Vantaggi
My intention behind this review is to provide an unbiased and genuine review to outsiders looking into Clio and hopefully can also act as a feedback mechanism for leaders. I am truly invested in the success of Clio, but over the past year, I have seriously considered leaving, and have witnessed the highest turn-over in what is my mid-day point in my overall career. These are not disgruntled employees - but people who are leaving by choice after a couple of months, a year, and worse after 3-4 years of tenure. Let's begin with the positives. - There are genuinely good people here that want to do good work at the individual contributor level. - The company is growing rapidly, so could be a great opportunity for someone willing to take a pay cut/work long hours for the potential return on investment. - The product indirectly impacts social access - which is a great narrative to tell in your career. - There are equity options, but you will need to save the below industry average salary and buy these at your specific strike price. If getting in now - expect a high price/share ratio.
Svantaggi
Notice the influx of positive reviews came from April 23, 2021. This was after our Town Hall where the executives asked the entire organization to leave positive reviews on here and quickly followed that up with "we're giving you all $100 Ubereats gift cards" just because of our Series E round. They blamed the lackluster reviews on several past and disgruntled employees. I'm here to share with you my experience as a current employee reaching almost three years tenure, who genuinely wants to see Clio succeed. - Lack of Clarity: Middle managers are not set up for success and due to the high churn rate, they are unclear about cross-functional processes, relationships, and worse how the product functions or built to be able to implement a viable strategy. Burnout: Strategy and execution are deferred to high-performing individual contributors, which is why a lot of people feel burnt out constantly. This is a recurring theme in all of the reviews. You have to always context-switch with countless projects on the go all the time, with little to no direction or constructive feedback. - Lack of Experience: The above often leads to projects being gated/paused unnecessarily at the director level, given their scarcity of understanding, which means the IC has to convince their support person of what they should already be aware of. In certain functions - it makes sense to bring in external experience, but in a product-centric org like Clio, knowledge drain is more damaging and costly, which is why promoting from within makes more sense. - Lack of Recognition: When and if you do take on an additional workload - do not expect to be recognized for it by your support person. There are a handful of managers who do a great job at this, but in my experience, most managers either do not care/have the minimum experience or do not have the capacity to recognize their employees. - Limited Career Growth: Unless you push and fight for a raise, and get your manager to support you, there is little to no career growth here at Clio. Others have eluded to this, but bringing in inexperienced managers, building additional layers, and not promoting your high-performing and committed employees is what is causing these tenured people to leave. Apart from that - we go above and beyond in crafting development plans at the IC level. I can understand why it is demoralizing to observe your support person not even taking the time to read and provide feedback after 4-5 months of constantly following up. Eventually, this colleague who shared with me this experience ended up leaving Clio. I can say this is still happening today.