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11 Sites Where You Can Find Employee Reviews

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Looking for company reviews by employees? Job review sites are essential for your job search , whether you’re seeking a long-term career or job satisfaction. Discover how these sites can help you find the perfect job match with the income and fulfillment you desire.

Key Takeaways:

Job review sites can help you learn about potential employers from the point of view of the employees who work there.

Sites where you can read employee reviews include Glassdoor, Jobcase, Comparably, and more.

When using job review sites, it’s important to remember to take everything with a grain of salt as the reviews can be subjective – if possible, it’s best to read multiple reviews on different sites.

10 job review sites

These are ten of the most common and most popular sites for company reviews by employees. It’s best to stick with the known websites because they’re where people are most likely to comment on their job experiences.

Glassdoor. Probably the best-known website for employee job reviews, this is a must when it comes to a successful job hunt.

Fairygodboss. This is a review site that’s dedicated to the female perspective. The goal is to help women find jobs where they’re treated fairly, paid comparably, and where they’ll truly love their jobs.

Vault. Vault not only looks at employee reviews but it asks interns to review their internships , and it also looks to gather academic reviews. This can be an excellent resource for people who are looking to get a foot in a dream company and work their way through school, internships, and a professional career.

Kununu. This company was founded in Austria in 2007, and it’s considered the Glassdoor of Germany. But it has expanded, so it’s not just for Germany anymore. They’ve integrated their reviews into the company profiles on another job site and helps you determine if that’s a company you’d like to work for.

CareerBliss. The bliss score is determined by answers to questions about job satisfaction, employee happiness, and salary. They do have a job board, so you can see available jobs, but their biggest benefit to the user is the job review board which is entirely propelled by user-generated content.

Jobcase. Jobcase is a social media platform that focuses on users in the United States. There are discussion boards, company reviews, user profiles, job listings, and more.

This site can be what you make of it. If you’re looking at several different sites, then it definitely needs to be on your radar because you can ask questions and get responses from people working in the company.

Blind. This is an anonymous website that encourages professionals to discuss their workplace environment , share advice, and give some feedback. They promote transparency and hope that by doing this, there can be some productive changes in workplace environments.

Comparably. Comparably is known for providing a detailed breakdown of a company’s culture , compensation, and employee satisfaction. It’s definitely one to check out if you’re serious about a company or if you’re comparing a few of them and want to end up in the best position.

The Job Crowd. This is a website designed for users in the U.K., so if you’re not in that market right now, it’s not going to be a big benefit, but it does provide a lot of information. It doesn’t hurt to look at the conditions of jobs like yours in other countries.

InHerSight. This is another anonymous job review site that is specifically focused on women in the workplace. They look at the opportunity, schedule and flexibility, enrichment opportunities, family importance, and company culture.

Why check a job review site

It’s important to understand that this part of your job search is for you, and reading employer reviews empowers you with knowledge about a company and its leadership. The employer really doesn’t care if you take that extra step and look at what their employees think of them. In fact, some employers would probably rather you didn’t do that at all.

Your primary goal in checking a company review is to learn what people who work in the company think of them. What their real work atmosphere is like and how their employees feel.

You’ll be hearing a lot of great things from HR , the hiring manager , and recruiters about the company, but isn’t it the opinion of the actual workers that matters most?

One thing to remember when reading reviews is that you need to take them with a grain of salt; that is, you should look for an overall impression and not just one person’s sour grapes.

Think about reviewers. Often, they say something when they’re unhappy or dissatisfied. Not all reviewers are going into a review to let people know about a good or even just a mediocre experience.

Some review sites don’t rely so heavily on employee reviews; instead, they do their own checks to see how a company stacks up against the competition. This can be really helpful, but remember, these are not company insiders, so they don’t have all the information that an employee would share, which means that the following list of job review sites is great for your job hunt.

Tips for using company review boards

If you’re going to use a company review board as a part of your job search, these four tips can help you make the most of it.

Use more than one. Don’t simply rely on one job review site to provide information. This is too one-sided, and it can be swayed by a handful of very vocal employees. It’s best to use several different sites and then weigh each one.

Don’t take reviews as gospel. You know that your experience in life is different from everyone else’s. Even the exact same thing can be different for you than it is for another person.

Pay attention to trends. If you hear from a few job boards that the vacation sucks, then take this information with you into the interview.

Be careful about your posts. It seems right that if you use the information from a job review site that you should also contribute. And this is probably true, but you need to also protect your professional reputation.

Company reviews FAQ

How can I trust the authenticity of employee reviews on company review sites?

Ensuring the authenticity of employee reviews on company review sites can be challenging, but these platforms employ several measures to maintain credibility. Reviews often undergo moderation to filter out fraudulent or biased content. Look for detailed and balanced reviews that provide specific examples and experiences rather than overly positive or negative ones. Additionally, consider checking multiple sources and cross-referencing information to form a more accurate picture of the company.

Are there specific job review sites tailored to certain industries or job types?

Yes, there are job review sites that cater to specific industries, job roles, or career levels. Some examples include Glassdoor, which covers a wide range of industries, and niche platforms like NurseFly for healthcare professionals or Dice for tech-related jobs. Tailored review sites can provide more relevant insights for job seekers looking for specific information related to their field or career goals.

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Kristin Kizer is an award-winning writer, television and documentary producer, and content specialist who has worked on a wide variety of written, broadcast, and electronic publications. A former writer/producer for The Discovery Channel, she is now a freelance writer and delighted to be sharing her talents and time with the wonderful Zippia audience.

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19 Employer Review Sites to Put on Your Radar

A great way to monitor (and display) your employer brand is through reviews from candidates and employees. To help you bolster your reputation, review our list of top employer review sites.

Updated July 2, 2022

What’s it like to work at this company from an employee’s perspective?

The answer to this simple question can make or break a candidate’s decision to work at your company, as 82% of candidates now consider employer brand and reputation before applying to a job — a 7% increase in the past five years.

This is why making an exerted effort to build and maintain a positive employer review reputation is more essential than ever to attract top talent to your workplace, especially in today’s competitive labor market. 

The good news is that today’s employers are spoiled with options for employer review sites, which cater to every demographic, location, industry, geography and virtually every other characteristic you can think of. 

While you don’t have to stress about up-keeping every single one, the more you familiarize yourself with possible options, and the more you can experiment and hone in the ones most relevant to your target talent audience, the more effective your reputation strategy will be. 

With that said, here are 19 employer review sites to worth checking out!

19 employer review sites to put on your radar

Blind : Not officially a review site per se, but still worth paying attention to conversations on this mobile app. Blind provides anonymous users from the U.S. and South Korea with a platform to talk about their experiences working for different employers and industries. Once enough users sign up from a company, a channel opens up in the app where you can anonymously discuss your workplace with co-workers – which could offer some strong insight into how your employer brand is perceived internally.

Career Bliss : A site with millions of employee reviews that focus on areas like job satisfaction, employee happiness and salary to provide a “Bliss score.” They’re also a job board with 3.5 million listings. Career Bliss describes their top demographic as “influential experienced professionals,” between the ages of 35 to 54, making upwards of $100,000 per year. Career Bliss is composed completely of user-generated content – so you can buy ads here, but you can’t claim or make updates to a company profile.

Comparably : Founded in 2015, Comparably presents an ultra-detailed breakdown of culture and compensation info gathered from employee reviews. The site, which raised $7.5 million in venture capital in 2017, offers a slick user experience and more employer stats than any other review site we’ve seen. Comparably also sets themselves apart by letting employers get in touch directly with candidates who express interest through the platform.

Fairygodboss : A review site that spotlights women’s perspectives on their employers. They’re growing quickly – Fairygodboss reached 1 million unique visitors in January 2018. In addition to reviews, the site provides career information and advice, discussion boards and job listings. Employers can sponsor discussion topics and purchase a branded profile.

Glassdoor : The most popular review site in the U.S., Glassdoor has 114 million+ employer reviews and more than 62 million monthly site visitors. Glassdoor offers employer branding and sponsored job services to get your company in front of talent. 

Indeed : Often considered first as the world’s largest job board, Indeed attracts more than 250 million monthly site visitors. Likely in response to Google for Jobs, Indeed has improved some of their secondary offerings and now offers an attractive “Company Reviews” section on their site. Company reviews are linked to profiles, so anyone looking at one of your company’s jobs can see what employees have to say about their experience.

InHerSight : Like Fairygodboss, this employer review site is intended for women to leave reviews about their employment experiences. While this platform is very new (they have less than 10 employees at present), it has a lot of potential for growth because of a smooth user experience and great features for candidates. Users create profiles and select the things that matter most to them in an employment experience. Recommended jobs are then matched and delivered directly to candidates.

Ivy Exec: If you’re trying to attract c-suite talent, Ivy Exec is a great employer review site to consider. It offers company profile pages, recent and authentic employee reviews and ratings and in-depth looks at areas that executive candidates care about most.

Job Advisor : An Australian employer review site that launched in 2012. Employers can create visually appealing pages to show off their brand in the Australian market.

Jobcase : A social media platform dedicated to empowering the American workforce. The site offers discussion boards, company reviews, user profiles, coworker ‘praises’ and jobs. The reviews section of their site is pretty inactive so far; however, they claim to have a membership of 70 million+ American users because their technology has powered hundreds of job sites since 2009. Jobcase also received $7 million in venture capital funding in 2017, so they’re worth keeping an eye on!

Rank My Internship : A Canadian anonymous review site for students and recent grads to rate their experiences interning for companies in Canada. Rank My Internship is also integrated with a popular intern and co-op job board in Canada, jobpostings.ca .

Ratemyemployer: Ratemyemployer caters to Canadian employees and employers. Employees can leave in-depth reviews ranging from 1-5 stars on a number of hot-button areas including “Stress”, “Business model, vision and strategy” and “Feedback”. 

SEEK : Founded in 1997, SEEK is the top job board in Australia and is also popular in many other APAC locations. The site receives more than 450 million visitors each month and now offers a “Company Reviews” section on their site.

The Job Crowd : An anonymous employer review and early career advice site for new graduates in the UK. The site markets itself as the “TripAdvisor for jobs” and receives millions of visitors per year.

Vault : Vault is a career resource site that encourages employer reviews, internship reviews as well as reviews about academic institutions. They also offer career advice for various professions and industries with the aim of helping professionals and students at each stage of their career journey. Vault has 2.5 million subscribers and offers a range of content marketing campaigns so employers can reach students and professionals with targeted messaging.

Xing : Is a professional social media site that’s particularly popular in Germany, Austria and Switzerland. Comparable to LinkedIn, the site pulls in Kununu reviews and displays them front and center on company pages. A fun fact is that Xing has also owned Kununu, Europe’s #1 employer review site, since 2013.

Lesser known (but equally important) employer review sites 

There are also a number of sites that, while not specifically created for employer reviews, are being used as sources of employer information by employees. With this in mind, it can be worth monitoring and responding to employees on:

Reddit: There is a subreddit for almost every topic imaginable on Reddit. Even if your company doesn’t have a dedicated subreddit, you may find that it comes up in relevant industry or job-related subreddits, where you can join the conversation and do your part to contribute to the narrative about your employer brand. 

Quora: If you search your company name on these platforms, you may find that employees and candidates are asking questions about you. Or, you may find that you’re being mentioned in answers to questions. Either way, Quora is another platform worth mentioning. 

Social media: Combing through comments on your content, or mentions in other places around social media, you’ll likely find comments, questions, concerns and straight out reviews by employees and candidates. You can keep track of these mentions manually, or with the help of a social listening tool like Hootsuite .

Pro Tips for Managing Your Employer Reputation

Now that you know where to look, let’s take a look at some pro tips you can use to help you manage your employer reputation effectively:

• Set a regular checking cadence : Check back weekly or monthly to see what new mentions and reviews are popping up to make sure nothing falls through the cracks.
• Set up in-platform notifications: To really make sure you’re staying part of the conversation, and be able to promptly respond, you can set up in-platform notifications. Many platforms support this by themselves, such as LinkedIn, but you can also use 3rd-party tools like Hootsuite. 
• Monitor your top employer review sites: What employer review site is producing the most traffic to your careers site? You can look to Google Analytics to find this answer and hone in on the sites your candidates are frequenting the most. You can also keep track of the number of reviews across platforms to figure this out as well. 
• Respond to negative reviews as much as positive ones: It might be tempting to ignore negative reviews but this does more harm than good. Candidates appreciate when you acknowledge challenge areas at your company, and responding to criticism, especially in a way that explains how you plan to fix it, is helpful for yoru employer brand. 
• Repurpose positive reviews and workplace awards as employer brand content: Did an employee leave an especially glowing review on Glassdoor? Repurpose it into a quote and share it across your socials and in your talent network! Similarly, if you win an award like “Best Workplace for Women”, make sure to place the award on your careers site, post it on social and share it across as many other places as possible.
• Use company updates on Glassdoor: Take advantage of Glassdoor’s blogging functionality to post about updates in your company that you think your candidates would care about. This could be an achievement by one of your employee resource groups, a DEI initiative you plan to pursue or a profile piece about one of your employees. All of this can work with regular reviews left on your profile to strengthen your employer brand.
• Ask for feedback: Whether to existing employees or candidates currently interviewing with you, try asking them to leave a review with their honest feedback. For example, you can create a trackable link with a tool like Rally Inside leading to your Glassdoor profile, include it in your talent newsletter and ask people to leave a review. This way, you can take a more proactive approach to generate reviews rather than waiting around and hoping for the best. You can start tracking on a regular basis how many people you’re asking for feedback and correlate this with the number of reviews you’re actually receiving. Once a site gets enough traffic and attention from your target audience, it’s a good time to develop a strategy for how to respond and engage with reviews to manage your employer reputation on the platform.

Using the employer review sites above, and the pro tips outlined here, you can get started building or strengthening an employer reputation campaign today!

For more ways to strengthen your employer brand and attract today’s and tomorrow’s talent, check out our Ideabook, 8 Ways to Prepare for Tomorrow’s Talent !

About the Author

Sam Elsley is the Content Marketing Specialist at Rally Recruitment Marketing and a regular contributor to the Rally blog.

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Top 17 Company Reviews & Ratings Sites [2021 Update]

Company review sites are a top resource for job seekers. You can think of them as a “Yelp for employers/companies”.

It’s important to know where job seekers doing their research so you can manage your employer brand and reputation. 

So I created a list of 17 top company review sites to reference. Some sites feature employee-based content like reviews and ratings. Others produce their own employer reviews by analyzing companies on their own.

• Methodology
• Great Place to Work
• FairyGodBoss
• CareerBliss
• The Job Crowd
• Rate My Employer
• Rate My Internship

METHODOLOGY

We ran the top company reviews sites through an SEO (search engine optimization) tool called ahrefs to give us an “ahrefs Rank”. ahrefs defines this as “the strength of a website’s backlink profile compared to the others in ahrefs database, with rank #1 being the strongest.” Here’s an example of the Indeed’s ahrefs rank. 

Ahrefs isn’t perfect but it provides a third-party “apples-to-apples” measurement to compare these company review sites. 

Here are the top 17 company reviews sites that give a detailed, accurate look at employers:

Indeed’s employer reviews are segmented into a list of the best places to work and has around 500 companies that are reviewed and rated by current and past employees. Indeed is more like Glassdoor (both are owned by Recruit Holdings Ltd.) in the way employee reviews are conducted and also provide individual ratings as well as cumulative ratings.

Indeed’s Company Review Rundown

• Overall Company Review Rating Scale
• Work/Life Balance Scale
• Compensation/Benefits Scale
• Job Security/Advancement Scale
• Management Scale
• Culture Scale
• Pros & Cons

ahrefs Rank: 546

2. Glassdoor

Glassdoor is a well-known employer review site that has built a database of 8+ million company reviews, leadership/management ratings, salary reports, job interview tips, employee benefits reports, and workplace insights. All data is generated by “the people who know the company best” (employees).

Glassdoor’s Company Review Rundown

• Overall Company Review Rating Scale: 1-5
• Recommend Company To A Friend Scale: 0-100%
• CEO Approval Rating Scale: 0-100%
• Interview Ratings

ahrefs Rank: 1,010

*note: Kununu focuses on German-based companies.

Kununu is an employer review site that gives job seekers an inside look into companies *before* they work there through authentic company reviews.

They also empower all employees by encouraging them to share their real work-life experiences.

Kununu’s Company Review Rundown

• Kununu Score
• Recommendation Rate
• Employee Ratings (based on 10 criteria)
• Applicant Ratings
• Culture Rating

ahrefs Rank: 2,394

4. The Muse

More known for it’s job board and career advice, The Muse is building out a great database of company/employer ratings and reviews.

My favorite feature is the employee videos section. They consist of a 1-2 minute long video about the company, employee experience, and more.

The Muse Company Review Rundown

• Company Overview
• Employee Videos
• In-depth Office Location Slideshows
• Department-specific content
• Links to Job Openings

ahrefs Rank: 3,555

Australian owned and operated employer review site that is a great source of feedback and reviews from employees. Candidates can easily search ratings, reviews and jobs for a huge set of companies.

Seek’s Company Review Rundown

• Work/Life Balance
• Career Development
• Benefits & Perks
• Working Environment
• Diversity and Equal Opportunity

ahrefs Rank: 4,497

6. Great Place to Work

Great place to Work offers some of the most in-depth employer reviews. While GlassDoor offers individual employee feedback , Great Place to Work’s employer review system is based on a collective rating of all current employees’ feedback on an anonymous survey in six different areas. They also provide great visuals on employer statistics giving potential job candidates multiple ways to look at data.

Great Place To Work’s Company Review Rundown

• What Employees Say Scale: 0-100%
• About Company
• Company Awards
• Perks & Programs
• Compensation Programs
• Employee Benefits
• Demographic Visuals (Charts & Graphs)
• Hiring Outlooks
• Advice On How To Get Hired

ahrefs Rank: 7,306

BuiltIn focuses on employers and jobs in tech (exclusively). They help tech talent find their professional purpose and they help employers tell their stories, BuiltIn is the intersection at where these two cross. The company review pages are comprehensive and also feature employee reviews and a Q&A section.

BuiltIn’s Company Review Rundown

• Perks & Benefits
• Job Openings
• Technology Used
• Articles mentioning company/company news

ahrefs Rank: 14,702

8. Comparably

Comparably is a company review site focused on compensation and company culture data. With ratings for gender, diversity and overall culture, Comparably offers things candidates are really looking for when researching a company. Some employers prefer Comparably versus Glassdoor because it allows you to better control surveying current employers (Glassdoor includes ratings from former employees who sometimes are disgruntled).

Comparably has one of my favorite interfaces out of all of the employer review sites with clean, readable graphs and visuals.

Comparably’s Company Review Rundown

• Company Culture Score (Includes breakdown by Department)
• Gender Score
• Diversity Score
• Reviews from Employee
• Salary Information
• Competitor Comparison
• Anonymous Q&A with Employee

ahrefs Rank: 26,137

Vault provides employer ratings, reviews, and rankings on 5,000 companies in over 120 industries. Rather than an employee review based site, Vault does most of their company research in-house and provides some really in-depth information on each department. This site does have some free content (overview and some rankings) on companies, but in order to get the good stuff you will need to subscribe to Vault for a fee.

Vault’s Company Review Rundown

• Review on each department
• Financial Performance
• Mergers & Acquisitions
• Recent Company News & Press Releases
• Industry Reputation
• Career Advancement
• Quality of Life
• Salary & Benefits
• Interview Process

ahrefs Rank: 28,333

10. Fairygodboss

*note: All content on site is based/focused women.

One of the largest career communities for women. Fairygodboss’s mission is to providie free resources for highly motivated women to connect with other career-minded individuals and companies. Millions of women visit Fairygodboss for career connections, jobs, community advice, virtual events and hard-to-find intel about how companies treat women.

Fairygodboss’s Employer Review Rundown

• Employee Reviews
• Parental Leave

ahrefs Rank: 29,425

11. CareerBliss

Another trending company review site is CareerBliss. Serving multiple perspectives (employers, job seekers and recruiters) CareerBliss is a one stop shop for job seekers looking for information on an employer.

CareerBliss has some of the most complete salary data including salary by position and in-depth salary comparisons to the national average and geographical averages.

They also have an annual employer of choice award for the top 50 Happiest Companies in America .

CareerBliss’s Employer Review Rundown

• Bliss Score – Includes multiple user-generated data points like job satisfaction, pay-scale and overall employee happiness to calculate the “Bliss Score”
• # of job openings
• Average Salary (across company)
• Employee Reviews (based on 8 criteria)
• Company Salary Distribution
• Salary by Position
• Compared to national avg. salary of position
• Compared to avg. salary of position at specific location

ahrefs Rank: 69,938

Professionals anonymously communicate in private company channels and openly with users across industries. Blind is a place where 3.5MM+ professionals worldwide share advice, provide honest feedback, improve company culture and discover relevant career information.

Blind’s mission towards transparency breaks down professional barriers – empowering informed decisions and inspiring productive change in the workplace.

Blind’s Company Review Rundown

• Career Growth
• Compensation
• Company Culture

ahrefs Rank: 105,615

13. Jobcase

Jobcase provides lots of capabilities for job seekers. They offer a couple of cool features including a cool Q&A style message board where community members share experiences at that company. They also gives you the ability to connect with current employees on social media.

Jobcase’s Company Review Rundown

• Company Snapshot
• Employee Profiles (and if you have any connection to them)
• Upcoming Hiring Events

ahrefs Rank: 110,439

14. InHerSight

InHerSight is a completely anonymous platform to measure how well companies support women employees, from office suites to executive suites, in cubicles and in warehouses.

Women employees can rate and review their experience at companies and can get matched to a job at a company that shares their values.

InHerSight’s Company Review Rundown

• Opportunity
• Schedule & Flexibility
• They also have a subsection of ratings for each of the 5 categories above.
• Employee Comments
• Cool Feature —  You can filter ratings by career level, race/ethnicity, sexual, sexual orientation, and parental status.

ahrefs Rank: 131,693

15. The Job Crowd

Focused on graduate employers and employees the job crowd hosts thousands of reviews for potential candidates to read. They do a great job not only providing individual employee reviews, but also have reviews on specific job titles and positions. Their employee reviews are based on the premise of what the best and worst things are about the company and the employer profile has information on working hours, salary, and interview tips.

The Job Crowd’s Company Review Rundown

• Employee Rating
• Job/Workplace Reviews
• Individual Job Reviews
• Employer Profile
• Open Graduate Jobs
• Best and Worst Things About Company

ahrefs Rank: 446,163

16. Rate My Employer

RateMyEmployer is a project by jobWings.com careers inc., a Canadian company in the online recruiting industry.

Many employers use Internet search engines and social networking sites to research potential employees and use what they find in their candidate screening process.

So jobWings.con decided that it would be fair for job seekers to be able to do some kind of background check and pre-employment screening too!

Rate My Employer’s Company  Review Rundown

• Management’s skills
• Compensation and benefits
• Work/Family Balance
• Advancement
• 15 other criteria

ahrefs Rank: 3,042,041

17. Rank My Internship

Rank My Internship is a company review site focused on internships and co-op experiences. Rank My Internship is one of the best resources to learn more about internships and the companies offering them.

Rate My Internship’s Company Review Rundown

• Interview Questions
• Culture Content

ahrefs Rank: 50,568,443

Why I wrote this?

Company review sites aid job seekers in making decisions. It’s important to know these employer review sites so you can manage your brand and reputation. 

If you have company ratings and reviews or an employer of choice award from a company listed above, our Career Site Builder let’s you add it to your job pages.

June 15, 2016 by Nick Misa in Employer Branding

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The 6 Best Employee Review Sites to Learn More About a Company

Find out what employees think about working for a company before accepting a job offer. Here are some of the top employee review sites.

You're advancing to the next stage of the hiring process and wondering what it would be like to be a successful candidate and work for the company. The good news is that there are ways for you to learn about the organization's culture thanks to the World Wide Web.

You can learn first-hand from employees currently working for the company or who are past employees. Some sites have rankings based on various categories, such as the best companies that practice diversity or the best companies for jobs in particular industries.

1. Legacy.Vault.com

Legacy.Vault.com is a site where you can investigate companies under four main categories: accounting firms, investment banks, consulting firms, and law firms. Depending on the company, you can find an overview of the company at a minimum. With the sites under the four main categories, you can learn about company rankings in relevant categories and, in some cases, see employee survey results and why you would want to work with the company.

For companies that fall outside the four main categories, you can access an overview of the company and see available employment programs such as summer internships. Legacy.Vault.com has been providing detailed information on what it's like to work for a particular profession, company, or industry, helping you place yourself in a position to create the career of your dreams.

In addition to company rankings and employee reviews, Legacy.Vault.com also provides industry guides with topics such as internship guides and how to improve your behavioral interview skills, to name a few. If you're interested in learning about other sites where you can research companies, you might want to check out the best websites to know about your potential employers .

2. FairyGodBoss

FairyGodBoss claims to be the largest woman-focused career community. Individuals submit reviews ranking companies on a scale from one to five stars. The company's mission is to help women in their community by providing a safe, inclusive environment and free resources for women who are highly motivated to connect with other career-minded women.

The reviews you find on the site can help women discover difficult-to-find information about how an organization treats its female employees. You can find the top 30 lists for the best company, technology company, finance company, company CEOs, consulting, and 2021. If you're looking to navigate public spaces safely, you may be interested in learning how the SafeUP app is helping women feel safer in public spaces .

3. Built In

Developers created Built In in 2011 as a social network and blogging platform. Since then, they have reinvented how talented people find their professional purpose by creating a vision of connecting the world through a shared human need for meaning and a passion for technology.

Through Built In, employers have an opportunity to tell their story, and people in the industry can join communities, connecting via their shared values and passion. The site is the best place for job seekers in technology to learn about the industry, carve out futures at organizations they believe in, and build connections with millions of fellow technology professionals.

With Built In, you can access employees that work for the company you're interested in and ask questions to learn about the company culture and work environment. If you're a recent graduate, you might be interested in learning about the lucrative technology careers for IT graduates .

4. GreatPlacetoWork.com

GreatPlacetoWork.com offers employee surveys, certification, and recognition for employers. To qualify to be on one of GreatPlacestoWork.com's lists:

• The organization must be in the United States.
• Have at least ten full-time and/or part-time employees.
• Be GreatPlacetoWork.com certified as of the list application deadline.

To become GreatPlacetoWork.com certified, an organization must survey its employees using the site's flagship assessment, the Trust Index, and complete a culture summary. An organization may require more than 50 employees to qualify for some lists.

GreatPlacetoWork.com selects the best workplaces using its "For All model" and methodology to evaluate its pool of Great Place to Work-certified companies. Great Place to Work recognizes the top-performing companies as the best workplaces.

5. Ivey Exec

If you're looking for an executive-level position, you should look at Ivey Exec. The company markets itself as "your source for executive-level jobs and career support." The website provides authentic and recent employee reviews, ratings, and company profiles. You can also get an in-depth view of areas that matter to fellow C-level colleagues.

You can search for companies by industry on the site or look for a specific company. Ivey Exec has a few preselected lists that you may be interested in checking out if you're looking for an executive-level position:

• Best Reviewed Companies
• Top Companies for Compensation
• Top Companies for Culture
• Women-Led Businesses
• Editor's Picks
• Companies Hiring

The site offers you the chance to get an idea of what it's like to work as an executive at a particular company with real-world experience from someone who's lived it. Ivey Exec wants you to have access to the information you need to make informed decisions about the future of your career.

The creators of JobCase developed the social media platform to help empower the U.S. workforce. The site features user profiles, co-worker praises, jobs, company reviews, and discussion boards. The company claims to have over 130 million users and over 20 million unique monthly visitors. The site empowers job-seekers in three ways: advocacy, job search tools, and community.

The discussion board is a Q&A style, where members share what it's like to work at a particular company. You can also connect with current employees at a company via social media to have off-the-record conversations to learn more about their experiences.

Find a Job Where You Can Be Happy

Before you accept a job offer, you want to be sure that you will be happy with your choice. Do as much research as possible about the potential employer to learn if you're a good match with the organization's culture. You may be pleasantly surprised to learn about the experiences of others working at a company you're interested in.

Since we spend most of our waking hours at our job, we should ensure we work in a culture and environment that aligns with our values and beliefs. If you're currently unhappy at work, you may be interested in learning how you can find happiness.

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Sites Where You Can Find Company Reviews by Employees

Being able to view company reviews by employees is handy for various reasons. You might be considering joining the organisation or exploring investment opportunities and want to measure its ethical standing. Alternatively, if you're a former employee, you might want to share some insights with others. Whatever the reason, we've curated a collection of some of the best workplace review sites so you can easily do your due diligence and feel confident when making a decision. Read on and discover the valuable perspectives they offer.

Joberty started in 2019 with a mission to help developers make better career choices and now features over 1900 IT companies.

At Joberty, upholding the freedom of speech is of utmost importance. We are dedicated to providing a platform where users can freely express their personal views and opinions without any fear of negative consequences. Our top priority is safeguarding user privacy and anonymity, as we never disclose identities to third parties or employers. In order to maintain the authenticity of reviews, we refrain from filtering or altering any content, irrespective of its positivity or negativity.

To ensure a responsible and respectful community, we require users to register and verify their email addresses before they can leave a review, preventing any potential misuse or abuse. Our commitment to professionalism is reflected in our diligent review process, where we carefully assess each review to ensure compliance with our guidelines and terms of use.

At Joberty , we firmly believe in maintaining neutrality, and companies cannot influence the removal or moderation of user reviews, ensuring an unbiased platform for sharing experiences. Furthermore, we promote fairness by allowing companies to address reviews and express their opinions without charge.

Join Joberty and experience a platform that values free expression while fostering an environment of fairness, transparency, and authenticity.

Key takeaways :

• A workplace review platform for developers
• Companies have no influence on review removal or moderation, ensuring unbiased reviews.
• Offers a vibrant community page where you can exchange ideas, seek knowledge and engage in enlightening discussions with fellow developers.
• Discover exciting tech opportunities that ignite your passion.

2. Glassdoor

Glassdoor helps job seekers find ideal careers and companies, promoting workplace transparency and addressing discrimination and toxic environments. It simplifies the job search process with filters for millions of jobs, ratings, salary info, and reviews. On the other hand, employers can shape their profiles, post jobs, respond to reviews, and gain insights. Glassdoor has a global community, operating in 20 countries, with news, blog, and research on workplace trends.

• The platform has been around since 2007 and features over 150 million reviews, salaries & insights for 20 countries.
• Their expertise allows them to present a comprehensive view.
• Each review boasts a dedicated pros and cons section.

Founded in Austria in 2007, Kununu has evolved into Germany's equivalent of Glassdoor, and its influence now extends to various other countries. Setting itself apart from other job review platforms, it embraces a unique approach by incorporating coworker ratings. It's worth noting that this platform also integrates with Monster, a well-established online job board.

• Find the best employers in your city through their comprehensive employer rankings.
• Discover a company's corporate culture through the Culture Compass, an integrated feature in every company profile.

4. Fairygodboss

FairyGodBoss is a review site that promotes fair treatment and equal pay for women in the workplace. It's a valuable resource for anyone seeking a job where fairness is a priority. The platform creates a supportive and inclusive community for women to connect and share their experiences. Users can gain insights into how companies treat their female employees through reviews. FairyGodBoss offers top 30 lists in various categories, including technology, finance, and consulting.

• A workplace review platform founded by women for women and those seeking a job where fairness and equality are a priority.
• A supportive community where ambitious women can connect with like-minded individuals to confidently pursue their career goals.

5. Firsthand (Vault)

Firsthand (Vault) garnered recognition for its esteemed industry rankings, founded on the valuable insights derived from employee surveys for various accounting, consulting and law firms and investment banks. Now, it offers premium research offerings in exchange for employee reviews. Firsthand also collects intern and academic reviews, making it a valuable resource for those seeking opportunities in their desired fields. It provides comprehensive company overviews, rankings, and employment programs. Firsthand offers industry guides covering various topics like internships and interview skills.

• Firsthand offers an all-in-one career engagement platform so colleges and universities can conduct meaningful interactions with students, applicants, alumni, and employers.
• Firsthand Insiders get in-depth access to hundreds of company rankings and thousands of company, professional and industry profiles and full access to expert career articles.

While Indeed is widely recognised as a job search platform, its company review section has gained significant recognition. It provides access to a vast collection of company reviews from across the globe. Moreover, you can effortlessly explore high-paying jobs and the best-paying companies in your local area.

• Offers an easy-to-navigate interface and all-in-one company profile's that let you see job listings, company reviews and salaries at a glance.
• Each company page features a Q&A section that covers benefits, interviews and company culture.

7. CareerBliss

CareerBliss is a platform for employees to share their reviews about their workplace using a comprehensive 5-star rating system. They offer scores that assess different facets of the company, encompassing culture, working environment, and interactions with colleagues. In addition to structured feedback, the platform allows for open-ended commentary, allowing users to express their thoughts freely. The distinct feature of CareerBliss is the bliss score, a measure derived from employees' responses regarding job satisfaction, salary, and overall happiness. While the platform includes a job board for users to explore available positions, its true strength lies in the job review board. This section is driven entirely by user-generated content, guaranteeing authentic reviews beyond the reach of companies' influence.

Key takeaways:

• Includes user-generated data points like job satisfaction, pay scale, and overall employee happiness, known as the "Bliss-Score."
• Provides comprehensive data and intuitive research tools to empower job seekers, employers, and recruiters.

8. The Job Crowd

If you're in the UK, The JobCrowd is a remarkable resource for graduates and apprentices. Its website provides comprehensive insights into job conditions within the UK market. A deeper understanding for those who are still learning or have just graduated of the overall professional landscape is paramount in today's ever-evolving economy. Delving into employee reviews, individuals are empowered to rate companies on a scale ranging from one to five stars. These insightful reviews encapsulate the reviewer's job title and answer two pivotal questions: "What are the most favorable and unfavorable aspects of your company?" and "What constitutes your day-to-day responsibilities?" Embracing this wealth of information can prove immensely beneficial when seeking profound insights into the work culture of a particular organisation.

• The UK's only graduate and apprentice employer ranking system based on employee feedback.
• Rankings are based on employee feedback collected through an annual survey.

9. Ivey Exec

Ivey Exec is the ultimate source for executive-level jobs and unwavering career guidance, and this platform empowers you to confidently shape your professional future. Experience the power of authentic employee reviews, up-to-date ratings, and comprehensive company profiles that provide valuable insights for informed decision-making. Explore industry-leading companies, curated lists of top performers, and exclusive opportunities tailored to your aspirations. With their unwavering focus on delivering a real-world executive experience, their reviews cover crucial aspects such as culture, prestige, work, leadership, and financial rewards.

• A platform for executive jobs, career support, and market research studies.
• Claims to be an is an elite, global community of highly successful professionals.

Why Looking at Company Reviews by Employees is Important

Regardless of whether you find yourself in the midst of a job search or have already secured a position, specific important details tend to remain elusive. Uncovering insights about the interview process, the company's technological landscape, the dynamics within the team, and even the salary can be challenging. Traditional approaches like scouring the company's website or relying on personal connections often fail to provide honest answers. Fortunately, with the power of workplace review platforms, you gain access to the information required to make confident and informed career decisions.

How to Maximise the Benefits of Employee Review Sites

When looking for job reviews online, it's important to approach them with a critical eye. Reviews can be subjective, so reading reviews from different sites is best for a well-rounded understanding. But once you have this information, how do you make the most of it without becoming overwhelmed? Remember, everyone has their own perspective, so take the time to understand who is writing the review and whether their view is similar to yours. Reading more than just one or two reviews is also important to get a figurative sense of the company. Don't just focus on the most recent reviews - look at the company's history to see how it has evolved. By following these steps, you can make the most informed decision possible.

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Which is the Best Employer Review Site? [Glassdoor vs the Others]

• Post author By Maebellyne Ventura

The vast majority of internet users today rely on peer-review sites before making a purchase. From books to restaurants, hotels and even airplane seats, users happily rely on online services to aid them in making informed choices. Sites such as Amazon, Yelp, TripAdvisor and eBay have made online reviews the norm for savvy consumers everywhere.

Equally, savvy jobseekers around the world are relying on social media, particularly on employer review sites for information about their prospective employers. Review sites have come a long way from merely providing disgruntled employees and rejected jobseekers with a place to vent and publicly air their grievances. In the last few years, these sites (and their user base) have matured to be reliable sources of “insider” information for candidates looking to join an organisation.

In an age where branding and corporate culture are becoming key differentiators when attracting skilled talent, employer review sites provide an alternative to the glossy brochures, media coverage and fancy corporate careers site made available to jobseekers:

Glassdoor.com  – the most popular employer and CEO review site right now. Current or former employees anonymously rate their companies on a scale of 1 – 5 along with a statement of at least one pro and one con of working for the organisation.

Employees are also able to review CEOs and other high-profile business leaders who are known in the public domain. However, users are not allowed to submit reviews for “private individuals”, i.e. immediate line managers to preserve their privacy.

Each submission is manually reviewed by a team at Glassdoor to make sure that the entry is “genuine”.  Apart from reviews, users are also able to submit information regarding interview questions they faced as well as reporting salary information.

With the release of its Facebook application last year, usage has grown dramatically and the site continuously attracts new users from around the world.

RELATED: How Glassdoor Gives Candidates an Inside Look at Employers

RateMyEmployer.ca:

RateMyEmployer.ca  –  The site displays anonymous reviews from current or past employees for Canadian businesses. To date, 36’817 reviews have been submitted for a total of 8’060 employers.  The site discourages posting reviews for companies with fewer than 20 employees to prevent possible identification of the reviewers.

All submissions are user moderated and as such, the system relies on the community to report inappropriate language, inflammatory comments and other objectionable content. Apart from flagging inappropriate material, the site also allows users to “like”, “dislike” and comment on existing reviews.

RateMyEmployer is owned and maintained by Jobwings.com careers inc., a Canadian company that also operates several job boards. However, despite being founded by a company firmly entrenched in the online recruitment space, RateMyEmployer does not advertise any jobs nor does it seem to have a revenue stream which works in partnership with any employers rated on the site.

JobAdviser.com.au

Jobadvisor.com.au  –  Launched in March 2012, JobAdvisor is an Australian employer review site focusing on providing employers the opportunity to improve their online branding. As with other review sites, all submission are anonymous with all companies ranked against similar organisations in its sector.

The service’s main aim is to promote employment branding for companies. JobAdvisor urges employers to use the feedback they gained on the site as a benchmark for overall employee satisfaction whilst at the same time, leveraging the positive reviews as an attraction tool for new hires.

Kununu.com  –  was founded as an alternative to Glassdoor.com specifically aimed at the German-speaking market. The platform has gained significant traction in the Austrian, German and Swiss markets. Recently it was acquired and is slowly being integrated with the social network Xing.

As with other review sites, the monetisation model for the platform relies heavily on employers paying a subscription fee to respond to the submitted comments as well as enhancing their page by adding photos, videos and the company logo. Further revenue is generated by allowing companies to post job vacancies on the site.

Jobeehive.com:

Jobeehive.com – launched in September 2008, the site hosts anonymous reviews primarily for employers in India although there are entries for US-based employers too.

Similar to other sites, user-reported salaries and compensation reports are available alongside the company ratings. Jobs are also available on the site via Indeed.com’s platform. Jobeehive also offers a “Layoff Tracker” functionality that displays the number of employees made redundant in a given month.

The site generates revenue primarily through display advertising. They also offer employers the opportunity to promote their brand through a “Featured Employer” program as well as social media management services.

TheJobCrowd.co.uk:

TheJobCrowd.co.uk  – is a UK-based employer review sited targeting the graduate population about to enter the workforce. The site pitches itself as the ‘TripAdvisor’ for graduate jobs and internships.

Founded by two graduates, the review site focuses primarily on providing feedback for advertised graduate schemes throughout the UK. The site has since expanded to include employer reviews, as well as information on working hours and average salaries.

Hiring managers and recruiters alike should be aware of the online reviews available to jobseekers. Not every review will be positive however, being aware of what is being said about your company online allows you to anticipate possible concerns that candidates may have after reading the reviews prior to accepting your offer of employment.

At the same time, showcasing stellar feedback from current and past employees may give candidates the final necessary push when deciding between equally attractive job offers.

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• Tags Employer Branding , Glassdoor , hiring manager , Job Adviser , Jobeehive , Kununu , Online Reputation , Reputation , The Job Crowd

By Maebellyne Ventura

Maebellyne Ventura is the Digital Marketing Manager at Experis Switzerland , an IT recruitment specialist. She is also one of the founders of Clever Biscuit , a technology start-up creating simple and innovative products. Follow Maebellyne on Twitter @Maebellyne .

Transparency around the workplace topics that matter most to you.

An employer review site focused on GROWTH, PURPOSE, FLEXIBILITY, INCLUSION, & FEEDBACK. Share your voice and help shape the future of belonging at work.

Users are loving JobSage.

“Previously I wouldn’t apply to a company where I didn’t know someone directly. The risk was too great. The level of transparency on JobSage changes that for me.”

“I've had several jobs at organizations that looked good on paper, but I came to find out their values were vastly different from my own. JobSage is seriously a prayer answered for my job search.”

“My generation is a values driven workforce more than any other, and I love that this puts those values front and center as the competitive edge between companies. It demands stronger, better, more substantial work cultures.”

“This is such a worthy cause because, as a Black woman, I get pinged on LinkedIn by other Black people I don’t know asking me about the culture of a company I’ve worked for.”

“I like that JobSage is giving me the inside scoop on what it's really like to work at a company. Hands down I'd trust what I read on JobSage over a company's career site.”

There’s more to work than fancy titles and corner offices.

We’re building an employer review site around what matters most to people like you. People who wonder things like:

Will I have the opportunity to grow?

Will I feel a sense of purpose beyond making money?

Flexibility

Will I be able to take time off?

Will this be an inclusive, welcoming place to work?

Will I receive actionable, empathetic feedback?

Compensation (Coming Soon)

Will I earn a fair income?

JobSage Trusted Employers

These companies value transparency and let JobSage survey their employee base so that you can hear from those that know best, current employees, exactly what’s it’s like to work here.

ZenBusiness

574 Ratings by 117 Reviewers

336 Ratings by 69 Reviewers

Spot Insurance

249 Ratings by 51 Reviewers

Houston, TX

215 Ratings by 43 Reviewers

JobSage DOES NOT charge employers for these basic profiles because all jobseekers deserve this level of transparency without the worry that these reviews have been paid for.

“We understand how the recruiting environment works and there's a lot of fluff where what is put out is not actually true. I was excited for there to be a place for candidates to get a more accurate view of what it’s like to work at Clerk so when they’re making these big life decisions about what offer to accept, they’re making the right decision, whether it’s us or another employer.”

Caitlin Conner

“I’m proud to be on JobSage because it’s honestly who we are. This is just naturally and authentically who we are and I’m excited to share that transparency with jobseekers. What you see on JobSage is what you will get.”

Christina Wells

“Journey Foods is aligned with JobSage’s quest for transparency and accountability in the workplace. We also want to empower our employees to provide honest and actionable feedback so we can meet our objectives of continuous improvement.”

Journey Foods

“When we are trying to entice someone to work for us, we are asking them to change their life in a profound way and it's important to me that everyone feels safe in that process, especially since we are a smaller company. JobSage will help candidates make this decision with a lot more data points that aren’t just us as the recruiters and employer selling ourselves.”

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Top 4 employer review sites (that you must check before you accept the job)

Make an informed decision about whether the job is right for you with these incredible review websites.

Making sure that the company that you’ve applied to work for is the right fit for you is very important. Not only do you have to be right for the company, the company also has to be right for you!

There are a number of ways you can decide whether the company’s culture and values are in alignment with your own, for example: on their website and social media, during the interview and also by looking at what other employees have to say about the company on these useful employer review websites!

Glassdoor is probably the most well-known company review website. Glassdoor incorporates an overview of many companies in the United Kingdom, company reviews that are left by employees, jobs that you can apply for, salary information, benefits (about working for the company), reviews written by employees and even some have photographs of company life.

The review section of Glassdoor includes an overall rating of the company, whether the reviewer would recommend it to a friend, whether they approve of the CEO, if the reviewer is a former or current employee, what their job title is and whereabouts in the country they work. It also details whether they are contract, full or part time, how long they’ve been working for the company, and pros and cons of working for the company.

The jobsite Indeed has a very helpful company review section , so when you are applying for your dream job, you can quickly check whether the company is right for you. In the company review section, you will find star rating information on: the work/life balance, the salary/benefits, the job security/advancement, the management, and the culture of the company.

There are also more detailed accounts that employees have left about the company as well as their job title, whether they are a current or former employee, the date they left the review, and the pros and cons of working at the business.

• The Job Crowd

The job website Job Crowd is very similar to Indeed and Glassdoor, because it has a section for company reviews as well as a job finding section. Additionally, Job Crowd also has a section dedicated to the Top Companies Ranking (specifically for graduates and apprenticeships).

You can find a more extensive star rating, than on any of the other review websites, which includes: responsibility, work/life balance, environmental awareness, compensation and benefits, company culture, career progression, colleagues, training, enjoyment and overall rating of the company. Job Crowd also has salary information, working hours, interview advice, and pros and cons of working for the company.

• Work Advisor

Work Advisor is a very easy to use website that has company overviews as well as company reviews , so that you can decide whether the company is the right choice for you. The company review consists of an overall rating, the date the review was published, whether they are a current or former employee, and also has a list of questions that the reviewers have answered.

The questions include: would you say your company is a sociable place to be, how motivated are you to deliver the company’s objectives, does your company support your career development, how would you rate your job security, would you recommend your place of work to a friend or potential job seeker and the salary.

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Human Resources | Editorial Review

Glassdoor Review: Is It Right for Your Business?

Published February 23, 2023

Published Feb 23, 2023

REVIEWED BY: Charlette Beasley

WRITTEN BY: Karina Fabian

This article is part of a larger series on Hiring .

• 1 What We Recommend Glassdoor For
• 2 When It Would Not Be a Good Fit
• 4 Reputation Management Features
• 5 Recruiting Tools (Via Indeed)
• 6 Reporting Tools
• 7 Ease of Use
• 8 What Users Think
• 9 Bottom Line

Glassdoor is the premier employer review website, with over 114 million employer reviews and some 62 million monthly visitors. It’s an excellent place to promote your company culture and reputation, keep a pulse on employee satisfaction, and see how you compare to similar companies for attracting applicants. By using Indeed, your job ads post on your Glassdoor profile page and the pages of your competitors.

Did you know?

Glassdoor and Indeed partnered in late 2021 to use Indeed’s job ad and recruiting software for both platforms. You get all the advantages of Indeed’s system while still reaching job candidates through Glassdoor. Learn more about the differences between Glassdoor and Indeed in our comparison article.

• Free company page
• Free job posting through Indeed
• Uses Indeed’s job posting and resume screening system
• Targeted ads for employer branding
• Smaller candidate pool
• Pricing not posted online
• Must use Indeed for job ads

Deciding Factors

• Company page for providing information, culture, employee reviews is free
• Used by 80% of US online job seekers
• Job posting populates to Glassdoor and Indeed
• Best for manager and higher jobs
• Reputation analytics
• Mobile app for job seekers
• Paid plans include enhancements like video and social media, advanced analytics, and the ability to feature job ads on competitor websites
• Paid plans can be expensive (quoted $15,000 for 21–50 jobs ads/month)

Visit Glassdoor

What We Recommend Glassdoor For

Glassdoor focuses primarily on promoting your business to potential new employees. It provides a page where you can post important information, populates your job ads from Indeed, and allows employees and former employees to post reviews. Millions of businesses use it to promote their companies.

In short, we find Glassdoor best for:

• Attracting future employees: By providing clear information about your company, candid photos of your employees in action, and linking to your social media, you can give interested applicants a deep view into your company’s mission and culture.
• Managing employer reputation: By analyzing the reviews and visitors to your page, you can get a strong view of the people who are interested in your company and what kind of employer image you present. You can respond to reviews and add content to counter negativity.
• Sentiment analysis: Employees and former employees can leave anonymous reviews, ratings, and even notes to the CEO. You can use this information to get a more objective pulse on your employee’s work satisfaction and maybe even uncover issues they might be afraid to bring up at work.

When Glassdoor Would Not Be a Good Fit

• You are looking for an inexpensive way to reach diversity hires: Glassdoor can allow you to target specific diversity groups with ads, but it charges for this service. If you are trying to hire within specific demographics, check out our top recommended diversity job boards , many of which offer free options.
• Blue-collar or hourly work: Glassdoor attracts professional, managerial, and executive job seekers. Fortunately, all ads posted to Glassdoor also post on Indeed, but if that’s insufficient, check out our list of best job posting sites .
• Heavy recruiting: Glassdoor, even with Indeed, is still a basic hiring system. If you need in-depth hiring and analysis tools, check out our list of the best recruiting software .

Glassdoor Top Alternatives At a Glance

Glassdoor pricing.

Glassdoor has two types of accounts: free and paid.

• Free: The free account is primarily geared toward your employer page on Glassdoor, where you can showcase your brand, request and respond to employee reviews, and find out what kind of candidates you are attracting. Also, with a free Indeed account, you can post jobs to Indeed and Glassdoor, view resumes, and track candidates.
• Custom content
• Social media integrations
• In-depth analysis of follower demographics and ratings by job function
• Expanded insights from Indeed reviews
• Industry benchmark reports
• Targeted company updates

Glassdoor also has add-ons for either plan. Call for quotes.

• Glassdoor Display Ads: Reach targeted audiences on the Glassdoor platform
• Employer Branding Ads: One-buy/run-four ad format that reaches your target audience on Glassdoor, Indeed, and elsewhere throughout their day
• Review Intelligence: In-depth analytics tool for analyzing your data from Glassdoor and Indeed, including sentiment analysis, competitive benchmarking, exportable insights, and employee polling

Glassdoor also works with Indeed for job posting— we received a quote for the Select Branding Bundle for Indeed and Glassdoor of $15,000 per year for 21–50 jobs. It provides premium branding on the Indeed Company page and Glassdoor’s enhanced profile, as well as:

• Employer presences on both Indeed and Glassdoor (reach 80% of the online marketplace where job seekers are finding their jobs)
• Employer-branded job postings on both mobile and desktop interfaces
• Your open jobs on Indeed are automatically pushed to your Glassdoor page
• Eliminate competitors from posting their job opportunities on your Glassdoor page
• Target competitors to advertise your jobs on their page

Finally, you can pay for advanced recruiting tools on Indeed, such as Indeed Resume ($120–$300 per month), which lets you contact candidates who did not apply to your company but whose resumes you found on Indeed.

Haven’t found what you’re looking for? Check out our guide on the best recruiting software .

Glassdoor Reputation Management Features

While Glassdoor does have job posting and applicant evaluation tools through its partner, Indeed, its main focus is reputation management. Its pages are viewed by millions of serious job seekers each month who are invested in finding a company that they will enjoy working for.

Glassdoor’s company pages provide information about employee satisfaction, from overall ratings to specific reviews. (Source: Glassdoor)

Employer Page

The Employer Page is the showcase of your company. Provide information about your company and culture, answer FAQs, post photos, and even host videos. You can add your social media feeds to increase engagement (with the paid plan). If your company changes brands or is acquired by (or acquires) another company, it’s easy to make changes to show your new status.

• Advance Tools: With the paid plan, you can add featured reviews, remove competitor jobs from your profile, do competitor analysis for keywords, demographics, and more, create target audience messaging, and sponsor open jobs to appear on competitor profiles.

Take extra care of your Glassdoor employer page—it’s a great tool for branding initiatives. A well-done page can give a prospective applicant a full picture of your company, and on top of that, employees can post their reviews and information about salaries and benefits. This helps attract better applicants and helps them decide if they are a good fit for your company—meaning you may be spared evaluating people who would not work out well.

Video (Paid Plan)

Video is an excellent way to catch a candidate’s attention and convey information and insight into company culture.

Glassdoor offers three ways to add a video to your company profile. First, the Featured Video posts to your company’s cover photo and is typically the first thing potential candidates see. Next, you can add up to five videos in the video module and place them in a left or right column. Alternatively, you can link to your YouTube channel.

Sentiment Analysis

Glassdoor encourages employees to leave reviews—in fact, it requires a review for an employee to access its features. It then anonymously posts the scores, reviews, and even a message to the CEO. HR can use this to get a quick pulse on employees’ satisfaction and discover issues that employees may not feel comfortable discussing in the workplace.

Glassdoor offers several reports for sentiment analysis as well.

• Review Intelligence: this paid feature gives you even greater depth by sifting reviews for management, culture, diversity, and leadership and by looking across job functions and location for hidden insights. It then provides executive summaries, competitor benchmarking, and downloadable in-depth reports.

Interact With Reviews

You can respond to reviews on your company profile or through your Employer Center. Use this not only to correct misleading facts by disgruntled employees but to encourage more details from employees that praised you. This is a feature that even Glassdoor admits is powerful—it says that 76% of users have a better perception of a company that responds to a review.

Responses include your job title; you can edit it for review purposes. Not sure how to respond to a review? Glassdoor has a webinar with best practices.

Did You Know?

Employees can post one review per company per year. Glassdoor will not remove a review simply because it is negative—it evaluates reviews for authenticity but does not fact-check. If you believe a review violates community guidelines, contact Glassdoor.

Glassdoor Recruiting Tools (Via Indeed)

In late 2021, Glassdoor moved completely to Indeed for its job recruiting and management. You’ll need to create an account with Indeed and use its platform. Indeed consistently ranks on our lists of best recruiting software , best free job posting sites , best job posting sites , and best free applicant tracking system . Find out more about Indeed in our in-depth Indeed review .

Glassdoor attracts employees serious about finding the right company for them. Be sure you’re ready to show them the best you by having a smooth recruiting and hiring process. Check out our articles on how to find employees you’d love and how to hire employees .

Glassdoor job ads look similar to Indeed’s but are branded for Glassdoor’s platform. (Source: Glassdoor)

Glassdoor uses Indeed’s interface for posting and managing job ads. (Source: Indeed)

Job posting

Indeed is one of the top recruiting software in the world, and it partners with Glassdoor. Your ads show up on both Indeed and Glassdoor, and you can review resumes on the Indeed platform.

• Paid plan: Undercut the competition—with Glassdoor’s paid features, you can have your job ads highlighted on competitor profile pages.

Resume search

Through Indeed, you can search over 200 million resumes. There’s no limit on viewing resumes, but if you want to use the platform to contact a job seeker who didn’t apply, you must pay extra.

Screening questions

You can add screening questions to the job application form to ask about experience, specific qualifications, special circumstances, or assets like security clearances. In addition, you can have candidates complete online exams to verify skills from customer support to computer skills.

Applicant Tracking & Communications

Indeed’s ATS is not as complex as others, but it does allow you to contact candidates by email, schedule appointments, and make notes.

Glassdoor offers two kinds of paid advertising which you can use for job ads and general reputation promotion. Display ads reach out to users already on Glassdoor, while Employer branding uses a one-buy, run-four format that reaches out to Glassdoor and Indeed as well as other online venues. Either one lets you target your audience.

Glassdoor Reporting Tools

Glassdoor’s reports are limited to reputation management, but they are customizable through filters and can give you insight into who is looking at your company by location, job title, and more. For HR managers wanting to get a pulse of their workforce, there are reports for ratings that are also customizable.

For job-ad and hiring reports, you need to go to Indeed. However, it provides competitive analysis for jobs and industries as well as specific reports on job ad performance.

Glassdoor offers several reports that give insight into the kind of candidates that are considering your company and employee sentiment. (Source: Glassdoor)

For reports on job ad performance, you need to use Indeed. (Source: Indeed)

Reputation Reports

Glassdoor’s Employer Center Analytics contains nine reports. Depending on the type, reports can be printed, saved as a CSV, or shared with a co-worker, even if the co-worker does not have admin access to Glassdoor. You can filter reports by dates and other factors, depending on the type of report. Reports offer some drill-down capability to get deeper into details.

• Ratings Trends (print, CSV)
• Follower Demographics (print, CSV)
• Follower Engagement (print, CSV)
• Ratings by Employee Segment (print, share)
• Competitor Comparison (print, share)
• Interview Trends (print)
• Employer Profile Activity (print)
• Candidate Demographics (print)
• Ratings by Location (CSV)

Indeed Job Ad Performance and Hiring Reports

While not accessible through Glassdoor, you can use Indeed’s hiring insights and reports. Hiring Insights provides competitor information for 27 industries to give you a good view of the salaries and top competitors for the talent you want to hire. You can also create reports on job ad campaigns.

In the News:

Indeed is launching a new version of its analytics program, with more filters and the ability to compare performance between two time periods and access data from multiple advertisers rather than just Indeed. Learn more on Indeed .

Glassdoor Ease of Use

• Some help articles contain video
• Company pages are easy to navigate
• Interface is user-friendly
• Need to go to Indeed for job posting and candidate management
• Chat support only

Glassdoor has a clean and user-friendly interface, both for its employer pages and the Employer Center where you can make changes to your page, respond to reviews, and add tools like social media integrations. It didn’t get a higher score, however, because it does not integrate with other HR and ATS systems, and live support is via chat only.

What Users Think About Glassdoor

Glassdoor reviews are mostly from candidates using the platform to learn more about companies; they praise the ability to learn the good and bad from employees and get a glimpse into company culture. Employers like that the job boards attract more serious, high-end candidates. Some complained that the pool of candidates is smaller, however. Everyone praised its ease of use and useful information.

• Capterra: 4.3 out of 5 based on 160+ reviews .
• G2 : 4.1 out of 5 based on 120+ reviews .
• TrustRadius: 7 out of 10 based on 30+ reviews .

Bottom Line

Glassdoor claims over 80% of US job seekers use the platform to learn about companies they are interested in, seek jobs with specific companies, and post reviews on companies they work or worked for. As such, it’s an excellent venue for promoting your business as a great place to work and attracting qualified candidates interested in your company for its opportunities and culture.

By partnering with Indeed, you get almost seamless recruiting capabilities as well. (You need to use your Indeed account, but it populates to Glassdoor, and they share data.) Glassdoor has a paid program with extra analysis and employer page tools, but even the free account is robust. Find your company and claim your page or start a new page today.

About the Author

Karina Fabian

Karina Fabian has more than seven years of experience writing on business topics and reviewing software. Before writing for Fit Small Business, she reviewed business software and services for other online websites. Karina has also worked as a marketing content specialist for Naviga. After her husband started a rocket company, Karina got a crash course on the ins and outs of starting a business and all the work that goes into launching a startup. In her free time, she writes science fiction and fantasy.

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Improve Your Employer Brand Using Employer Review Sites

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An organization’s employer brand is often in the hands of its candidates and employees. And, when it comes to employer review sites, the fate of your employer brand is – quite literally – at their fingertips. In fact, according to data from Workplace Trends, 72% of job-seekers share their experience on online employer review sites like Glassdoor. What’s more, recent research from Deloitte found that 80% of candidates who experience an unsatisfactory recruitment process will openly tell people about their experience, and one-third of those candidates will do so proactively.

But, what does this mean for your organization? Unfortunately, negative reviews from both candidates and employees can have a huge influence on your bottom line. For example, per CareerArc, 62% of consumers have stopped buying from an organization that treats its employees poorly. Plus, an Indeed survey found that 95% of workers said that if they were considering a new job opportunity, insight into the company’s employer reputation would be somewhat (33%) or extremely (62%) important. As a result, a poor employer brand reputation could cost your organization millions as productivity decreases due to a reduced candidate pool and consumers stop supporting your business.

So, how can organizations take control of their employer brand and overall online reputation? Well, recent studies from HRO Today and PeopleScout show that organizations globally are planning to invest more heavily in social networking , consistent monitoring of employer review sites, and a greater use of employees as brand advocates.

However, while these steps are important to improve your employer brand, many organizations are unsure of where to start; they may also lack knowledge of best practices for these strategies.

Therefore, in this article, we’ll help you improve your employer brand by outlining how to establish ownership of your organization’s presence on employer review sites like Glassdoor and Indeed; offer best practices for responding to reviews; share tips on how to effectively leverage employee brand advocates; and highlight some popular employer review sites that organizations should be familiar with.

Establish Ownership & Claim Your Employer Review Site Profiles

The first step in establishing an employer brand plan for review sites is to establish who in your organization will own the initiative. Specifically, it may make sense to have your HR team manage the employer review site accounts because they are likely familiar with sites like Indeed and Glassdoor that offer job-posting functionality, in addition to candidate and employee reviews.

However, it can also be beneficial to form partnerships across departments to holistically manage your organization’s employer brand. For example, your communications team can assist HR in crafting responses to reviews that align with your brand standards for tone and voice, as well as provide up-to-date information on awards and accolades. In addition, HR can lean on the marketing team to maintain an active social media presence for your company, as well as work to optimize search results by managing SEO and creating content to combat potentially negative reviews and keywords.

After establishing who will take ownership of the management of employer review sites, claim your profiles. This can be done at no cost by verifying the profile as an employer and creating an employer account to edit and manage the profile.

Plus, with an employer account, you can add valuable information to your profile for candidates to view, such as:

• Salary and compensation details
• Explanation of benefits offerings
• Company mission, vision and values
• Overview of company culture
• Logistical information (location, total number of employees, revenue, competitors, etc.)
• Unique initiatives
• Remote and flexible work policies
• Diversity, equity and inclusion programs
• Photos of employees, events and offices
• Industry awards and accolades

It’s worth noting that, according to Glassdoor, 75% of active job-seekers are likely to apply to a job if the employer actively manages its employer brand. You can do this by responding to reviews, updating your business profile, and sharing updates on the culture and work environment. Furthermore, building a robust profile on the employer review site will allow candidates to gain a better understanding of who your company is, what you stand for and what it would be like to work for you.

Respond to Reviews – Both Positive & Negative

Responding to reviews is perhaps the most important method in creating a strong brand presence on employer review sites. And, while both types of reviews can be easy to view and dismiss, leaving thoughtful replies is a guaranteed way to show candidates and employees that you care – regardless of whether the feedback is positive or negative. In fact, 80% of job-seekers who read reviews on Glassdoor say their perception of a company improves after seeing an employer respond to a review.

Some best practices to keep in mind when responding to reviews:

• Address the reviewer by name (for non-anonymous reviews) to establish a personal connection
• Thank the reviewer for their feedback
• Acknowledge positive feedback
• Address any concerns mentioned
• Offer advice on any relevant next steps

Here are some examples of how to reply to common types of reviews:

Leverage Employee Brand Advocates

While organizations have little control over who will leave reviews – especially reviews with primarily negative feedback – they can proactively build up a strong body of positive reviews by leveraging employee brand advocates. These are employees who advocate for an organization and generate a positive image of the brand via online and offline channels. It’s important to note here that, when encouraging employees to leave reviews, you should emphasize the value of honest, candid reviews; employees should not feel pressured to paint a certain image of your organization.

Consider the following ideas to encourage employees to leave truthful, positive reviews that will help improve your employer brand:

New hires are a great place to start when gathering positive reviews. That’s because the application, interviewing, and onboarding process is still fresh in their minds and they recently chose your organization as their new employer. So, ask new hires to leave a review on their hiring experience when they first start, and encourage them to update it after their first 90 days.

HR, PR & Marketing

Another good place to start is by requesting that members of your HR and marketing teams write reviews. Members of these departments already have a good understanding of the importance of employer review sites and are likely willing to leave honest reviews that highlight your organization’s strong points.

Promoted & Awarded Employees

If your organization recognizes employees for outstanding work with awards or honors, these workers can also be an excellent source of positive reviews. The same can be said for employees who have recently been promoted. A good practice is to establish a system that reaches out to these employees with a congratulatory message alongside a call to action to post online about their experience working at your company.

Employee Resource Groups

Employees who voluntarily join employee resource groups in addition to their daily responsibilities are already likely to be highly engaged within your organization. So, tap into these groups of employees and request that they leave reviews based on your organization’s culture and commitment to diversity, equity and inclusion – something Glassdoor provides ratings on and many candidates are interested in.

Regular Requests

Finally, managers should be empowered to regularly encourage their team members to leave reviews. This can become a regular practice during performance meetings, as well as after the completion of a big project or when hiring season is afoot. Likewise, if your organization offers flexible work arrangements or other unique perks, employees should be encouraged to share emotive experiences of how these benefits have affected their lives.

Employer Review Sites to Consider

Because there are a variety of employer review sites out there, it can be hard to keep track of them all. So, we compiled this list of the top 10 you should monitor to improve your employer brand for long-term success.

• Glassdoor :  Current and former employees can anonymously review companies; submit and view salaries; as well as search and apply for jobs.
• Indeed :  Candidates can upload a résumé and browse reviews and salaries, while employers can post jobs, search résumés and more.
• Comparably :  Includes information on employers, brands, salaries and company culture.
• FairyGodBoss :  Women’s career community for career advice, job openings and company reviews.
• Kununu :  Employer reviews, salary data and culture reviews from those who know best: employees and applicants.
• Google Reviews :  Business reviews appear next to your company’s listing in Maps and Search. These can help your business stand out on Google, which is the leading search engine.
• InHerSight :   Here, candidates can find company reviews and ratings; get matched to jobs; and connect with a community of women navigating the workplace.
• Vault :  Known for its influential rankings, ratings, and reviews on thousands of top employers and hundreds of internship programs.
• CareerBliss :  Candidates can find jobs, research salaries and read reviews with a focus on company culture.
• TheJobCrowd :  This UK-based employer review site is focused on helping recent graduates in their early careers.

As recruitment processes and the world of work continue to take digital shifts, employer review sites will become increasingly important in making or breaking a candidate’s decision to join your organization. And, while you certainly can’t control every review, you can be proactive in taking charge of your employer review site presence by regularly responding to reviews, leveraging employee advocates, and monitoring what candidates and employees are saying about your organization online. In doing so, you’ll improve your employer brand by creating a strong employer brand and a positive presence where it counts – and where it makes a difference.

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Glassdoor Wants to Know Your Real Name

Using Glassdoor, the site famous for candid employee reviews that break through corporate facades, is less anonymous than it used to be.

In July last year, the company added new social features integrated from Fishbowl, an app for work-related discussions acquired in 2021. Glassdoor has also changed its sign-up process to ask people to disclose their full name, job title, and employer; historically, it had required email addresses, but not names. In tests by WIRED, returning users who didn’t previously provide a full name are prompted to enter one by an impossible-to-dismiss pop-up that says, “Entering your real name is required to verify your profile but other users won't see your name unless you choose to share it.”

Reviews of employers posted to Glassdoor remain anonymous, and people can post in its new discussion channels with only their work titles or employer visible, but the company’s policy of collecting and verifying real names has triggered concern among some users and privacy experts. Alarm about those changes recently spread on social media, where several people described logging in to old Glassdoor accounts and allegedly finding their names had been added, they say, without their consent. WIRED reviewed emails in which one user was told by a Glassdor support representative that they would not be able to remove their name, and would have to delete their account if they wanted it gone. Glassdoor did not provide comment on these scenarios. When this reporter attempted to delete or change her name from a Glassdoor profile, the site instead provided a link to contact the help center to make changes.

Glassdoor’s help pages say it has to verify identities and employment information to “ensure that our users can engage in authentic, candid conversations with other professionals, coworkers, and company leaders in a safe space.” Having verified identity info on file could also make it more seamless for people to respond to the job ads listed on the platform. But trying to maintain that accuracy comes with a cost.

“You can’t both be verified and anonymous,” says Albert Fox Cahn, founder and executive director of the Surveillance Technology Oversight Project, a pro-privacy organization. “You can’t both be a social network and a confidential reporting space. You can do one of those well, or you can do both of them badly.”

The concerns over Glassdoor’s evolving policies on real names show how confusion can arise when a platform that many people visit only infrequently shifts its business model. Amanda Livingood, Glassdoor’s VP of corporate communications, provided a statement saying that integrating Fishbowl with Glassdoor created a broader set of services that user information is now shared across—a different model to that many people with older Glassdoor accounts signed up for. Fishbowl’s old terms of service state that people who signed up for accounts may have been required to add their names.

“When a user provides information, either during the sign-up process or by uploading a résumé, that information will automatically cross-populate between all Glassdoor services, including our community app Fishbowl,” Livingood says. “When using Glassdoor and Fishbowl, there is always the option to remain anonymous. Users can choose to be fully anonymous or reveal elements of their identity, like company name or job title, while using our community service.” Company help pages say real names and email addresses are used only for “verification purposes only .”

Adrienne So

Glassdoor has a history of working to keep its users’ identities private, but there are concerns about these identity changes. “Glassdoor has been second to none in defending their user’s First Amendment rights,” says Aaron Mackey, a senior staff attorney with the digital rights group Electronic Frontier Foundation. He represented a Glassdoor user in a case initiated in 2019 when their former employer, cryptocurrency exchange Kraken, attempted to unmask the authors of reviews, alleging that former workers had violated severance agreements with their posts. (The parties settled and the subpoena was withdrawn in 2020).

The current terms, Mackey says, are a big shift. “This is concerning, if the way in which they’re operating their business now creates potential for people to be identified, separate from whether or not they’re sued.”

Glassdoor won name recognition by marketing itself as a place focused on protecting anonymity, but companies with smaller workforces have always had good odds at guessing who wrote a particular review. That might be even easier if managers can also see social channels on Glassdoor where people are posting with their real names, indicating which workers have accounts on the site. People unaccustomed to thinking about their online footprint could inadvertently leave big clues, for example, by posting anonymously and then less covertly at the same time.

Glassdoor’s terms cite the risk. “You acknowledge that Glassdoor cannot guarantee your anonymity,” as a company or department’s size, the content posted, and the user’s location may allow employers’ to infer who left a review, the document says. “You should understand this risk before submitting Content to the services.”

Social Pivot

Glassdoor’s acquisition of Fishbowl in 2021 united two platforms that lured users by hosting relatively unfiltered discussions of work, a place to pick up the kind of gossip more often shared in person. Together they had offered a counterweight to LinkedIn, which relies on people using their full identities and often results in rose-tinted, overly congratulatory, and sometimes downright cringey posts about work.

Glassdoor is owned by Recruit Holdings, which also owns Indeed. Indeed and Glassdoor profit from advertising open jobs. Some 55 million people visit Glassdoor every month, according to the company. Verifying profiles could help prevent trolls from posting fake information about companies and misleading those seeking an insider’s view—all of which erode trust with other users.

Changing policies on names and verification can erode trust, too. If Glassdoor isn’t so anonymous, it may change how some of those users engage. The recent social media discussion inspired some people to try and delete their accounts.

Tracking the evolution of Glassdoor’s terms of service shows how its commitments to users changed as it began to add new social features. The company consolidated its terms with Fishbowl between December 2022 and January 2023, months before the company announced the new discussion channels on Glassdoor.

Some of the changes to the terms added information about how users are verified, as well as how they can be anonymous across services. Glassdoor’s terms of use state that the company may use information obtained from third parties to update profiles, along with personal data provided on résumés or elsewhere on its services. It may also attempt to verify employment history.

Glassdoor’s approach is very different from that of Blind, a younger, competing forum where people discuss work. It requires an email to sign up, and a work email to access certain features, but says that it does not store email addresses, and that activity on the site cannot be linked back to a person’s email. Blind does not require real names to use its services, but employers could potentially know an employee signed up by seeing they received a verification code at a company email address.

Glassdoor calls its community aspects a “verified network,” requiring people to confirm their identity, including name, job title, industry, company, and active email address or social network to gain access to all of the Glassdoor services. (It also recommends handing over both work and personal email addresses, as well as a phone number.) On a page updated in December, Glassdoor says it uses a “proprietary verification process” to validate accounts, along with confirming emails or an active profile from another social network.

The company’s help pages also say, “We don’t allow anyone, including employers, to access the identity of anonymous posts.”

But Glassdoor’s pages add a caveat : “Considering the reality of our digital age, we're unable to fully confirm our users' identities, the truthfulness of their contributions, or their employment status.”

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When your boss gives you an unfair review, here's how to respond. Ask HR

Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”

Have a question? Submit it here .

Question: Four months ago, I took a new position in a different department at my company. My new manager never supported my development. As a result, I was downgraded for my performance in that position, costing me a significant portion of my bonus. As someone who has demonstrated exemplary performance for six years, how can I request a review of my appraisal?  – Moni

Answer: It’s disheartening to hear how you’ve faced challenges finding support for your development in your new position, especially after demonstrating exemplary performance for six years. Here are some steps you can take to request a review of your appraisal and address your concerns:

◾ Check company policies: Start by reviewing your company’s handbook or HR policies to see if there’s a procedure for employees to review their performance appraisals and provide feedback. This could outline the steps you need to take and any specific documentation required.

◾ Connect with HR: Reach out to your HR department for guidance on how to proceed. It can provide insight into company policies and offer advice on the best approach to addressing your concerns.

◾ Schedule a meeting with your manager: Inform your manager that you’d like to meet to discuss your performance appraisal. Be professional and respectful in your communication, emphasizing your commitment to your role and desire to perform well.

◾ Prepare supporting documentation: Gather any documentation or evidence that supports your case, such as examples of your achievements, contributions to the company and instances when you requested professional development that were not supported. This will help you present a strong case during the meeting.

◾ Be clear and specific: During the meeting, articulate your concerns clearly and precisely. Focus on concrete examples where you feel your development was not supported, and how that impacted your performance. Express your willingness to improve and grow in your new role.

◾ Discuss future support: Outline your manager's expectations for future support and development opportunities. Suggest regular check-in meetings to ensure alignment on goals and priorities, and inquire about how your manager prefers to receive updates on your progress.

◾ Remain professional and positive: Maintain a professional and positive demeanor throughout the meeting, even if the discussion becomes challenging. Stay focused on finding constructive solutions and demonstrating your commitment to your role and the company.

By following these steps and professionally advocating for yourself, you can address your concerns about your performance appraisal and work toward resolving any issues with support for your development in your new position.

Workplace anxiety How can you manage stress when talking to higher-ups at work? Ask HR

One of our area managers at our logistics facility occasionally goes too far and yells and curses at staffers. Most people aren’t bothered by it, but a few have quit after flare-ups with him. How should we approach confronting him or his superiors about his behavior? – Cahill

I'm sorry to hear about the difficult situation with the area manager’s behavior at your logistics facility. It’s crucial to address this issue promptly to maintain a civil and respectful work environment for everyone involved. Here’s how you can approach confronting him or his superiors about his behavior:

If you feel comfortable doing so, consider addressing the area manager directly about his behavior. Choose a time when you can speak privately and calmly express your concerns. Be specific about the instances of yelling and cursing and how they have impacted you and the team. Emphasize the importance of maintaining professionalism and respect in the workplace.

If you’re uncomfortable confronting the manager directly, or if the behavior persists despite your efforts to address it, report the issue to your HR department. HR is responsible for upholding company policies and ensuring a safe and respectful work environment. Provide HR with detailed information about the manager’s behavior, including specific incidents, dates and witnesses. This will help HR investigate the matter thoroughly.

When speaking with HR, be open and transparent about your concerns. Share any relevant information or documentation you have regarding the manager’s behavior. This will assist HR in understanding the severity of the situation and taking appropriate action.

HR will likely escalate the issue to upper management, informing them of the manager’s behavior and its impact on the team and the business. Upper management should recognize the importance of addressing such behavior and holding the manager accountable for his actions. This may involve counseling the manager, providing additional training or support, or taking disciplinary action as necessary.

Trust in your company’s policies and procedures for addressing workplace behavior issues. HR and upper management should work together to handle the situation according to company guidelines, ensuring fairness and accountability.

By addressing the area manager’s behavior through direct communication and involving HR and upper management as needed, you can work toward resolving the issue and fostering a more positive, civil and respectful work environment for everyone at the facility.

Career stalled? How to get out of a rut in the workplace. Ask HR

Glassdoor pulls a 180 on users, requiring them to provide their real names to use their accounts. What if their employers find out they trashed them on the site?

The job review site Glassdoor , once popular for its honest, often piercing reviews of employers, might soon lose the anonymity that made it such a valuable tool for jobseekers. 

Glassdoor announced a new policy that will require users to sign up using their real name . Users will still be able to post anonymously when writing reviews of their current or former employers. In the past the platform only required emails, but users didn’t have to include their full name. Now with the new requirement, some users fear their employers could track reviews, making it harder to leave candid information. 

On social media users expressed concern that their employers might see what they wrote about them. The fear is that their employers might retaliate against them, possibly costing them their jobs. A frightening prospect at any time, but especially now when the prospect of a recession seems possible. 

When this reporter logged into their Glassdoor account (my editor needn’t worry, I’ve never posted) they were prompted to complete their profile, including adding their first and last name.  On the screen they were met with a message that read: “entering your real name is required to verify your profile but other users won’t see your name unless you choose to share it.” When trying to create a new account the same screen appeared. Although it appears one can just enter a fake as this reporter did, using the alias John Smith. 

On both occasions users were still afforded the option to submit anonymously, using either just their job title or the name of their employer to identify themselves when posting. They did, though, also have the opportunity to post using their full name. 

Glassdoor told Fortune users would still be able to post anonymously. “User reviews on Glassdoor have always and will always be anonymous,” the company said in an email. “Glassdoor has never and will never reveal a user’s name alongside their content, unless that is what the user chooses.”

Glassdoor’s new decision comes as a result of its 2021 acquisition of the professional networking app Fishbowl. The app provides users access to feeds that let them see what others in their industry are talking and posting about. Fishbowl requires users who sign up to include their real name. Once the deal went through, the policy was transferred over to Glassdoor users. The effort was widely seen as an effort by Glassdoor to compete with LinkedIn’s social media features as the major player in professional social networks. Last year, Glassdoor incorporated many of Fishbowl’s features, like interest based and company specific communities, onto its website. 

On a page on its website, Glassdoor explains it asks users to verify themselves so it can “provide the most authentic and valuable information to the Glassdoor community.” Doing so allows Glassdoor to “ensure users are who they say they are and are represented accurately,” according to Glassdoor’s website. 

The practice of requiring a full name to register for an account is common on social media. However, on those sites users expect, and usually want, to be known for their real selves. 

Anonymity was long the bedrock of Glassdoor. A site that relies on candid, even scathing reviews of employers wouldn’t be able to attract users if they feared their identities could be exposed. 

In 2019, Glassdoor found itself embroiled in a privacy lawsuit centered around its platform’s strict adherence to anonymity. The cryptocurrency company Kraken filed a lawsuit against 10 employees who posted negative reviews on the site, alleging they violated severance agreements. Kraken subpoenaed Glassdoor. The two eventually settled out of court. 

Glassdoor appears to still recognize the importance online anonymity offers its users. On the frequently asked questions section of its website there are numerous assurances that Glassdoor will safeguard its users identities to the extent it can. “If someone asks us to tell them who wrote a review, we say no,” reads the answer to the question “I wrote a Glassdoor review. Will Glassdoor protect my identity if an employer asks or if someone takes legal action to find out who I am?”

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Smells fishy —

Users ditch glassdoor, stunned by site adding real names without consent, anonymous review site glassdoor now consults public sources to identify users..

Ashley Belanger - Mar 19, 2024 9:53 pm UTC

Glassdoor, where employees go to leave anonymous reviews of employers, has recently begun adding real names to user profiles without users' consent, a Glassdoor user named Monica was shocked to discover last week.

"Time to delete your Glassdoor account and data," Monica, a Midwest-based software professional, warned other Glassdoor users in a blog. (Ars will only refer to Monica by her first name so that she can speak freely about her experience using Glassdoor to review employers.)

Monica joined Glassdoor about 10 years ago, she said, leaving a few reviews for her employers, taking advantage of other employees' reviews when considering new opportunities, and hoping to help others survey their job options. This month, though, she abruptly deleted her account after she contacted Glassdoor support to request help removing information from her account. She never expected that instead of removing information, Glassdoor's support team would take the real name that she provided in her support email and add it to her Glassdoor profile—despite Monica repeatedly and explicitly not consenting to Glassdoor storing her real name.

Although it's common for many online users to link services at sign-up to Facebook or Gmail accounts to verify identity and streamline logins, for years, Glassdoor has notably allowed users to sign up for its service anonymously. But in 2021, Glassdoor acquired Fishbowl, a professional networking app that integrated with Glassdoor last July. This acquisition meant that every Glassdoor user was automatically signed up for a Fishbowl account. And because Fishbowl requires users to verify their identities, Glassdoor's terms of service changed to require all users to be verified.

While users can remain anonymous, this change raises some potential concerns about data privacy and anonymity, Aaron Mackey, a lawyer for the Electronic Frontier Foundation (EFF), told Ars.

The EFF regularly defends Glassdoor users from being unmasked by retaliating employers. Particularly for employees who fear retaliation for reviews, Mackey said that Glassdoor users could historically choose never to share their real names, and the company now storing names for all users makes it much more likely that users could be linked to their reviews should Glassdoor's data ever be subpoenaed or leaked. That's what had Monica so concerned, too.

"Glassdoor now requires your real name and will add it to older accounts without your consent if they learn it, and your only option is to delete your account," Monica's blog warned. "They do not care that this puts people at risk with their employers. They do not care that this seems to run counter to their own data-privacy policies."

Monica soon discovered that deleting her Glassdoor account would not prevent them from storing her name, instead only deactivating her account. She decided to go through with a data erasure request, which Glassdoor estimated could take up to 30 days. In the meantime, her name remained on her profile, where it wasn't publicly available to employers but could be used to link her to job reviews if Glassdoor introduced a bug in an update or data was ever breached, she feared.

"Since we require all users to have their names on their profiles, we will need to update your profile to reflect this," one Glassdoor employee wrote while reassuring her that "your anonymity will still be protected."

"No one has the ability to see your user profile and the contents within it, meaning no one, including your employer, will be able to see your details," Glassdoor's employee wrote.

"I do not consent," Monica responded. "I would delete my account before allowing that."

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March 22 deadline approaching to resolve incorrect Employee Retention Credit claims; IRS urges businesses to review questionable claims to avoid future compliance action

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IR-2024-72, March 15, 2024

WASHINGTON — With a key March 22 deadline rapidly approaching, the Internal Revenue Service renewed calls for businesses to review the Employee Retention Credit (ERC) guidelines to avoid future compliance action for improper claims.

Amid aggressive marketing that misled many businesses into filing claims for ERC, the IRS has sharply increased compliance action through audits and criminal investigations – with more activity planned in the future. To help those who were misled, the IRS has made a limited-time offer available to employers through March 22 to correct improper claims at a sharp discount.

“The window of opportunity is closing for those with questionable claims to fix things before they receive follow-up compliance action,” said IRS Commissioner Danny Werfel. “We strongly urge businesses to review the Employee Retention Credit guidelines immediately before a key disclosure program closes, especially if they encountered a high-pressure push to apply for these credits. Taking action now will avoid potentially hefty penalties and interest if the IRS takes action later. The deals available now are good, and the cost and risk for bad claims will sharply escalate over time.”

Employers who improperly claimed ERC can avoid penalties and interest – and even get a discount on repayments if they apply by March 22, 2024, to the ERC Voluntary Disclosure Program. The IRS also offers a special claim withdrawal process for businesses whose claim is still pending. Taking steps now to resolve these issues can help businesses get right and avoid future IRS actions.

The IRS is urging this review because some ERC promoters shared misleading information or misrepresented eligibility rules and lured businesses to apply for the ERC when they didn’t qualify. Some promoter groups may have called the credit by another name, such as a grant, business stimulus payment, government relief or other names, so even if the terms Employee Retention Credit and Employee Retention Tax Credit don’t sound familiar, businesses should still review their records.

The IRS has two programs to voluntarily resolve improper claims and reduce costs and follow-up steps for businesses who fell for misinformation and aggressive marketing about the ERC.

• The ERC Voluntary Disclosure Program , available through March 22, 2024, is for employers who need to repay ERC they received by December 21, 2023, either as a refund or as a credit on a tax return. This option lets a taxpayer repay the incorrect ERC, minus 20 percent, for any tax period they weren’t eligible for ERC. Generally, businesses who enter this program don’t have to amend other returns affected by the incorrect ERC and don’t have to repay interest they received from the IRS on an ERC refund.
• Businesses should quickly pursue the claim withdrawal process if they need to ask the IRS not to process an ERC claim for any tax period that hasn’t been paid yet. Taxpayers who received an ERC check but haven’t cashed or deposited it can also use this process to withdraw the claim and return the check. The IRS will treat the claim as though the taxpayer never filed it. No interest or penalties will apply.

After these programs end, the IRS will continue a wide range of tax compliance activities on ERC claims to protect taxpayers and enforce the tax law. If the IRS finds an ERC claim to be incorrect after these programs end, the agency can disallow unpaid claims or require repayment with penalties and interest from taxpayers who received ERC. The taxpayer also may need to amend related returns. The IRS is required to use a variety of collection tools to recapture incorrect ERC payments or credits.

“We have good solutions for taxpayers to do the right thing now and avoid hassles and expenses for themselves later – but March 22 is rapidly approaching,” Werfel said. “The domino effect of an incorrect claim can cost a business valuable time, energy and money down the road. We urge businesses to talk to a trusted tax professional and review their situation.”

Under the ERC Voluntary Disclosure Program, a business that incorrectly claimed and received $50,000 for a tax period when it wasn’t entitled to ERC would need to repay only $40,000 after the program’s 20% discount – and no penalties or interest if the taxpayer pays the amount in full.

Alternatively, if the business doesn’t apply to the VDP and the IRS identities an incorrect claim, the business would owe $50,000, and might also owe penalties and interest computed from the date the business received the ERC. For some, this was two to three years ago. Interest compounds daily and the failure-to-pay penalty accrues monthly and can build to 25%. Other penalties could apply to certain situations. So that’s $50,000 – plus possibly penalties and compounding interest, which is far more costly compared to the voluntary options available. A business in this situation may also need to amend related returns, which can add more cost.

Some promoters told taxpayers every employer qualifies for ERC. The IRS and the tax professional community emphasize that this is not true. Eligibility depends on specific facts and circumstances. The IRS has dozens of resources to help people learn about and check ERC eligibility and businesses can also consult their trusted tax professional . Key IRS materials include:

• ERC Eligibility Checklist (interactive version and a printable guide PDF ) includes cautions about common areas of misinformation and links to facts and examples.
• 7 warning signs ERC claims may be incorrect outlines tactics that unscrupulous promoters have used and why their points are wrong.
• Frequently asked questions about the Employee Retention Credit includes eligibility rules, definitions, examples and more.

Businesses that can’t pay in full can apply to ERC Voluntary Disclosure Program

Taxpayers who can’t pay the full amount of ERC, minus 20%, by the time they return their signed closing agreement can still apply to the ERC Voluntary Disclosure Program and request an Installment Agreement to pay over time. Businesses who need an installment plan need to submit Form 433-B, Collection Information Statement for Businesses PDF with their VDP application by March 22 along with any required documents to support it. They also may need a signed Form 2750, Waiver Extending Statutory Period for Assessment of Trust Fund Recovery Penalty PDF . See Payment options for accepted ERC-VDP applications for details.

If a taxpayer is unable to pay the full amount of ERC, minus 20%, then an IRS collection team member will be assigned the case after the closing agreement is executed and will look to offer a resolution that fits the taxpayer’s current financial condition and ability to pay.

Under an Installment Agreement, the business must make monthly payments. Interest and penalties that normally apply to a tax liability will apply starting from the ERC Voluntary Disclosure Program closing agreement date. This date, however, is better for businesses than an agreement outside of the ERC Voluntary Disclosure Program where the penalties and interest date back to when the business received the incorrect ERC.

Processing updates

On Sept. 14, 2023, amid concerns about aggressive ERC marketing, the IRS announced a moratorium on processing new claims . A specific resumption date hasn’t been determined.

The IRS continues to process ERC claims submitted before the moratorium, but with more scrutiny and at a much slower rate than before the agency’s approach changed last year.

More information:

• Frequently asked questions about the ERC Voluntary Disclosure Program
• Frequently asked questions about the ERC claim withdrawal process
• February 8, 2024, webinar about VDP, claim withdrawal and other updates
• Report a promoter or advisor outside of the VDP application with Form 14242, Report Suspected Abusive Tax Promotions or Preparers PDF
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Should employers with pending irs erc claims file a refund lawsuit.

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Federal Tax Refund with tax folder and stamped envelope

For better or worse, the employee retention credit (ERC) has been widely popular. Thus far, employers have filed millions of ERC claims. And according to a recent IRS announcement, the agency has more than one million of these claims remaining unprocessed and pending further review. Although the IRS has successfully reduced its backlog somewhat through various compliance initiatives—including the ERC withdrawal process—it continues to suffer from a large inventory of ERC returns.

According to a recent National Taxpayer Advocate (NTA) report , it may take some time for the IRS to process these ERC claims. In addition to their complexity, the NTA noted that amended returns in general were being processed more slowly by the IRS due to Treasury’s decision to shift the agency’s employees away from return processing activities and more towards answering the phones, particularly during tax filing season.

By law, the IRS has nothing but time. There is no federal statute that requires the agency to process ERC claims by a specified deadline. In fact, federal tax law does not even require the IRS to review an ERC claim at all. The agency can choose to ignore them.

But employers are not without options here. Under section 6532 of the Code, a taxpayer has a statutory right to file a refund lawsuit against the government in federal court if the IRS has: (i) not acted on a refund claim within six months; or (ii) issued a notice of disallowance. In the latter instance, taxpayers must file a suit within two years from the mailing of the notice.

Section 6532 provides a two-year window for taxpayers to file a lawsuit if a notice of disallowance is issued—but what if the IRS never issues a notice of disallowance? How much time do taxpayers have here? Section 6532 does not address this issue, but federal courts have, often with varied results.

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For example, almost 70 years ago, the U.S. Court of Claims (now the U.S. Court of Federal Claims) held in Detroit Trust Co. v. U.S. , 130 F. Supp. 815 (Ct. Cl. 1955), that an executor could maintain a refund suit against the government under section 6532 even where the suit was filed roughly thirty years after the original claim for refund. In that case, the government argued that the executor was time barred from seeking judicial relief under 28 U.S.C. § 2501 because the executor failed to bring the claim to court within six years after the claim accrued. The court disagreed with the government’s position, finding instead that section 6532 trumped 28 U.S.C. § 2501.

Detroit Trust Co. has never been overruled. But from 1996 through 2011, three federal district courts held that another statutory provision similar to 28 U.S.C. § 2501— i.e. , 28 U.S.C. § 2401—barred refund suits in federal court where the taxpayers failed to file their complaints in court within six years after the administrative refund claim was filed. Similar to Detroit Trust Co ., those decisions have never been overruled.

In 2012, the IRS sought to resolve the uncertainty in the law through issuance of a Chief Counsel Notice . Recognizing that the three federal district court decisions were favorable to the government, the IRS nevertheless maintained that those decisions were incorrectly decided. Accordingly, the notice instructed IRS Chief Counsel attorneys to, among other things, instruct the Department of Justice “that the general six-year period of limitation for bringing claims against the government in 28 U.S.C. §§ 2401 and 2501 does not apply to tax refund suits.” The Chief Counsel Notice was later added to the Internal Revenue Manual, where it remains today. See IRM pt. 34.5.2.2(5). The notice is not binding or authoritative—in fact, a federal court could disagree with it—but it does represent the IRS’ more than decade-long position on this issue.

Therefore, under Detroit Trust Co. and the IRS Chief Counsel Notice, employers may have an unlimited amount of time to file a refund suit against the government, provided their administrative refund claim was timely and the IRS fails to issue a notice of disallowance on the refund claim. Given this extended length of time available to file suit, how long should employers wait to file a suit, if at all?

There is no one-size-fits-all answer here. If the employer wants to try to save on litigation and attorneys’ fees and can do without the ERC funds for now, it may make sense to provide the IRS with more time to review the pending ERC claim. Employers who choose this option can at least take some solace in the fact that the IRS must pay them interest on their claims until payment is finally made. On the other hand, employers who have grown tired of waiting and want more control over the process may consider filing a refund suit against the government. Litigation is not always long and protracted—indeed, their counsel may be able to seek a speedy resolution of their ERC claim through settlement discussions with DOJ-Tax, depending on the strength of their ERC claim.

But regardless of the course of action ultimately taken by employers on their pending refund claims, they should be mindful that certain relevant statute of limitations deadlines do not run forever. For example, employers who claimed the ERC on an employment tax return were generally required to reduce their wage expenses on their income tax return to avoid a double tax benefit. Because the IRS may deny a pending ERC refund after the statute of limitations expires to file an amended income tax return, employers should be extra careful of a potential whipsaw situation where they lose out on both the ERC refund and the ability to increase their wage expenses through an amended return. Guarding against potential whipsaws is nothing new in tax law—in most cases, it is advisable to file a protective claim for refund (here, with respect to the income tax returns). So long as the protective claim for refund is properly filed prior to the statute of limitations deadline, this action should protect the employer from the disaster of losing on both fronts.

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How People Are Really Using GenAI

• Marc Zao-Sanders

The top 100 use cases as reported by users on Reddit, Quora, and other forums.

There are many use cases for generative AI, spanning a vast number of areas of domestic and work life. Looking through thousands of comments on sites such as Reddit and Quora, the author’s team found that the use of this technology is as wide-ranging as the problems we encounter in our lives. The 100 categories they identified can be divided into six top-level themes, which give an immediate sense of what generative AI is being used for: Technical Assistance & Troubleshooting (23%), Content Creation & Editing (22%), Personal & Professional Support (17%), Learning & Education (15%), Creativity & Recreation (13%), Research, Analysis & Decision Making (10%).

It’s been a little over a year since ChatGPT brought generative AI into the mainstream. In that time, we’ve ridden a wave of excitement about the current utility and future impact of large language models (LLMs). These tools already have hundreds of millions of weekly users, analysts are projecting a multi-trillion dollar contribution to the economy, and there’s now a growing array of credible competitors to OpenAI.

• Marc Zao-Sanders is CEO and co-founder of filtered.com , which develops algorithmic technology to make sense of corporate skills and learning content. He’s the author of Timeboxing – The Power of Doing One Thing at a Time . Find Marc on LinkedIn or at www.marczaosanders.com .

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