CLEAR Corporate Culture = American Horror Story. Swipe Left. - Mitarbeiter (anonym) bei CLEAR: Mitarbeiterbewertung

1.0
6. Dez. 2016
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

CLEAR provides a fantastic service/product for people traveling. Great office snacks. Cool new office and facility.

Kontras

CLEAR’s corporate executive team while inspiring, are tone deaf to the crippling culture they have cultivated at CLEAR. While shouting “this is our culture/this is who we are” then outlining a stirring personal story or two, their true message to all employees is: We don’t trust you. We don’t believe you. You are easily replaced. This chilling corporate culture is topped only by fumbling corporate operations leadership, no direction, and lack of consistency; zero accountability and finger pointing soon follow. Local airport leadership is on their own while limited overworked employee resources are focused on opening new airports and taking on expanded airport and corporate responsibilities. CLEAR’s product is amazing. We work very hard and are very good at what we do. It is an exciting and front-end industry. However, the lack of consistent strategy and communication, the inability to retain qualified people, and the absence of a constructive company culture will likely sink this firm. Good people quit or are chased away. If you are looking for a quick one time resume builder, swipe right. If you are looking to truly accomplish something and enjoy a long-term career, do yourself a favor and quickly swipe left. Kathy Bates would be proud.

Mehr Bewertungen zu CLEAR entdecken

5.0
17. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great management team and ambassadors to work with.

Kontras

Need to be very flexible with your schedule.

3.0
21. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

CLEAR offered remote work, schedule flexibility, and good benefits. The workload was manageable at times, and some leaders were supportive and helpful when available.

Kontras

The role often felt fast-paced, high-pressure, corporate, and metrics-heavy. Policies were somewhat clear but not always, and expectations were not always realistic. There were training gaps, frequent policy changes, limited growth opportunities, and not always enough time or support to do the job well. Speed often seemed to matter more than quality. Communication and organization were also challenges. Knowledge documents were difficult to locate, even with keywords that should have produced clear results, which made it harder to assist members efficiently and accurately. Some feedback from management also felt discouraging because mistakes were not always approached as coaching opportunities.

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