Dulles airport is falling down..........The love is gone! - Ambassador CLEAR Employee Review

1.0
Jan 23, 2018
Recommend
CEO approval
Business Outlook

Pros

Love the company and it's technology. Dulles IAD airport once had a warm joyful atmosphere that made you want to come and work with them. That’s what drawn me to the company. Not it’s become a very hostile environment. What happened to the CLEAR values.

Cons

Dulles once had a happy inviting culture. It's what made me want to work there. Now it seems to be losing that with the new upper management. Upper management intimidates ambassadors to spy and turn on each other and if you refuse to do so then your threaten to be written up. Now upper management want ambassadors to spy on our supervisors/managers and tell everything including where they buy their food from (post TSA/ pre TSA). It has become very uncomfortable working at Dulles airport with the continual threat of write ups and termination. Upper management cares nothing for the staff and threatens to replace them. The work place has become tense and hostile. The environment that I once loved is being tore apart. Many co workers are now applying and looking for other jobs. It feels that we love CLEAR, but with upper management like this, it feels like CLEAR no longer loves us. One manager use to say that "CLEAR is the happiest place in the airport." It once was here at Dulles now it's the saddest and scariest place in the airport. What happened to living the CLEAR Values. If you want to work for CLEAR please don't do it at Dulles IAD Airport.

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5.0
May 17, 2026
Recommend
CEO approval
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Pros

Great management team and ambassadors to work with.

Cons

Need to be very flexible with your schedule.

3.0
May 21, 2026
Recommend
CEO approval
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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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