Glassdoor FAQ

Have questions about working at Glassdoor? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Glassdoor.

All answers shown come directly from Glassdoor Reviews and are not edited or altered.

58 English questions out of 58

June 3, 2019

What is paid time off like at Glassdoor?

Pros

Career development & growth: I have been working at Glassdoor for 3 years and have been promoted 3 times which is amazing because once you build your internal brand and perform well, chances are that you will get promoted. Like any other organization you need to play your cards well and build the right reputation and relationships to speed up your promotion track, but overall, movements do happen frequently. Great benefits & work life balance: Free catered lunch (amazing), dog friendly office (it helps owners and other employees to feel emotionally supported with so many cute dogs in our teams), 401K match (this took a few years but it's amazing that we have it now), very flexible PTO policy as long as you are performing on your numbers, awesome health/dental policies and an ok working from home policy. Office location: This is tough for people that live in the city or if they don't have a car to drive to the office, but being right on the water in the Marin county has elevated the company culture and it's refreshing to work in this beautiful "suburb" only 4 miles north of SF/Marina neighborhood. Lower Management: I have had 4 different managers here and every single one of them were amazing human beings, very empathetic, always supporting reps, passionate about our career and personal development and overall very hard working people that is extremely hard to find in the bay area especially in Sales.

Cons

Upper management & executive team: Leadership is very removed from the needs and struggles of the lower end of the workforce - with the most recent news of Glassdoor HQ moving to the city, I was expecting a more reasonable announcement to get employees more excited and pumped about moving to SF. But, because they are so disconnected with what we need, it was a very disappointing announcement in our monthly all-hands meeting and actually quiet insulting. Yes, we all understand that moving to the city is more beneficial to attract new talent and grow our company. However, just being located in the city doesn't get Glassdoor the "top talent" we are looking for - it certainly makes it easier but if we are not considering a competitive perks & benefits package in addition to our "hot new office in the city" this will only get us the average candidate that can't get hired at other hot companies/startups in the city. This is not the first time that upper management has made announcements without reasonable preparation or understanding of employees needs and concerns. In fact, during the all hands meeting, when we were raising our hands to share our concerns/ask questions, a few leaders were laughing at our comments and making it sound like we were ridiculous for surfacing these concerns which was both insulting and disappointing. Additionally, for a company that always preaches "transparency" and "culture" they didn't consider for once how people will react to these not very well presented announcements and made it very obvious that ultimately the decisions will be made regardless of the impacts they may have on people's lives and there is no room for review, hence why I am very disheartened by leadership and their decision making process. Priorities: If you are an engineer or a technical talent looking for a job at Glassdoor, this is the right time because literally that's all they care about - if you are in Sales or Customer success, think twice because we are not given the right resources or teams to help us success in our roles. Customer Success:

Advice to Management

When making huge announcements, try to understand your audience better, practice active listening and only share what you know will benefit the audience - Given that the current status of the big move to SF is under construction (until we have a new chief people office) it would be much more impactful to let the people know that you will be running internal surveys to understand what we value the most and letting us know that you will be at least "trying" to find us the best package - instead of sharing a news that hasn't been well thought out and also get defensive about people asking questions about "food, dogs and commute" which are no longer really perks in the Bay Area but a standard benefit by most reputable employer brands that are seeking for the top talent in the bay area. Value your employees before you expect building a $1B company.

Great benefits & work life balance: Free catered lunch (amazing), dog friendly office (it helps owners and other employees to feel emotionally supported with so many cute dogs in our teams), 401K match (this took a few years but it's amazing that we have it now), very flexible PTO policy as long as you are performing on your numbers, awesome health/dental policies and an ok working from home policy.

June 3, 2019

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August 31, 2020

Does Glassdoor offer relocation assistance?

Pros

The handling of COVID and our pivot to remote work was excellent. We had everything we needed to transition. Benefits and comp package are great, and lastly good people. I had two of the most wonderful managers you could ever ask for, fantastic sales partners and a supportive team. Everyone is also genuinely willing to help you succeed. Jacob, the VP of diversity and inclusion has made incredible strides within the company in a short amount of time. Though our diversity initiatives were late, the executive team truly cared and got behind the message. They want to learn and do better. Christian has gotten a lot of slack in these employee reviews due to the layoffs but he and his CHRO have good hearts and truly care about Glassdoor and every current and ex-employee.

Cons

The new strategy shift made career pathing within client success seem almost pointless. Also, Glassdoor is extremely late to the diversity and inclusion space. What makes it worse is that there are employees within the company who are not on board with expanding diversity initiatives and will openly make it known. As a Black employee it was honestly disheartening and hurtful to witness.

Advice to Management

One size doesn’t fit all when it comes to your employees. It may be hard, but try and take into consideration all the unique backgrounds and experience that we bring to the table.

Benefits and comp package are great, and lastly good people.

August 31, 2020

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May 16, 2020

Does Glassdoor offer massages?

Pros

The day to day was all positive. Cross collaboration was always painless. Always got the sense that Glassdoor operates as a unit, not as siloed departments. This is not a hyperbole: everyone I interacted with was extremely easy to work with. No politics. Just ppl getting sh*t done. Work/Life balance is great. I never felt overworked and when life hit you, management was extremely willing to accommodate. Benefits are pretty solid. Free healthcare for yourself and subsidized healthcare for family. Unlimited PTO that you're encouraged to use. Very nice office/working facility with free daily catered lunch, a gameroom, gym, cafeteria.

Cons

*Sigh* it pains me to write this, but... The Glassdoor we know and love is not long for this world. Glassdoor makes most of its revenue on job ads, where it's a small player in a competitive space. It's extremely hard to monetize what Glassdoor's core features: the reviews. The revenue from employer profiles is frankly not enough run a profitable business at the current size. The new CEO seems powerless to the board members of Recruit (Glassdoor's holding company). He's an extremely nice guy and definitely cared about the company. But a good person doesn't always make a good CEO.

Advice to Management

Indeed and Glassdoor are sister companies, but Indeed gets all the resources. Make a greater effort to convince Recruit of Glassdoor's value to obtain more resources for the company. You can't monetize at scale if you don't have the resources

Very nice office/working facility with free daily catered lunch, a gameroom, gym, cafeteria.

May 16, 2020

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July 22, 2020

Does Glassdoor offer dental insurance?

Pros

- Employees are given autonomy, flexibility, and trust. I feel trusted to get my work done as well as take care of things in my personal life without guilt. - Leadership is transparent and empathetic when making decisions - Awesome benefits including unlimited PTO, fully covered health insurance, cell phone reimbursement, etc. - An industry leader in response to COVID-19 - mandatory Work from Home was enacted in early March 2020, weeks before other companies took this action. We also got to take office chairs, monitors, and other equipment home or expensed as needed.

Cons

- A lot of bumpy change. There's no doubt the past 6 months have been unprecedented, but besides macroeconomic & public health conditions, there's been a lot of internal reorganization. In many cases it felt that leaders were too quick to enact change and didn't consider the possible fallout. - I think it speaks highly of a company that many employees have a long tenure with the company. However, there tends to be an attitude of "we've tried that before" or "that didn't work before" when folks with less tenure make recommendations. New & diverse perspectives should be sought, acknowledged, and valued. - I wish 401k match was more in line with industry standard (full match up to 4%)

Advice to Management

- I commend how you've weathered COVID-19 and economic downturn. Thank you for your honestly, humility, and empathy. - New & diverse perspectives should be sought, acknowledged, and valued. - Train leaders in change management. Consider the possible adverse effects of transparency before announcing a change and be prepared to respond to those effects.

Awesome benefits including unlimited PTO, fully covered health insurance, cell phone reimbursement, etc.

July 22, 2020

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February 9, 2021

Does Glassdoor offer family leave?

Pros

Great sales culture. Lots of autonomy and flexibility to get the sale done. Reps are very relationship/consultative selling focused. It’s competitive but also collaborative. Not a lot of slime. Sales managers are willing to help when you need it but also don’t babysit you. The sales culture is what keeps a lot of the sales reps here. You have the opportunity to win big. Because I touch base on Maternity leave below, I will point out there was recently additional fertility coverage added to our benefits that was a great step in the right direction. While our Paternity leave could be longer, it’s competitive and the flexibility with timing is a nice bonus. Many companies don’t offer that flexibility.

Cons

Maternity Leave: I am writing this review specifically to draw attention to our maternity leave policy in the US. We spend an enormous amount of time and internal resources striving to be an inclusive/progressive company, stressing that we will lead the way in multiple capacities, however the bar we set for our own maternity leave is the bare minimum for local laws. I would go into detail as to why this leave policy is detrimental to the women in our US organization, but I have faith that any glassdoor leader reading this would understand why this hurts a women's professional career and personal life. So with this, I ask you to do something about it. Chat with the women of this company and discuss a better policy. Increase the length to be competitive in our industry, add in a transition plan that allows mother's to slowly come back, build a network of mentors to help support new mother's. Ensure we have proper coverage while individuals are out. Built it into our organization. It is no secret women have struggled coming back, and some have recently decided not to come back. We can not pretend to be a forward thinking company with a bare minimum plan. I don’t think this is an unreasonable ask. Our colleagues in other countries have a more robust policy simply because their laws requires it. Is that our bar? Maternity leave is something that isn’t openly talked about because our women do not want to seem non-career focused, weak, or proposing something that’s self serving. Maternity leave is not a vacation. I am asking Glassdoor to do better. Lead the way. We are approaching a new fiscal year, dust off the policy and help the women of Glassdoor. I also encourage other women to speak up who are frustrated by this policy. I can’t believe I have to resort to an anonymous review. Quota Creation: How rep quotas are created and the metric we use to track revenue creates a false narrative of success and is fundamentally broken. It can be really frustrating as a rep. The plan resets each quarter and disproportionally rewards reps for selling short term display. Bringing on new customers, retaining clients, and growth on renewals doesn't move the needle. The leader board is a reflection of who has accounts that purchase display (not a dig on them, good for them). The most frustrating part about this is that I'm pretty sure SOPs keeps doing this because we don't have the time or resources to put together a better methodology. It's detrimental to our long term success as a company and (silently) effects things like product adoption and client retention. Dumpster Fire on the Front Lines: Reps are spending an enormous amount of time trying to navigate finance / contracts / data / CMPP launch etc. with the new partnership. Customers are feeling this pain too. It doesn’t feel like there is a real strategy in place and the admin side of the job has taken over to become where we’re spending most of our time. Reps are leaving because of this and then them leaving make it even worse. Sales leadership keeps praising revenue in all hands meetings but we are crumbling here on the front lines. We are drowning.

Advice to Management

We're about to embark on a new fiscal year. Two vital suggestions: Revisit our maternity policy in the US. Support the women of this company professionally and personally. We are better than this as a company. There's a disconnect on where the future of our product suite is going and what we're paying out reps to sell. These large display deals didn't pop up out of no where, it's what our comp plan disproportionally incentivizes us to uncover. We should reward reps for selling short term display, to the same extent, we should also reward reps for bringing on a new customer in December or doubling a renewal in October. We don't have a comp plan that does the latter. Our quota methodology in FY2022 needs to do both. Resetting quotas each quarter does not make sense for a company looking to lean into SaSS and 12 month subscriptions. The whole methodology needs a giant re-haul for the long term success of our company. It's been a tough year. We aren't perfect, but I'm grateful we continuously try to be better.

We spend an enormous amount of time and internal resources striving to be an inclusive/progressive company, stressing that we will lead the way in multiple capacities, however the bar we set for our own maternity leave is the bare minimum for local laws.

February 9, 2021

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58 English questions out of 58

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