ClearStar Reviews

The company provides very limited guidance or support. Employees in operations are expected to navigate multiple proprietary and external systems independently, as no formal training is offered. The workload is further strained by an excessive number of meetings, leaving little time to complete actual tasks during regular hours and often resulting in significant after‑hours work. Additionally, expressing viewpoints that differ from management’s is discouraged and can lead to negative attention. Executive management lacks meaningful industry experience and is not equipped to properly support their teams, which contributes to ongoing operational challenges. Micromanagement is common, yet it comes without the direction needed to be successful. Altogether, these factors created an overall negative experience that consistently overshadowed any positives and made long‑term success in the role difficult.

This company has become a revolving door. Employee turnover is extremely high, and instead of addressing the real issues driving people away, leadership continues to outsource roles while expecting the remaining employees to carry the burden. What is most disappointing is the lack of honesty and transparency. Employees are told their positions are being “eliminated,” yet the same work is reassigned to someone else or reposted under a different title. That creates a culture of distrust and sends a clear message that people are viewed as expendable rather than valued. A previous company review claimed that one of the “cons” was employees who were unwilling to grow and change with the company. That is a misleading narrative. The real issue is not employees resisting change—it is a company that appears to be in decline, making desperate profit-driven decisions that put employees at risk while stripping away morale, trust, and stability. There is also a glaring contradiction in leadership’s priorities. The company pushes “stop loss” and cost-saving initiatives, while simultaneously spending heavily on out-of-state and international travel. It’s hard to take financial messaging seriously when leadership’s actions don’t align with what they preach. The workplace culture has also deteriorated significantly. There are ongoing concerns around harassment, discrimination, and retaliation. Employees no longer feel safe speaking up. Leadership once claimed to value “disrupters” and people who challenged the status quo, but now it seems that if you are not agreeable or willing to stay silent, you risk being pushed out. The operations side of the business appears to be under consistently toxic leadership, and the impact reaches far beyond that department. Teams such as customer service, tech services, security, and implementations are often left in the dark, with little communication, no direction, and no real understanding of what is happening behind the scenes. There are talented, hardworking people here, but they are being failed by poor leadership, lack of transparency, and short-sighted decision-making. Until those issues are addressed, the turnover, fear, and low morale will continue. Additionally, they expect you step up and out of your role responsibilities at your own expense. They expect you to pay for your own courses and make you feel like you don’t have a future at ClearStar if you don’t further your education on your own. Other cons: - No maternity or parental leave - Childcare is a REQUIREMENT otherwise you’ll be let go. (VP of Global Ops sent out a childcare survey to everyone, several people were let go after) - You will take on the task of many people, wear many hats and will not get promoted or compensated for it. Even when you apply for an open role. - You will not get credit for any cost savings you helped earn - You will have a hard time getting PTO approved. - Executive Leadership with in depth knowledge of services, processes, and platforms refuses to share knowledge on how it works.