Eligibility Requirements:

• At least 25 Glassdoor-approved company reviews from United States-based employees between January 1, 2009 and December 1, 2009
• An overall rating of “satisfied”, and each cumulative workplace factor category must also be at least “satisfied”
• A current CEO with an approval rating of at least 50 percent

Here’s where employees can get started: Submit a company review

Deadline: The deadline for this year’s Glassdoor Best Places to Work is Tuesday, December 1, 2009 at 11:59 p.m. PT.

2009 Winners: 2009 Glassdoor Best Places to Work Top 50

And remember if you won last year, it doesn’t mean you get any special treatment when it comes to the 2010 list. Awards are based on annual review submissions and not cumulative contributions.

More Questions? Contact us at BestPlacestoWork (at) Glassdoor.com

Now what are you waiting for? Start submitting those reviews and ratings!

Two Weeks Left Until Glassdoor’s Best Places to Work Awards Deadline!! is a post from: Glassdoor.com Blog

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Based on the company and interview reviews on Glassdoor, we did some digging around to give you a better picture of what it’s really like to be a recruiter today.

What recruiters don’t like about their jobs: In a nutshell, being a recruiter requires long hours, sometimes a low commission based salary, and a continual uphill climb given a tough job market.

Long hours, commission brackets are impossible to reach, once you reach then you still aren’t making that much money. – Aerotek Recruiter

Overall, the staffing industry isn’t a prime place to be. Go in wanting to learn about the job market and what you need to succeed, and get out while you can. – Aerotek Recruiter

You will not have a personal life. – Spherion Recruiter

There isn’t much of a work-life balance, my average week as about 60 hours, and that was nothing compared to some of my colleagues. – Robert Half Recruiting Manager

In a down economy it’s about numbers vs. the past or the quality of the individual. – Kforce Account Manager/Recruiter

What recruiters do like about their jobs: On the plus side, recruiters enjoy getting to see firsthand the fruits of their labor, and some report that the more elbow grease you put into it the more you will get out of your career in recruiting.

You get to see the result of your hard work. There is nothing better than seeing a person get a position they really wanted and having them thank you for it. – Aerotek Recruiter

This job is exactly what you make of it. They reward hard work and integrity with chances to increase your load and advance. – Spherion Recruiter

Excellent opportunity to make money when the economy is doing well. The ability to earn commissions as a sales person there are excellent. – Robert Half Recruiting Manager

You are paid for your performance and income potential is unlimited. –  Robert Half Recruiting Manager

Provides an insight into large corporations hiring practices or the lack there of. You can earn a decent entry level paycheck with a bachelors degree in social science or even liberal arts. – Volt Information Technical Recruiter

And last, but not least, what is it like to get a job as a recruiter or at a staffing agency in this market? What do recruiters get asked in an interview?

What does diversity mean to you? – TEKsystems Technical Recruiter

There is a man on the ground with a broken window and a rock in the same room. What happened? – Microsoft Recruiter

Tell me about a former colleague you didn’t get along with. – Apple Recruiter

What would you do if you got a job at a company and you hated it? – AeroTek Recruiter

Remember that this snapshot is just the tip of the iceberg for the recruiter and staffing agencies reviews on Glassdoor. If you have questions on how to determine if a recruiting job at a specific company is right for you, contact Glassdoor’s Clearview Collection, a panel of career experts with expertise in recruiting, HR and other workplace issues, with your questions (askclearview@glassdoor.com). Or, if you are looking to work with a recruiter and staffing agency, take some advice from Glassdoor career expert Jeff Hunter who offers tips on how to evaluate a job and career recruiter.

Job Recruiters Dish On What They Like About Their Careers, What They Don’t, And What They Get Asked In An Interview is a post from: Glassdoor.com Blog

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Advertising and consumer sentiment aside, we took a close look at how each company’s employees rate their leadership and the organization, and Verizon has a very slight edge over AT&T, although neither company can boast about high numbers of 5-star reviews. Despite outward appearances, based on anonymous reviews these communication giants are suffering from a lack of communication with their employees.

In comparing the CEOs, Verizon’s chief executive Ivan Seidenberg’s 41% approval rating and 26% disapproval rating gives him the advantage in this round. AT&T’s head Randall Stephenson’s approval rating is lower than his disapproval rating – 29% approval, 35% disapproval – which is never a good sign for those at the top. However, employees note that Stephenson does get credit for Apple’s exclusive deal to sell the iPhone, although his management since leaves something to be desired.

The company ratings are on par with each other – both receive a “neutral” rating – Verizon has a 2.9 and AT&T has a 2.7. What is especially telling is how similar employee reviews are regarding the positives and negatives working at each – including the great benefits but lack of communication or focus on employees themselves.

According to Verizon employees, the strategy and layoffs hamper day to day productivity, but the opportunities for training and additional education reflect positively on the company:

Account Manager, Atlanta, GA: “Too much focus on day to day results vs long term strategy and planning.”

Anonymous: “The health plan is great. The training opportunities are great. If you are a self-starter and competent, and meet your deadlines, you are not micro-managed.”

Marketing Manager, Irving, TC: “Hang on to your seat, because there will be a layoff every 6 months. The environment is becoming progressively more cut-throat and less collaborative.”

Systems Analyst & Programmer, Tampa, FL: “Good health package, annual performance based bonus, large and stable company that has its’ hands in everything, they have tuition assistance and also give you full access to a multitude of free elearning courses.”

AT&T employees are somewhat less satisfied with senior leadership, but most reviews note that benefits and advancement opportunities are a boon for the communications company:

Executive Director, Los Angeles,CA: “The people of AT&T are good, decent, hard working, dedicated people who deserve much better than what they’ve gotten. There is horrendous senior leadership at the top.”

Manager of Staff, Redmond, WA: “Upper management doesn’t seem to have a grasp of what is happening at customer level. Resources, promotions and decisions often based on manager to manager relationships and not on sound business reasoning.”

Retail Sales Consultant: “Pay is excellent, training is very helpful, Amazing benifits and compensation!!… They take care of their employees.”

Anonymous, Chicago, IL: “Job Stability, Lure of working with a Fortune 100 company. Good Leadership.”

IPTV Network Analyst, Irving, TX: “Professional advancement and training is top notch. Achievements are recognized, and innovation is encouraged.”

Neither company wins this battle, nor is there a clear front-runner in the ongoing wireless war. We’ll be keeping a close eye on employee sentiment as the lawsuit continues to grab headlines.

If you work inside either of these companies, let us know what you think.

AT&T’s “There’s a Map for That” Lawsuit Against Verizon is a post from: Glassdoor.com Blog

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We dug into the company reviews to see how employees are faring, and how they perceive the company. We thought that if anyone was to be offended by the large sums of money given to top executives at the company it would be the employees. We assumed wrong.

In a breakdown of Goldman Sachs’ company rating*, employees report highly of compensation and benefits at the company giving it a 3.9 (satisfied) rating, and also report high marks for the senior leadership. In fact, Goldman Sachs CEO Lloyd C. Blankfein has one of the highest approval ratings among CEOs listed on Glassdoor with an 86% approval rating and 3% disapproval, while the company achieves a 3.8 (satisfied) overall rating. 

Blankfein’s approval rating remains steady as you look at employee ratings in branches of the company in different countries. However, employee sentiment varies within different cities in the US, and Blankfein’s approval rating shifts significantly:

• New York, NY (Headquarters): 87% approval, 1% disapproval
• Jersey City, NJ: 96% approval, 0% disapproval
• Salt Lake City, UT : 67% approval, 17% disapproval

With all the hoopla surrounding the company, we felt it appropriate to feature a Goldman Sachs’ employee as September’s review of the month. The winning review comes from a finance analyst within Goldman Sachs, and we’ve included some highlights with the employee’s thoughts on what’s working within the company today and what needs improvement.  Consistent with the overall sentiment at the company, this employee who gives high marks to senior leadership (5.0 – very satisfied) and compensation & benefits and communication, and gives a low rating regarding fairness & respect (1.5 – dissatisfied).

Pros: Emphasis on business principles, work ethics, diversity, etc.

Cons: Long hours. For certain people, salary may not compensate you enough for time lost with friends, family. [And] Lost many talented people during the year due to the lack of compensation (which is understandable), understaffing (much more work for those who remained).

Despite the challenges the company has faced publically, this employee notes that the company has a great management team. For anyone considering a career at Goldman Sachs, take the reviewer’s advice into consideration, “Good place to work, depending on your lifestyle needs.”

* Company ratings takes into account eight distinct workplace factors that include: career opportunities, communication, compensation & benefits, employee morale, recognition & feedback, senior leadership, work/life balance, fairness & respect.

Goldman Sachs: An Insider Perspective is a post from: Glassdoor.com Blog

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Apple has solidified its status as a media darling with its iPod and Mac products, but how do the companies really compare? And what about their respective leaders?

When looking at employee approval ratings of each CEO, Steve Jobs’ 90% approval helps solidify his iconic status, and he completely overshadows’ Microsoft CEO Steve Ballmer’s rating of just 41%. In Glassdoor’s deeper analysis of 90-day trailing averages, Jobs’ has always held more than a 20 percentage point lead over Ballmer. Jobs’ rating took a dip in recent weeks, while Ballmer’s approval rating continued to stay low (20-40%) and could end up being the key reason that Microsoft does not make the Glassdoor Best Places to Work list again this year.

Microsoft has taken some knocks in the industry as of late, but what are its employees saying? Anonymous reviews on Glassdoor include some pointed feedback for the company’s leadership from within its ranks:

MS has the resources to invest in cutting edge tech. And, chances are your project/product will impact millions of users…[in advice to senior management] Stop hiding from Apple and take them head-on in the coolness factor (not the majority factor). Microsoft Program Manager (Redmond, WA)

Great people, benefits, work/life balance (if one takes cares of it)… [but] All decisions made by CEO slows down innovation path. – Microsoft Director of Marketing (Redmond, WA)

Microsoft is challenging. You will be stretched. You will never be bored…[in advice to senior management] Management need to take a hard look at their marketing and advertising strategy. Uncool advertising is so embarrassing for employees, who’d really like to be proud to work there. – Microsoft Process Engineer (Redmond, WA)

Microsoft gets the best and brightest talent from around the world and puts them in global, cross-functional teams…[but] Everyone is overloaded, so planning is often given short shrift which just starts the cycle all over again [and] Lack of transperancy creates a somewhat Macciavelian environment among managers. – Microsoft employee (St. Louis, MO)

Despite notable variances in CEO approval, the company ratings are a lot more competitive. Apple has generally had slightly higher company ratings than Microsoft since September 2008 through to August 2009. However, since August 2009 the company satisfaction ratings have started to close in. In fact, based on the 90-day trailing average for company ratings, Microsoft has taken a slight edge over Apple. As of October 16, Microsoft’s 90-day trailing average rating was 3.4 and Apple’s was 3.3.

According to reviews, Apple employees on the whole are satisfied with the company. But recent reviews do shed some light on the dip in ratings:

Great products, but not a great place to work…Executives are so indoctrinated in the Apple way of doing things that they’re not open to new approaches. – Apple employee (location n/a)

Excellent products that remain among the top in the industry…[but] No communication of ongoing issues with products. – Apple Specialist (Dallas, TX)

Exposure to leading edge technology [and] intelligent co-workers…[but] management makes no effort to find ongoing projects for employees when re-structuring occurs – employees are on-their-own. – Apple Engineer (Cupertino, CA)

Apple still has a great cachet [but] Everything depends on the next hit product and of Steve Jobs staying ahead of the competition. Although there is lots to like in Apple’s products, they have fallen behind before with Steve Jobs, and he will not be there forever. Apple Marketing Manager (location n/a)

However, if the recent marketing campaign is an indicator, Apple is even more serious about the competition with Microsoft:

Will Windows 7 help remove the shadow cast by Windows Vista? Or will effective marketing campaigns continue to help Apple steal market share from PCs? Tell us what you think.

Apple / Microsoft War is Back On: New Products and New Marketing Campaigns is a post from: Glassdoor.com Blog

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On Wednesday, Peter Kafka with AllThingsDigital wrote about the Google press conference in which CEO Eric Schmidt and co-founder Sergey Brin candidly discussed the next wave in Google culture as they learn from the recession and continue their commitment to innovate. Schmidt, who currently garners an 87% approval rating and 3% disapproval rating, said “you ought to be happy to work at Google…because it’s Google.” But as reported late last month when we compared Google with Yahoo, Schmidt’s approval rating has declined slightly in recent months.

However, is Schmidt’s claim true? Is working at Google enough to keep employees satisfied with their work? As of right now – with national unemployment at 9.8% – probably. Even more so given the fact that only 16% of those who have interviewed at Google have received an offer according to Glassdoor interview reviews. But when the economy recovers it will be interesting to see if  all this will change; according to the recent Glassdoor  confidence survey, one quarter of 18-44 year olds expect to look for a new job  at that time.

Google employees give the company a 4.0 (satisfied) rating which is something to be proud of – it means employees generally like the company, like the leadership, and like their jobs. Plus, the Glassdoor analytics team evaluated Google company reviews to determine if employees showed any growing concern over cutbacks in perks (food), worries of increasing bureaucracy, or perhaps more layoffs, but it seems rather that employees are humming along. In fact, nearly a third (31%) of employees talk about the perks and more than one out of  ten employees (13%) talk about Google’ s innovation.

Although, you can find some less than favorable feedback about Google from employees…

Google has become very hierarchical, political, and bureaucratic. Over the years, management has distanced itself from its employees and become more and more arrogant. – Sales (Location n/a)

Getting big and bureaucratic (e.g., launch process long and painful) – Senior Software Engineer (Mountain View, CA)

They also point out opportunities for improvement like:

Diversify into more areas besides the “core” area of search. Google has so much cash — use it.. For example, consumer devices.. phones, video games, set-top boxes, etc. – SWE III (Mountain View, CA)

Or…

I think management would do well to learn to have fewer meetings, and focus on working more. Management focuses too much on the future plans and creating processes and does not tend to the processes that are already in place. – Technical Support Analyst (Thornton, CO)

And…

Focus more on enabling innovation to happen, and planning career paths for your employees. – Product Manager (Mountain View, CA)

To keep employees satisfied, as a prior comment points out, management may want to explore the area employees report lowest satisfaction: career opportunities with a 3.3 (neutral) rating. One employee reports that times are changing for all and opportunities for professional growth remain within product development:

A few years ago during the internet boom we all received fat raises so our salaries would keep pace with the booming Silicon Valley. Well, those days are over, and look how well most of those start-ups with their extravagant compensation packages did. You want a fatter paycheck? Create some revolutionary product that raises profits: your paycheck is tied to Google’s bottom line. – Accountant (Location n/a)

Do you work at Google? Did you?  What do you think? Is this just part of moving from start up in a garage to life as a start up to life as 20,000-employee company.

Google Hits Reset on Company Culture is a post from: Glassdoor.com Blog

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Below are some of Bartz’s highlights captured by the San Francisco Chronicle:

“I just want to transplant all you guys out of this sort of cynicism you’re in. I mean, why are you cynical about us? Be cynical about frickin’ Google. Leave us alone.”

“If you don’t like us, just leave us alone, we’ll just deal with our users, because you know what? We do great things for them and we’re excited about what we are.”

Sure there’s added pressure when you’re under the lime light, but was Bartz’s reaction a result of the constant battering or did the press deserve a reality check?

Since Bartz took over the top job at Yahoo!, she’s had the attention of friends and foes to see how she would fair. We decided to do our own digging, turning to the people who know best about Yahoo and Google – the employees.  After analyzing company and CEO approval ratings at Google and Yahoo! over the last year, here’s what we found:

Bottom line, Yahoo! employee sentiment about the company has improved since Bartz took over the helm while their chief rival has seen some footing shift.   Here are a few highlights from the Glassdoor analytics team:

• After nearly nine months in the job, Carol Bartz quickly surpassed her predecessor Jerry Yang in terms of approval rating.  Bartz’s approval rating is 55% (disapproval 10%) whereas at his departure, Yang was 34%  (45% disapproval)
• Although Eric Schmidt has a high cumulative CEO approval rating of 87% (2% disapproval), his trailing 30-day average has declined slightly in recent months but still well ahead of Bartz’s rating.

  

• While Google still rates higher than Yahoo! in terms of overall company satisfaction rating (4.0 versus 3.2 at publish date/time), the trailing 30-day average  converged about a month ago as Yahoo ratings rose and Google lowered; Looking at these trailing averages, both companies are now  in the neutral to satisfied rating category (3.0 to 3.5).

Here are a few quotes from recent employee reviews of both Google and Yahoo to give some more insight:

Yahoo

“Yahoo! is often spoken of in the shadow of Google – even though Yahoo! is a prime Internet portal. Also, management is not always transparent, for e.g., with the recent Microsoft-yahoo deal.” – Yahoo Senior Software Engineer

“Things have been so muddled for so long that it will take 2-3 years to cut away the fat to get to where yahoo needs to be in terms of systems, operations, product development, and processes.” – Yahoo Ad Operations Manager

“Jerry and Sue were the wrong people to lead the company. That’s fixed now, and friends there seem much more optimistic.” – Yahoo Vice President

“People do not appreciate the great undertaking of maintaining one of the biggest websites on the planet and yet still keep innovating.” – Yahoo Anonymous

Google

“Google is a big company that provides a comfy job but none of the burning desire to go that extra mile because they aren’t making the effort to take you with them.” – Google Senior Engineer

“Google has a tremendous brand equity, incredibly brilliant colleagues, and it has a culture that truly fosters innovation.” – Google Senior Analyst

“The company is getting really big. Products and infrastructures are huge now. Launching new products is getting really hard. Persuading people to go for a new idea can be an endless round of futile meetings.” – Google Product Manager

“Google is a large corporation, and that is starting to show more and more due to the economy.” – Google Account Manager

Do you think Bartz’s reaction was warranted or will Yahoo always be ripe for press scrutiny? Tell us what you think.

“Frickin’ Google” – Did Yahoo’s Bartz Have a Reason to Get Mad? is a post from: Glassdoor.com Blog

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CEO Alan Mulally, who has a 69% approval rating, has been credited with steering the automaker’s turnaround and has won an endorsement for an indefinite tenure from Ford’s chairman and the founding family’s senior representative at the company. But, as Mulally gets hailed for his achievements and Ford marketing is going full bore to reinvent itself in the eyes of consumers, are employees feeling the spark to live up to the ‘Ford challenge’?

A Ford Motor financial analyst from Dearborn, Michigan, winner of the August review of the month, shows that the Ford challenge is actually what may keep employees coming back to work day after day. The employee writes of his division: “Ford Finance is a highly regarded organization with a lot of strong processes and opportunities to learn. They like to rotate employees through different jobs every couple of years which is great for not getting stale and allowing for career development. Keeps things interesting.”

But job seekers beware, if you are a recent grad, the Ford challenge may not be right for you. In advice to senior management, the winning review points out that the company is losing a lot of top young talent who are choosing to go back to school full-time to pursue an MBA. To keep talent within the employee roster, the reviewer suggests bringing back a program that provides tuition assistance.

How do you feel Ford is doing? Have you driven a Ford lately?

Ford Motor: Test Drive from an Employee’s Perspective is a post from: Glassdoor.com Blog

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First, if you’re a Marvel employee wondering how or if your pay will be affected, have a look at what current Disney salaries are like:

To truly get a sense of it’s like to walk the halls of Disney, here are just a few employee insights on their job and the company:

Half of mental energy goes to managing the politics, other half to the actual job at hand. – Disney Vice President (Location n/a)

Sometimes they look for things in people and the people don’t even know it’s expected of them. That is difficult when you are doing what you think is a good job and you aren’t getting any performance feedback. – Disney Location Planning Specialist (Orlando, FL)

In advice to senior management, a Senior Financial Analyst (North Hollywood, CA) suggests: Break down walls, look for more synergy. Create rotating programs. Encourage overseas opportunities.

It is important to note that CEO Bob Iger received a 77% approval rating, placing him among the top 30 highest rated CEOs among those with at least 25 reviews or more. In addition, employees give the company 3.4 (neutral) rating when it comes to job satisfaction. Here’s a quick overview from a Disney Manager (Burbank, CA) about the benefits of working for Disney:

Get the Disney name on your resume.

Get to get into Disneyland or Walt Disney World for free, but note that they have black out days so you cannot always go the day you want. Oh, and if you go too many times (or your family members do) then they will send you a warning that you are going too much.

Your peers will usually be fun to work with.

Most non-Disney employees will be impressed that you are or have been a Disney employee.

It’s easy to be motivated to do a good job because you like what Walt stood for.

For more insights into Disney, see these other recent company reviews:

If you are a current Marvel or Disney employee, keep us posted on how the acquisition affects your job and the company.

Disney Employees Warn Marvel Colleagues is a post from: Glassdoor.com Blog

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One recent  Deloitte review from a staff auditor in Tampa, FL offers some compelling feedback that we selected as the July review of the month (author will get $500)

Starting with the employee’s advice to senior management:

“You may pull out all the stops as an audit team, meet all the budgets and deadlines, and cut your fees, but what good is it if you are always losing staff, seniors, and managers to better-paying, less stress, and overall better job satisfaction roles?”

“Focus on the individuals that make the company great through their own personal sacrifices and I truly believe that will work its way up through the company and the business will grow itself.”

However that said, it looks like a career at Deloitte may arm employees with the ‘right’ tools to take on any job or business discussion. The reviewer comments, “If nothing else from this career, you will (or at least should) learn to speak clearly, concisely, and confidently to anyone of the business world.”

This comment strikes a chord given that the recent Deloitte press release  notes, “There are top performers and critical workforce segments that have the skills to succeed anywhere, and will likely be poached once the economy improves.”

Perhaps a little bit of extra gratitude will keep these employees committed to the company given that the Glassdoor reviewer points out, “At the end of the engagement or deadline, I believe some form of benefit or anything beyond a passing ‘thanks’ should be given to the team.”

But be prepared to do what it takes to get to that all-mighty role in the business world. The review notes, “D&T emphasizes work-life balance and also commitment to the client. However, at the end of the day, the client commitment will always win. Whatever deadline is set will always be met by the audit team, and the team is always forced to do whatever is necessary (which is fair, it is a job).”

Any other Deloitte employees have perspective? What’s working at Deloitte and what needs improvement? You can complete your own review here.

Will Deloitte Employees Jump Ship When the Economy Rebounds? July Review of the Month is a post from: Glassdoor.com Blog

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2. February’s Review of the Month
3. January’s Review of the Month