Clipboard Health
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Clipboard Health Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Clipboard Health?
Strengths in collaborative support, learning infrastructure, and ownership coexist with pressures from intensity, communication gaps in hiring/onboarding, and policies that can overlook frontline needs. Together, these dynamics suggest a values-forward, fast-moving culture that energizes many but yields uneven experiences depending on role and tolerance for pace and structure.
Positive Themes About Clipboard Health
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Collaborative & Supportive Culture: Teams are constructive, friendly, and willing to help, creating a family-like atmosphere with inclusivity and strong camaraderie. Colleagues encourage risk‑taking and problem‑solving, with coaching and training readily available.
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Learning & Knowledge Sharing: Consistent, real‑time feedback, written tools, and performance reviews are used to drive growth and learning from mistakes. Knowledge centers and leadership training support continuous development and skill‑building.
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Accountability & Ownership: Ownership, clear goals, and customer impact are emphasized, empowering individuals to take initiative and ship quickly. A low‑ego, mission‑first mindset rewards end‑to‑end responsibility and results.
Considerations About Clipboard Health
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High-Pressure & Micromanaging Culture: Roles can feel high‑pressure with demanding targets, frequent performance scrutiny, and a culture of fear around job security. Some teams experience long hours and intensity that may not suit everyone.
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Poor Communication: The hiring process includes extensive case studies followed by generic rejections without feedback, and onboarding support has been inconsistent in the first 90 days. Communication gaps also appear in handling shift issues and disputes with facilities.
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People-Neglecting Culture: Strict attendance and account deactivation policies, unpredictable hours, and prioritization of facilities over worker well‑being affect frontline roles. Account actions around doctor’s notes and shift cancellations reduce perceived support for these workers.
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