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Die folgenden Benefits wurden am häufigsten in den Bewertungen von 74 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 erlaubtIn 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.
There is a vision and room to actually do things.
Remote work is good possible in any office roles.
The once established idea and purpose behind the company ne my team mates.
Soziales Engagement
In the past, there was a genuine sense of mission and innovation. Some colleagues are still highly dedicated and talented.
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 ...
It is run quite bad, it's moving left and right (but hardly forward), and it's kind of trying to find out what the company should be doing in the future.
If you are a manger, are working in marketing, or worked for another "cool" company, then Climeworks is a place to collect another "important" job title. If you are a specialist, and really like to get things done, then this is the wrong place, because then you have to work ...
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.
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.
- Hire an actual CEO that can lead the company to success
- Restructure the executive team
- Hire employees that share and live the company values OR change the company values, because it just doesn’t fit anymore
- keep people Involved, Inspired, Informed and Interested
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 Kollegenzusammenhalt mit 4,0 Punkten (basierend auf 27 Bewertungen).
If it was not for our nice colleagues many more would have left already. But in lunch or breaks we all discuss how fed up we are.
Colleagues were highly intelligent, extremly talented and motivated professionals united by a shared mission; however, organisational shortcomings often left these aspirations unfulfilled.
Mostly good within the teams, sometimes also between members of different teams. But the company is fragmented. You will find friends.
Depends who and how your connected, sometimes it works, silos still exist, lack of cross functional teamwork between departments.
The teams collaborate well and people look after each other.
Der am schlechtesten bewertete Faktor von CLIMEWORKS ist Vorgesetztenverhalten mit 3,0 Punkten (basierend auf 32 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.
In my opinion, many of the line managers and even executive team members do not deserve their titles. Leading by example and with integrity, setting clear and achievable goals, being respectful and providing valuable and timely feedback are just some of the values and qualities of a good manager that are missing.
Mangelnde Führungskompetenz im Unternehmen. Viele Personen in höheren Positionen sind weder geschult noch erfahren. So etwas habe ich noch nie zuvor in einer anderen Firma erlebt. Es fehlt völlig an Ideen und einer klaren Handlungsstrategie.
Surely depends on the team you are in. The company grew fast, and many leader positions are occupied by people, not suited for the position. There is no company culture on leadership, every leader does, what he did in his old job.
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.
Karriere/Weiterbildung wird mit durchschnittlich 3,1 Punkten bewertet (basierend auf 18 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.
Promotions, you can be promoted within six months, so easily by title, not by compensation, for those who have been in the company for many many many years, it doesn't happen.
No chance to advance through the ranks if the set time in a level has not been fully reached.
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.
