Clipboard Health
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Clipboard Health Leadership & Management
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.
How are the managers & leadership at Clipboard Health?
Strengths in strategic clarity, hands-on execution, and talent development are accompanied by reports of fear-based pressure, communication gaps in hiring and operations, and concerns about employee well-being in some areas. Together, these dynamics suggest a high-performance leadership model that drives results and growth while producing uneven employee experiences depending on team and process touchpoint.
Positive Themes About Clipboard Health
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Strategic Vision & Planning: Leadership articulates a mission to build global labor marketplaces and a defined plan to expand beyond long‑term care into additional verticals. Executives pair this high‑level direction with operating principles like ownership and a bias for action to guide day‑to‑day choices.
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Development & Mentorship: Managers emphasize coaching exceptional talent, give consistent real‑time feedback, and remain accessible for guidance. Hiring is treated as a core management duty, with top performers involved to raise the bar with each hire and promotion.
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Strong Execution: Leaders obsess over metrics and customer conversations, investigate issues at scale, and validate outcomes through hands‑on practices like secret shopping. A no‑task‑beneath‑me mentality and fast, reversible decision‑making reinforce a bias to action.
Considerations About Clipboard Health
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Toxic or Disempowering Culture: Some accounts describe fear‑based pressure and a “toxic meat grinder” environment in certain areas. Frequent performance exits and a hard performance bar create perceived job insecurity for some.
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Lack of Transparency & Communication: Candidates report time‑intensive case studies followed by rejections without feedback or ghosting in the hiring process. Additional accounts cite poor day‑to‑day communication in parts of the organization.
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Neglect of Employee Support: An account cites mismanagement and a lack of regard for employee well‑being, with some feeling undervalued, overwhelmed, and stifled. These experiences suggest gaps in how workload and pressure are managed on the ground.
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