At reev, we make EV charging effortless while optimizing energy use. Our platform seamlessly connects charging, the grid, and energy management – giving businesses and electricians the tools they need for a smooth, efficient, and future-proof solution. By making charging smarter and grids more efficient, we drive the transition toward a cleaner and more sustainable energy future.
Join a purpose-driven, innovative company that offers growth opportunities, trust-based flexibility, cutting-edge technology and the
chance to make a lasting impact in a diverse, collaborative environment.
We’re building Europe’s leading B2B energy and charging platform to drive green mobility forward. As a trusted partner, we simplify EV charging and energy use for the semi-public sector. Our focus is on scaling impact through innovation, partnerships, and smart solutions — making sustainable mobility easy, efficient, and accessible for all.
Our team believes in an open and heterogeneous culture. With us, you will find space to realise your own ideas and grow beyond yourself. Together we create new ways of working and celebrate our successes. The desire to make a difference drives us all. Become part of our team and advance our mission together with us.
Die folgenden Benefits wurden am häufigsten in den Bewertungen von 60 Mitarbeiter:innen bestätigt.
Homeoffice
Flexible Arbeitszeiten
Mitarbeiter-Events
Gute Verkehrsanbindung
Internetnutzung
Betriebliche Altersvorsorge
Diensthandy
Coaching
Gesundheits-Maßnahmen
Rabatte
Mitarbeiter-Beteiligung
Betriebsarzt
Barrierefrei
Parkplatz
Kantine
Firmenwagen
Hund erlaubtOther benefits may apply depending on local entity.
We want to give everyone the opportunity to shape the future of electromobility themselves and actively contribute to the mobility transition. At the same time, we want to make reev a workplace where everyone feels comfortable, respected and valued. We offer space to take initiative and realise your own ideas, truly get involved and shape the company and product with us.
Hilfreiche Informationen zum Bewerbungsprozess bei reev.
Laura Weißmann - Talent Acquisition Manager
Julia Schmidt - Senior Talent Partner
Munich, Germany - A bright loft on two floors with various workstations, a large kitchen, table football, darts and reading material awaits you in a prime location.
Zagreb, Croatia -The brand new reev office is waiting for you in the heart of Zagreb. Here, you can: Work in a cosy and modern atmosphere. You can switch off and relax in the chill-out area.
The products that reev has developed recently are very good and therefore among the best on the market compared to the competition.
- Many colleagues are excellent, and for many employees, they are a significant reason for remaining with the company.
- The products are generally of good quality, although their development is often slow and lacks clear focus.
Hier kann jede/r einzelne einen Unterschied machen!
Egal welches Level oder wie viel Berufserfahrung - wer Lust hat, sich einzubringen hat 1000 Möglichkeiten und bekommt einen großen Vertrauensvorschuss
Certain atmosphere that makes the job more interesting, great company to learn a lot, supportive colleagues.
Initially all was good. Lots of opportunity to learn and improve. Hybrid work. Always accept new an positive change
Recently, there has been a noticeable decline in task coordination and alignment with broader organizational goals. Long-term employees are not receiving the recognition or support they deserve, which has impacted morale and loyalty. The current approach tends to focus narrowly on immediate tasks, often at the expense of long-term strategic objectives.
Additionally, the quality and frequency of feedback have been lacking, making it difficult for team members to grow and align with expectations. Leadership and management practices need improvement, particularly ...
Having worked at reev for several years, I’ve seen the company through many stages. It used to be a vibrant, collaborative environment with a clear sense of purpose in the e-mobility space. However, recently, there has been a noticeable downturn. Many of the talented, long-term coworkers who built the foundation of the company have moved on, and the atmosphere isn't what it used to be. It’s a shame to see the culture change so rapidly after such a strong ...
- The company does not invest in people or at least care about their contribution. Therefore, when many good people leave the company they don't have any action to keep the rest but hiring new employees for replacement. Seems like they believe that the new employees could be better. Therefore, they don't really worry about people leaving.
- HR department is not functioned or they just work for the managers and do exactly what the managers tell them. Basically, they ...
Strategy: It would be great if strategies were pursued for longer than just three/six months. The constant change of strategy creates uncertainty among employees.
Realistic goal setting: Define goals based on market realities rather than detached from them.
Appreciation and recognition: A certain level of appreciation, especially from the C-level and Head-of levels, would be fantastic and would help motivate the workforce.
Hire actual experts, not friends with 2 years of experience.
Cliques and politics will not get you far away from where you are. Same place for the last 6 years or even less.
I strongly recommend prioritizing the hiring of leaders with deep, proven industry experience for senior roles. Currently, there is a gap in experienced leadership that is affecting strategic stability. Additionally, management should focus on retaining and respecting long-term, senior employees. These individuals carry the company's 'institutional memory,' and losing them to a poor culture or lack of appreciation is hurting team morale and productivity.
It is important that feedback is delivered in a constructive and supportive manner, with the primary goal of helping employees grow and improve. Rather than focusing on punitive measures, the emphasis should be on coaching, guidance, and providing the necessary resources for success.
Der am besten bewertete Faktor von reev ist Gleichberechtigung mit 4,3 Punkten (basierend auf 19 Bewertungen).
In terms of gender equality, the company treats men and women equally, ensuring fair treatment regardless of gender. However, those who have good relationships with management often receive preferential treatment. This can lead to seemingly random promotions and advantages that are not based on merit, which undermines the overall fairness in the workplace.
Women and men have the same opportunities, mothers can adapt their working hours flexibly due to their children
es wird kein Unterschied gemacht
As far as I can tell, men and women are given the same opportunities.
Fairness and respect are part of our values.
Der am schlechtesten bewertete Faktor von reev ist Karriere/Weiterbildung mit 3,2 Punkten (basierend auf 21 Bewertungen).
In theory, but nothing in reality
An attempt was made with the introduction of a growth planning tool. In reality, however, it is not really used and is not really helpful in advancing one's own career. Effectively, the unspoken rule is: get on well with management and they will advance your career.
You just need to be part of the circus. Especially, having good relationship with the managers and everything will be good. Otherwise, find another job.
Your manager doesn't help you about career management and you always feel alone
If you want to build your career you better find somewhere else.
