Unethical sales practices rewarded with big money - Ambassador CLEAR Employee Review

1.0
2 Feb 2022
Recommend
CEO approval
Business outlook

Pros

MSP GM, IS HANDS DOWN THE NICEST MAN I HAVE EVER WORKED FOR AND WOULD WORK FOR HIM IN A HEARTBEAT AT ANY OTHER JOB

Cons

The other manager is nasty, boorish and absolutely racist. The sales reps that hit top dollar lie about what the program is and most people have no clue what they are signing up for and what they are going to be billed for. The majority of the Senior Ambassadors (supervisors) don't care a lick and are dramatic and don't show up half the time or seek lower level employees to cover their shifts so they can party. Nothing but drama and incompetent, lazy individuals who don't care about working. Breaks are minimal, if you want to go to the bathroom, good luck as incredibly understaffed and scheduling has been poor. As for COVID safe, hahahaha! Almost everyone has gotten sick from COVID. The distancing doesn't happen, we are physically touching customers constantly and when we had covid, the previously mentioned manager in the CONS would call and harass us to hurry up and get back to work. As for hiring bonuses. Be prepared to be promised one thing and find out another after being there for 90 days. They don't pay out as promised. Pay attention to your paycheck. Pay errors happen frequently.

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CLEAR Response
4y
I'm sorry to hear about your experience. We will investigate and would like a chance to gather more information - please email fieldhr@clearme.com.

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5.0
17 Apr 2026
Recommend
CEO approval
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Pros

Great team to work with

Cons

None that I have seen

3.0
21 May 2026
Recommend
CEO approval
Business outlook

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.

Cons

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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