When people join Klarecon, they’re most attracted by the possibility of a remote job. Of course, who doesn’t like to work from the comfort of their home or wherever they want to sit and work? To get the job, people make a lot of promises in their tests and interviews or at least give the impression that they’re really good at what they do. However, we’ve often seen a huge gap between the picture they paint and reality.
You’d think it goes without saying, but here it is: remote work is still work. Some new recruits take a little time to adjust to that fact.
So, I decided to take the time to write a post about what it’s like to work at our company.
Why am I writing this post?
As someone who manages Klarecon, and has been deeply interested in growing the business and its people to greater heights, I want to provide more clarity on the culture we aspire to build. Fun fact: Klarecon means clarity. I will definitely write as clearly as possible so you know what to expect when you’re on board.
Reporting Is A Must
For whatever reason, many folks who join Klarecon assume that they don’t need to report. We’ve had people who vanished for hours on day 1 of their joining. And when they were confronted about it, they didn’t like it. It’s hard to understand how people violate a company’s trust on their very first day of the job and then get offended themselves.
Since we work in a 100% remote setting, our working relationship with our associates is heavily based on trust. To build trust, it’s important for any new recruit to cooperate and follow the processes that have been employed to keep things sustainably operational.
We don’t encourage our managers to chase their direct reports; it’s not worth their time. And it’s why we clarify during the onboarding process itself to maintain regular and timely communication with their reporting managers.
Still, several people ignore those instructions, which obviously makes it difficult for their managers to trust them.
If you’re a job seeker who’s preparing to join us, know that you will be expected to report and maintain regular communication. A full-time equivalent position at Klarecon is not the same as a freelance role. Even as a freelancer, you do need to communicate with your clients and provide timely updates. If you wish not to be spoken to or be left on your own, it’s not the right fit.
Expertise Must Be Demonstrated
Many hires underestimate how critical it is to actively demonstrate their expertise here. This isn’t a place where past experience speaks for itself. We look for impact: can you apply what you know, deliver meaningful results, and raise the bar? Unfortunately, not everyone does that, and it shows quickly.
I’m talking about people who come with as much as 10 years of experience.
Here’s an example – a former project manager claimed that he owned an agency and had various project and people management certifications. When he started his role with us, he was told clearly about the status quo. He was told what we needed from him. He got several rounds of feedback, too. And even after a month, we saw no results.
Once we decided we couldn’t move forward, he was surprised. Here’s what he wrote on an online review website:
Let’s break it down.
“No proper training, no one to solve the query”
This is an incorrect claim. We maintain constant communication with our project managers. In fact, having regular calls with them is how we identify who delivers. For someone with years of project management experience, claiming they needed more training doesn’t hold up.
I don’t have a stack of project management certifications myself, but I can say with confidence: our operations are straightforward enough that any moderately experienced project manager should be able to thrive. If they want to, of course.
“COO , CEO not qualified enough to identify who actually has the real experience and and skills”
While publicly questioning the CEO’s qualification, the said project manager overlooked the reality that it was the CEO who gave him the opportunity in the first place. Klarecon has been in business for seven years (as of 2025), thanks to the contributions of many people and a continual commitment to learning and growth.
No hiring process is perfect, and not every fit works out. But a single mismatch doesn’t call into question the judgment or qualifications of our senior leadership.
“COO Mona Mehta joined Klarecon as Content Writer and became COO, can’t expect anything from her to know about how a real company actually functions because she does not even have any prior experience with good company at all. Thinks she knows everything about how to run a company. LOL.”
He was referring to me here—though, to be clear, he misunderstood my role. I’m not the COO of Klarecon. It’s true that I started here as a content writer. The reason for this personal attack is simple: I was the one who communicated the company’s decision to part ways with him. And let me specify – it was a long and respectful conversation.
What isn’t visible in his account is the experience I’ve built over the years at Klarecon, which enables me to do the work I do today. I’m under no illusion that I’ve mastered the art of running a business—far from it. I’d still mention that my efforts have contributed to the company’s steady growth. For context: my primary role is winning new business and nurturing client relationships.
The reason I shared this story is to show that we’ll have expectations from the people we recruit. Every company has different standards. Your previous ones might have had lower (maybe even higher) standards than us. It doesn’t matter. Once you’re here and you know what we expect from you – you’re making an active choice of being here. Don’t get upset when you’re asked to show your expertise.
Feedback Will Be Direct and Actionable
First of all, do expect feedback once you’re here.
After working with hundreds of freelancers and full-timers, I’ve noticed that not a lot of people know what to do with feedback. They want it, but when it’s given, they’ll either take no action to implement it, or they take it personally. Neither of which is helpful.
We have been emphasizing a culture of continuous performance management, and feedback is a huge part of it. When we measure your performance, we must tell you what’s working and what areas need improvement. Since we also emphasize practicing clear communication, we prefer to provide direct and actionable feedback.
In other words, there will be no sugarcoating. If your work is not up to the standards, you will be told about it. If your work is decent but you’re a difficult person to work with, you will be told about it. You will also be explained what you can do better to improve your performance and approach.
There have been many associates at Klarecon who started off on an average level, and with continuous feedback and their willingness to make good use of it, they leveled up their performances. In fact, there are even people who once got an official warning and took it so well that they got promoted in the next few months. Not everybody is capable of doing that, of course. But if you want to change the way your performance is seen and valued, you can definitely do that.
High Performance Gets Rewarded
One of our core beliefs is to recognize and reward high performance. Here’s what a high performer looks like:
- Brings consistent results and contributes to business goals
- Notices issues and cares to discuss them with managers
- Keeps breaking their own glass ceiling
- Has a high intrinsic motivation
- Doesn’t need to be chased
- Is a team player
- Is trustable
I know you’re curious about how we reward high performers. Here’s how:
- By recognizing their performance
- By offering promotions
- By offering monetary rewards such as pay raises and bonuses
- By providing direct guidance from the senior management
Not all of these always happen simultaneously, however. For example, a frontline associate could be a high performer but doesn’t necessarily get directly mentored by senior management. Similarly, offering promotions depends on what positions are open at a given time. Sometimes, it could also mean creating new positions that support an associate’s skill set and company goals.
Ignorance Has Consequences
Let’s start with “why” – why does ignorance have consequences?
Klarecon operates on a large scale. Currently, we’re a little above 100 associates. Imagine the difficulty that comes along with managing such a large team, which is only supposed to grow.
When so many people work together, it’s essential to cooperate and follow commonly set rules. Sometimes, you may not like a particular rule, but it’s still required to keep things from turning into chaos.
Rules also help us maintain discipline, which is required to create a sustainable business. Now, discipline doesn’t necessarily mean you have to wake up at 5 am and log in to work. It does mean that you follow deadlines and processes and respect others’ time by being punctual. Discipline also means delivering consistently what you committed to when accepting a position.
If people started following rules just because they’re told to, life would have been great, right? Unfortunately, that doesn’t happen so easily. And that’s why there are consequences in place. So people take the rules seriously, especially in a remote setup.
One reason we take things this seriously is that we don’t want to nurture a bad culture. We don’t want high performers to look at low performers and think that their effort is not worth it, because even the low performers get to keep their jobs. Another reason is that we want to maintain our reputation and relationships we’ve built with our clients over the years. We don’t want to settle for meeting client expectations – that’s the minimum we want to do. And that can happen only when our people care to deliver their best work.
Access to Premium Tools and Resources
We invest in tools that allow our associates to do great work – Grammarly, ChatGPT, Monday.com (enterprise plan), Adspy, and Email Marketing tools, to name a few.
This section doesn’t need to be elaborated, does it?
Open Communication Is Valued
It’s understandable that people from different backgrounds and cultures come to work with us, and they may not be used to expressing their thoughts when they first join.
It’s why we encourage open and constructive communication. Don’t say things just to land a job with us. If something’s not clear, let us know. You may realize that a given role is not what you’re looking for, and it’s a lot better to find out about it sooner.
It’s also true that sometimes you get clarity only when you start working in a role. If something bothers you, come to us and talk. There may not be an immediate solution in all cases, but do share your thoughts. We especially advise doing that because many folks expect us to be mind readers, and when that doesn’t happen, they become frustrated.
What do we mean by valuing open communication?
- That you can come and talk to us about things that bother you
- That you can speak your mind without worrying about negative consequences
- That you can have access to the senior management when the middle management is unable to find a resolution to your concerns
- That you can share your opinions about what we can do better in specific situations or areas
What doesn’t mean by open communication?
- Picking fights
- Bullying your colleagues or being hard to work with
- Skipping a word with your manager and directly reaching out to senior management to raise complaints
- Influencing your team members against the company if you’re bothered about a specific matter
There are more examples, but you get the idea.
Integrity Is Non-Negotiable
Trust betrayal will be a deal-breaker when working with us. At times, we’ve found out that some former associates committed fraud while they were here. The one thing we can’t put up with at all is cheating and engaging in fraudulent activities. In other words, there will be no second chances for the breach of trust.
Some examples to give you more insight into it:
- Tampering with the reports to give a false impression of completing your tasks
- Telling lies when confronted about your mistakes
- Not having working equipment and working from the phone without permission
- Using help to crack a test and then failing to perform the very basics on the job
It’s always good to know a bit about the company you’re going to work for. It’s about spending a significant number of hours per week at a workplace, after all. I hope reading this post gave you a good enough understanding of what to expect at Klarecon, assuming you’re selected.
You’ll learn much more about us when you’re on board. Until then, good luck!
