Clio reviews about "clio"

Need for us to localise more of our content and enablement as we continue to grow

Questionable people in leadership that make you scratch your head as to why they’re even in that position - can tell the lack of competency in their quality of work and inability to actually manage their direct reports as they only care about making themselves look good. Leadership has become too ego inflated, super disconnected from IC’s workloads because things just need to get “done”. Promotion steps unclear, people will contribute less and get promoted by management but individuals who have become dependable, reliable, and deeply knowledgeable in processes don’t get rewarded, get overlooked and turned a blind eye to them. Pay structure is terrible, you can’t emphasize Clio is a 1 of 1 company while paying mediocre salaries where individuals reside in a high cost of living, people are genuinely living by the poverty line while having an insane amount of workload, it’s clearly not equitable and sustainable long term - tough to compete and retain actual top talent which has been evident due to high turnover in the last 8 months. That consequentially leads to a watered down culture that was good in the beginning but has fallen off a cliff.

Clio's monetary compensation sometimes falls short of the industry standard in tech, thought other benefits and job security can help offset this.

Compensation Lot of hiring as Clio is growing a lot so that can mean long Hours Not much to add here really

Taking this job was one of the most difficult experiences of my career, and I want to share my honest perspective so others can make an informed decision. 1. This is a Call Centre Environment, Regardless of How It Is Marketed The role is heavily phone based. You get 90 seconds between calls to take detailed case notes, contact internal teams, write follow up emails, and take care of basic personal needs. Calls can run extremely long, sometimes several hours, and requesting more than 90 seconds for complex follow up work is strongly discouraged. 2. You Are Monitored Constantly Every second of your day is tracked. Stepping away for the washroom requires announcing it to the entire team and is highly discouraged if it is a busy day, which is frequent. On many occasions, the team is advised that stepping away is not permitted. There are dedicated “Q monitors” watching activity in real time who may call you out if you step away and they do not think your reasoning is sufficient. 3. Unbalanced Priorities: Sales Over Support Although the role is advertised as customer support, the primary performance metric is sales lead generation. High customer satisfaction, strong product knowledge, and thorough case handling matter far less than hitting your quota. Missing your quota will put your job at risk. I have seen very proficient support employees be let go for this reason. 4. Unrealistic Workload and Expectation of Unpaid Overtime New products and features launch constantly, but there is no built in time for training because you are on calls all day. This can make it difficult to catch up and stay up to date on the platform that you are expected to be an expert on. You are also given just 15 minutes at the end of the day to complete all case follow ups accumulated throughout your shift. If your last call runs long, which happens often, you still must finish all follow up afterward or you will fall further behind as the week goes on. Many days require one to two additional hours of unpaid work just to stay caught up. Because there is not enough time during regular hours to close and follow up on cases, follow up quality suffers. This leads to more escalated calls because customers are not receiving the type of support they were promised, and the cycle repeats. 5. Staffing Issues and High Turnover There is not enough staff to meet daily demand, yet employees are still held responsible for metrics affected by this. Many teammates are struggling with stress, burnout, or health impacts. Turnover is consistently high, and many departures are sudden. 6. Holiday and Time Off Reality Although the company advertises United States holidays off for Canadian employees, support is frequently asked to work those days. Requests are framed in a way that makes declining feel guilt inducing. Vacation is theoretically flexible, but in practice must be booked extremely far in advance, and days fill up quickly. As a result, time off approvals can be difficult to obtain. 7. Office Culture Does Not Apply to Support The broader company culture may be positive, but support employees do not experience it in the same way. While other departments enjoy social office days, catered lunches, and time away from their desks, support employees are still expected to be on back to back calls and often cannot participate in anything, including company wide meetings. Breaks are scheduled for you and can be at different times every day, and sometimes these do not align with catered lunch timing. It is also very loud in the office, which customers frequently comment on during calls. Even though in office days are not conducive or helpful for support employees, they are still mandatory. However, they do not create culture because there is simply no time in this role to participate in anything that would build it. Bottom line: This role may be suitable for someone who thrives in a strict call centre environment with constant monitoring and high pressure to hit sales metrics. For many people, the workload, lack of autonomy, insufficient breaks, and expectations of unpaid overtime make this an extremely challenging and unsustainable position. I am sharing this so others can make the decision I wish I had the full picture to make.

- Micromanagement. Support is expected to report almost every single thing they do all day. - No Canadian holidays off. All Canadian staff who are not in support get these holidays off. - Too many managers and people in arbitrary senior positions who need to approve of what you're doing even if it's unimportant. I have never had to loop so many people in on such small decisions. Even something as simple as needing a sick day or a lunch overlapping with a mandatory workshop could require me to loop in 2-6 people. - Lots of useless meetings because of the amount of unnecessary managers and seniors. - You need to drink the Kool-Aid. Clio definitely has a cult-adjacent vibe where they want you to overly identify with the company so you think the company's success is your own success and stay loyal to them. They want you to get super excited about Clio to distract you from your below-market salary. - The excessively low starting salary for support specialists (56k) creates a two-tier class system at Clio. The majority of the employees make livable wages (70k+), have access to Canadian holidays and have the ability to attend all of the fun events that Clio puts on because they are not on-call. Meanwhile, the support team makes an unliveable wage, is on the phone constantly, has to communicate every movement they make to their team and managers, and has to come in on Canadian holidays despite the Canadian office being essentially closed. It's really hard to bond with the other non-support staff and even feel like a legitimate and respected member of the company with the huge wage gap and the obvious lived work experience gap between support and non-support. It's impossible to feel equal. It feels more like you're a serf whose getting a rare chance to hang out with one of the aristocracy. - The support team are constantly told about how Clio is making millions and billions of dollars and we see it in the lavish lunches and snacks that are regular at the office. But I don't know why Clio arrogantly expects the lowest paid members of staff to care. A support employee making 56k is not making millions of dollars: the execs are. It's actually incredibly insulting and demoralizing to be constantly told about how well the company is doing when that same company refuses to pay a respectable wage to the hardest working members of their staff. If Clio is doing so well why haven't the support salaries kept up with the cost of living? If Clio cares so much about "Clions" why can't they pay ALL of their staff a livable wage? I can't pay my rent with free lunch.