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kununu Prüfprozess
29 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 2,9 Punkten auf einer Skala von 1 bis 5 bewertet.
The vision, the dream, the goal
A strange culture of excessive talk and self‑promotion.
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.
Took a hard hit after the mass layoffs and it really depends on the team.
A couple of years ago, the company had a good image, and there were definitely reasons for that. The goal and vision are still the same, or at least very similar to what they used to be, but the glory start‑up period is over. That’s not necessarily a bad thing, but the transition has been rough.
Mixed, depends on the team/responsibilities.
nope...There were a lot of promises made, but well… that’s generally an issue in Switzerland.
Was alright
Still a long road to go...
To be fair, the company is filled with amazing people who, in most cases, genuinely try to help each other. Many joined for the vision and the technology, which definitely has potential. But due to the management style of certain individuals, it can get tough.
Better ask them… oh wait ... they’re all gone.
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.
Could be better, luckly there is home office
Horrible, you don’t know what’s going on until it’s too late. Hard topics and serious issues are hidden or actively suppressed.
HR claims to be progressive, but behind closed doors they engage in some questionable practices.
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.
Sehr gut darin, das Blaue vom Himmel zu versprechen.
Die Heuchelei, die generelle besser-als-du Kultur und die absolute Planlosigkeit.
Der Realität ins Auge sehen.
Leuten wird regelmässig in den Rücken gefallen, es wird getuschelt und Leute die etwas dagegen gesagt haben wurden entlassen.
Der Ruf ist bereits sehr angeschlagen.
Keine. Es wird so getan als ob es wichtig wäre, aber es muss immer gesputet werden. Leute mit Familien oder die sonst nicht 150% leisten können kommen als erstes unter die Räder.
Kaum Aufstiegsmöglichkeiten, es wird lieber extern Angestellt als intern befördert.
Völlig überbezahlte Leute.
Die grösste Heuchelei dieser Firma.
Es wird so getan als ob, aber in Wirklichkeit gibt es fast keinerlei Loyalität.
Ältere Leute scheinen bevorzugt entlassen worden zu sein bei der letzten Entlassungswelle. Die meisten Mitarbeiter sind unter 30.
Unprofessionell und jegliche Verantwortung abweisend.
Schlechter Kaffee, sinnlose Projektmanagement- und ERP systeme, extrem paranoide und eingeschränkte IT Systeme.
Es wurde immer kommuniziert wie toll alles ist. Bis es nicht mehr toll war.
Schwer zu beurteilen, aber die Firma ist wie viele schweizer Firmen ausgesprochen Weiss und Männlich.
Arbeit wird als Bahnbrechend angeworben, ist aber monoton und regelmässig vollkommen sinnbefreit, da oftmals eine klare Richtung fehlt und sehr gerne das Rad neu erfunden wird.
Vorgesetzte betreiben Mikromanagement es fehlt ihnen teilweise das technische Grundverständnis wie die Anlagen funktionieren, COO wird nicht aufgrund Qualifikation eingestellt, sondern weil er Buddy aus dem Studium ist.
Man sollte Diplom Ingenieure nicht als Facharbeiter einsetzen.
Teile anonym, wie deine Arbeitswoche läuft und finde heraus, ob Kolleg:innen sie ähnlich erleben.
There is a vision and room to actually do things.
Remote work is good possible in any office roles.
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.
Get a new and experienced senior management. From C level to Vice Presidents.
Listen to the experienced staff that was hired approx 1-2 years back and act accordingly. Immediately and not as usual after 9 painful months of trying different.
I feel resignation in every corner.
Used to be 5+ starts a few years back. I feel it to be in a free fall. The public picture may still profit from the past. Plus the communication team does steer public presence very strong.
Short paced ideas and its changes from senior management is law and require more than full capacity to make it happen.
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.
Fair pay, good pension funds.
Could be better. For example one buys a lot of materials that are not checked for reliability. The technical setbacks create then quite some material in stock that is mostly obsolete, but efforts to build and transport it were done with the relevant impact to the environment.
Some executives commute by plane, which is even for a non-greentech company a bad thing.
The teams collaborate well and people look after each other.
Most elderly colleagues were affected from recent layoff.
The higher up in the org chart to worse it gets.
Very large open space office with relevant noise level.
Equipment and tools are adequate.
There are regular internal updates, however what and how its communicated is bend to what is should be instead of an actual reflection.
I see equal chances, however since women are rare in technical disciplines the ratio in the office is reflecting this.
Fix the problems by any mean. Technically interesting but actually a mission impossible.
The once established idea and purpose behind the company ne my team mates.
Top managers and culture - everyone is frustrated and it gets worse by the day.
Be honest, invest in technology, exchange Executives, outsource the non-DAC business.
everyone I know is looking for a job outside. The last weeks people do not work anymore, everyone just waits for the next round of layoffs.
If Climeworks has one benefit it is the image that it upholds… a lot of marketing money is invested into it. Fancy events with customers and on global platforms.
At the moment it is great since we are all in wait and see mode. But for many months it was awful, reducing people but expecting same outcome like before the mass redundancies. So fed up.
There is none.
Salaries are market oriented and great pension fund. But shares are worth not even the paper they would be printed on one day.
our commercial team flies everywhere so does our CEO.
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.
Age? There are no old people.
The executive board shapes the culture and it gets worse by the day. The decent people left, managers staying are inexperienced.
Complete drain of once great culture. Remote work is being checked, no trust.
CEOs’ either refuse to face reality or lie to themself. The communication in internal web is dishonest and our line managers do not communicate at all. Everyone is in waiting mode.
Especially women quit.
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.
It’s sad to see how the company has developed over the past year — half of the workforce has mentally disengaged, many are simply coasting, and several teams are clearly overstaffed with little accountability.
The work environment is highly political, often at the expense of respectful and transparent collaboration. In some cases, the way employees are treated lacks basic respect and empathy. While the company prides itself on being tough and bold, the leadership often avoids making difficult decisions and allows problematic behavior to go unchecked. This is a workplace built for loud voices. Those who shout the loudest get attention, while others — especially those with different perspectives — remain unseen. There is a clear lack of diversity in thinking, appreciation, and recognition.
From the outside, the company still enjoys a strong reputation and polished image. However, internally, the culture feels overly corporate and disconnected from its stated values. It’s a world that favors loud voices and self-promotion over substance and collaboration. Diversity of thought is lacking, and appreciation is rare.
Work-life balance is uneven. Some employees are expected to give their all — day and night — with little to no appreciation, while others, who show little resilience, manage to position themselves prominently without delivering real impact.
As a result, people have become increasingly opportunistic. Everyone seems to be looking out for themselves, while management turns a blind eye.
Despite the company’s purpose and external messaging, environmental consciousness is not truly embedded in day-to-day decisions or behaviors. Internally, there is little evidence of sustainable practices or a mindset that reflects ecological responsibility. The gap between purpose and practice is noticeable.
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.
Many critical topics are handled behind closed doors, with decisions often made in one-on-one conversations rather than through open dialogue. Issues that truly matter — such as culture, values, and long-term team health — are frequently swept under the rug or deprioritized. This lack of transparency and focus on the essentials undermines trust and weakens the company’s ability to evolve meaningfully.
There is a noticeable imbalance in how employees are valued. Young, male, often inexperienced but self-confident individuals are given a platform and visibility, while experienced, (older) employees or women — and the valuable insights they bring — are frequently overlooked. Promotions are sometimes granted to those with little to no relevant experience, reinforcing a culture that prioritizes visibility over competence and depth.
In the past, there was a genuine sense of mission and innovation. Some colleagues are still highly dedicated and talented.
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.
Leadership should reconnect with the team and establish a realistic, trustful strategy. Communication must be honest and transparent, both for management and the wider team. The legal team should focus on supporting real business needs rather than targeting internal colleagues.
still good
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 "advanced" substantially increased salary - (and doubles equity).
In the lower career levels, coworkers without work experience start with "base" level and would then be promoted to "advanced" level after they fulfill the criteria for the next level, including 2 full years at "base" (time spent at a level is only a recommendation, as we'll find out further down). Even if you have been working on the "advanced" level during those 2 full years whilst getting the "base" salary, they will only promote you after the 2 years are done AND you fulfill the criteria.
This significantly takes away from enthusiasm, as great work is not rewarded, you have a set timeline where you get a promotion.
This can however be completely ignored - One coworker reached "advanced" after the 2 years of delivering great work at "base". Normally, it would then take another 3 years to get to the next level "senior" - Which was given to this individual 0.5 years after being promoted to "advanced" level. Others in the company delivering great work had to wait the 3 normal years.
That's 2.5 years difference, which is completely unacceptable.
Great marketing to the outside, internally failing miserably to achieve set goals by the DAC plants.
No chance to advance through the ranks if the set time in a level has not been fully reached.
Salaries are good by industry standards. Don't expect to get a career level increase (and thereby salary increase) before you have sat at your current level for the time allocated by the internal system, regardless of how great your work is.
Great colleagues and team atmosphere
Polite, fair leaders except when it comes to promotions - See what to improve below.
A talented and motivated workforce, meaningful opportunities for skill development, and a mission that inspires many.
Leadership deficiencies, poor treatment of women and senior employees, inconsistent management practices, low salaries, over-hyped communication, and a high rate of strategic and operational instability.
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.
The working environment was challenging due to inconsistent leadership and a lack of trust. Employees often felt micromanaged or left unsupported depending on their line management, creating a fragmented experience.
Despite heavy investment and a strong external reputation as an inclusive, innovative employer, internal realities painted a much more troubled picture.
Senior management failed to lead by example regarding office presence and travel, contributing to inconsistent expectations and a lack of genuine support for work-life balance. However overtime, working during vacation is expected unless an individual puts a hard stop, which than is usually accepted.
Career progression and development opportunities existed but were hindered by a lack of supportive leadership and frequent strategic shifts.
Compensation was regularly below market standard, and the share option schemes promoted during recruitment were over-sold and did not deliver anticipated value.
No significant information or emphasis was apparent during my time regarding environmental or social responsibility initiatives which is sadly inconsistent with the companies vision.
Colleagues were highly intelligent, extremly talented and motivated professionals united by a shared mission; however, organisational shortcomings often left these aspirations unfulfilled.
Senior staff were frequently undervalued and sidelined, facing poor treatment similar to that experienced by female colleagues, which undermined morale and retention.
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.
Very old building, recently changed. Rather silly decsions on small benefits such as fruit and coffee.
Communication from senior leadership was characterised by persistent over-promising and overselling, leading to a significant disconnect between corporate messaging and the reality experienced by staff.
While the company officially promoted inclusivity, female employees and senior staff were often treated poorly, indicating a meaningful gap between stated values and actual practice.
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.
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.
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).
C level must communicate more openly and somehow raise the mood in the company again. Otherwise so many more clever and committed people will leave the company.
The work environment has been greatly impacted by the recent layoffs.
Still good.
They justified the low salary by citing startup status and benefits, such as free coffee and fruits, monthly apéros, and ski weekend. However, almost all of these benefits have been canceled, yet the salary remains below average.
Less than in other companies I have worked for. Nobody cares whether you fly or take the train. Only the costs count.
Mainly young team.
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.
New office is nice (4th floor)
Open communication only for good news.
Thank you for taking the time to share your detailed feedback. We’re encouraged to hear that you recognize the importance of our mission and the efforts being made toward fighting climate change. We also recognize and take seriously the concerns you’ve raised. These insights are invaluable as we reflect on how we can foster a inclusive and supportive work environment at all levels. Thank you again for your contributions and for leaving this review.
So verdient kununu Geld.