CLR Careers

Our Commitment to a Living Wage

At CLR Technologies Inc. (CLR), we are dedicated to the well-being of our employees and believe in providing a fair, living wage that reflects the true cost of living in our community. We recognize that paying a living wage is essential not only for our employees' financial stability but also for fostering a thriving, motivated workforce that drives our company's success.

Living Wage Commitment

We are proud to adhere to the living wage standards as defined by the MIT Living Wage Calculator for Fairfield County, Connecticut. This commitment ensures that all our employees earn performance adjusted wages that meet or exceed the amount required to cover basic living expenses such as housing, food, healthcare, and transportation.

Location: New Haven County, Connecticut
Living Wage: MIT Living Wage Calculation for Fairfield County

Educational Internships and Externships

As part of our mission to support emerging talent and provide meaningful experiential learning opportunities, CLR offers unpaid internships strictly in the context of education and professional development. These unpaid internships are designed for students or recent graduates seeking academic credit or relevant experience and are clearly distinguished from employment roles covered by our living wage policy. They are time-limited, voluntary, and non-exploitative, in full compliance with applicable labor laws and guidelines.

Transparency and Accountability

Transparency is a core value at CLR. We are committed to openly sharing our wage practices and regularly reviewing and updating them to align with the latest living wage data. By doing so, we ensure that our employees are compensated fairly in a manner that reflects the true cost of living in the area.

Our commitment to paying an annualized living wage is not just a policy; it's a promise to our employees and our community. We believe that by supporting our employees with fair wages, we contribute to a more equitable and sustainable economy.

Similarly, our efforts to support this standard of living are ensured by robust and successful business practices. In light of this and prevailing economic decisions, we communicate proactively to assist employees in making the best short-term and long-term and long term career decisions they can.

If you have any questions about our living wage practices or wish to learn more about our commitment, please feel free to contact us.

Thank you for your continued support as we strive to maintain a workplace where every team member is valued and fairly compensated.

The Recruitment Process

1. Learn About CLR

Are you an Engineer? Innovator? Marketer? Technician? Reach out via our channels to learn more about the organization. Contact and communicate with us to better inform your decision to proceed with application submission.

2. Assess your skills and experiences

CLR Tech, like any company lives by the connections of our employees to each other, and to our customers. Will your skills support our mission? Do you think you have a compatible cultural fit?

We have a horizontal tactical structure and vertical strategic structure focused on teams of teams execution. Do you have client-customer experience? Do you have experience doing deep market research, and driving that to conversion? Are you seeking to learn or are you seeking to contribute?

Assess your skills and experiences against our target markets and technologies and decide whether to proceed.

3. What job titles/ levels should applicants pursue based on their candidacy level?

We focus on a comprehensive job definition called "Candidacy Level". While the roles posted have standard industry generic names such as "Lead Engineer/Senior Engineer" and "Intern/Associate/Director/Vice President" our horizontal execution structure internally correlates to your capabilities and qualifications. A potential offer letter will align, with a combination of our estimation of fair compensation, responsibility, and business need.

4. What does the recruiting process look like?

On the 1st of each month we begin the recruitment cycle. We review EVERY resume and inquiry we receive, and provide targeted feedback, along with invitations to interview over the following two weeks. Your resumes are scored by a combination of human and artificial intelligence. Top scoring applicants then recieve an invitation to interview, typically virtually. Following the interview, we have a cooling period for the team to do evaluations and assessments. Candidates will then receive an offer letter, or a rejection explanation letter. Responding to correspondence is critical during this time, as we take non-response as an indication of non-interest.

5. What does the candidate vetting process look like?

Resumes:

How are resumes reviewed, and by whom?
Resumes are reviewed by highlighting project, process, and functional skill needs against candidate experience.
Are cover letters read?
We read cover letters. Tell us your story!

Interviews:

What is the format (1:1/ 1:2/Behavioral/ technical/ group/ case)
Interviews for technical roles have a behavioral and technical element that is either 1:1 or 1:2 depending on which initiative you are qualified roles.
Innovation and marketing roles have a Behavioral and light case interview that is 1:1 or 1:2 depending on availability.
How many rounds are typical
2 rounds are typical for most roles.
C-Suite/Cofounder interviews do not have a set number of interactions.
Insights into the interviewers (Hiring team/ cross-functional/ seniority levels)
Interview will be conducted by the team looking to bring you on. Currently there is one team. Technically, there will always be one team, because we share a vision.

Congratulations! If you made it to the end of this, you, like many CLR employees, enjoy reading. That's already a great sign. Mention the symbol Omega (the 2025 keyword) when asked during an engagement with CLR or in your interview to signal that you read this. It is not a requirement for candidacy, but every little bit helps.

CLR Technologies Inc.
Clarity at Last