if you can’t finish your work, report, or experiment because you have too many meetings, there is a structural problem in the company.
Leadership must become more experienced and transparent, fostering genuine trust and inclusivity. Communication should be honest and realistic. The company should build a stable strategy, improve compensation, and genuinely embrace diversity.
Der am besten bewertete Faktor von CLIMEWORKS ist Interessante Aufgaben mit 4,0 Punkten (basierend auf 27 Bewertungen).
The technology has potential, but there are still many problems to solve. The tasks can be very interesting. However, there is often a lack of understanding of the necessary groundwork and the need for clearly defined work processes. Ten people sit in a meeting room discussing what needs to be done, but then there aren’t enough resources to actually carry out the work.
Yes it could be great on paper if there was hope, but even with the last financing round nobody believes in it anymore. We see the numbers and it is a matter of time.
Many employees, including myself, had the opportunity to work on meaningful tasks and projects, with most given chances to develop skills and grow, albeit within a turbulent organisational context.
Fix the problems by any mean. Technically interesting but actually a mission impossible.
There would be many interesting tasks, and problems to solve. But the company is disorganized, and you will spend more time on fighting to be able to work on those problems, then actually working on these problems
Der am schlechtesten bewertete Faktor von CLIMEWORKS ist Vorgesetztenverhalten mit 3,0 Punkten (basierend auf 34 Bewertungen).
It seems like leadership is improvising more than it is taking smart decisions. This in itself would not be such a problem, but the lack of accountability and no willingness to own up to missteps is demoralizing. The result is a chaotic work culture where talented people feel manipulated or used.
Psychological safety is lacking, and there is a strong fear of retaliation when offering feedback.
Line managers' behaviour varied widely, with some micromanaging closely while others provided little guidance. Overall, the environment often reflected the poor example set by absent or self-focused senior leadership.
Many leaders are inexperienced and visibly overwhelmed, which leads to inconsistent management and a lack of direction. The executive team is largely absent and does not operate as a unified leadership group.
Direct supervisors good. C-Level spends too much time on micromanaging. Nobody from the c-levels wants to make decisions, but we are not left alone to make decisions either.
Middle management (and above) is often clueless and inexperienced, filling people’s calendars with useless meetings and then wondering why a good‑looking PowerPoint presentation doesn’t solve the actual problem. Power struggles are happening constantly, and far too many projects are running in parallel. It’s all about being seen by the higher‑ups and hiding the real issues.
Karriere/Weiterbildung wird mit durchschnittlich 3,1 Punkten bewertet (basierend auf 20 Bewertungen).
Progression is restricted by a rigid five-level system. Most staff reach Level 2 within a few years, after which further advancement is rare. Learning opportunities are encouraged in theory, but financial constraints limit what’s possible in practice
No external trainings or education at all due to budget cuts. Only rare trainings where absolutely needed (e.g. forklift driving license) supported.
This stands in absolute contrast to what is promised.
No chance to advance through the ranks if the set time in a level has not been fully reached.
Kaum Aufstiegsmöglichkeiten, es wird lieber extern Angestellt als intern befördert.
Advancement is not based on merit, dedication, or innovation. Employees who challenge the status quo or raise constructive concerns often face exclusion, or worse. Meanwhile, those who flatter upper management - regardless of competence - are rewarded.
