At Clipboard Health, we take hiring for our corporate team seriously. Our managers dedicate more than half of their time to hiring and our top performers are all actively involved in the hiring process, whether they review the case studies you submit, participate in interviews, or review candidate experiences to make the process better and faster.

We hear and listen to your feedback (we send out candidate surveys after every interview and look at reviews on Glassdoor and Blind) and use that feedback to continuously fine-tune our hiring processes.

We adjust every aspect of the hiring process - case study projects, job descriptions, the questions that we ask, our evaluation criteria, our outreach messages, and more - so that you could have the best candidate experience possible.

Why do we have case studies?

Case studies are the bread and butter to our hiring machine. Every corporate job at Clipboard includes a case study at some point in the hiring process. For some roles, our interview process starts with a case study!

We think of case studies as a living tool. As we use the tool more, we learn more about how people respond to it and what their responses mean, and we adjust the case study as needed to make it more efficient and informative. Our case studies are intentionally long and time-intensive. The case problem is designed to be thorny, deep, and interesting.  In fact, if the case problem doesn’t intrigue you - to the point at which you’re obsessed with solving the problem - we’re probably not a fit. We find case studies are the best way to transparently showcase the types of problems we solve at Clipboard Health.

All of our cases have been solved multiple times over by the leaders at our organization who continue to discover ways to go deeper with their answers.

We also adjust ourselves - as we use and learn about individual case studies as tools, our hiring managers share those learnings to constantly improve our ability to learn more about our applicants and make better hiring decisions.

One of our company values is “unreasonably fast” and we hold this to be true in hiring as well. We get answers to candidates as quickly as possible. If you hear back from us quickly, it doesn’t mean we didn’t review your resume or your case. We have folks obsessively reading and reviewing these cases. Hiring is the most important thing we do, and we take it seriously.

What do we look for?

We think that everyone has a superpower - a potential to move some part of our mission forward further and faster than anyone else could. If we can identify that superpower, we can then place teammates in the roles where they will accomplish the most and be the happiest - it’s that simple.

We realize that everybody has that key skill that they excel in compared to others, whether that’s writing, math, sales, or anything else. Our goal is to have your superpower shine in the work that you do and in the position that you’re in. If the job you applied for isn’t a great fit for the superpower we uncover, no problem - we try to find a role that is and ask if you’d be interested in it.

Each of you has a superpower; get as much leverage for as many people across the company as you can from it. Teach it. - our President, Bo Lu

Learn more about Careers at Clipboard Health

Check out our Careers Page to learn more about how we think about hiring, interviewing, and developing leaders at Clipboard Health. You can always find more resources on how we work and hire at our blog.

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