Glassdoor reviews

The biggest challenge here is middle management. I understand that at such rapid growth at a relatively young tech company, we're bound to promote within - but this can be a huge huge problem if such an individual is not qualified to do so. Because we're filled with such talented and smart people, we tend to be a pretty competitive arena. And while that's something that can be motivating for people, it can also cause middle management and new managers to always strive to compete with the people they're managing. This isn't right and doesn't foster an environment where individuals can grow - manager and those under. We need a better promotion and HR review cycles/processes. There are a lot of new managers being promoted that really shouldn't be - just because they excel at their job doesn't mean they're entitled to be a manager. A good manager should be one that not only excels, but can connect, motivate, and encourage their team members - and do that wholeheartedly. Some departments - like mine - are seeing managers push down those who have ideas, want more, or just want to know what's going on within the team for reasons that seem like they want to keep their status known. I love Glassdoor and what we stand for, but seeing my growth stunted by my own supervisor is making me question if we're losing sight of our culture. We pride ourselves in providing a safe environment for workers to have ideas, to be heard, and to learn - but if we allow individuals to become managers who DON'T truly uphold this value ... then we aren't practicing what we preach.

These cons are based on my personal experience at Glassdoor: 1. Glassdoor pays employees based on the state that they live in, which I don't believe is an effective strategy. For example, all of California is considered "Tier 1", and all of Illinois is considered "Tier 2", regardless of where you live within the state. I did not see myself being at Glassdoor long-term once I realized that if I were to move, I would need to take a significant pay cut. 2. When it comes to the relationship between Glassdoor and Indeed, Indeed is clearly in the driver's seat. It was annoying to constantly hear about Indeed being blamed for something Glassdoor couldn't do, or about Indeed systems, or about Indeed Sales and CS, etc. This definitely made me question the business outlook for Glassdoor. 3. There is a blatant lack of racial diversity in leadership at Glassdoor (manager level and up). There are several CS teams that are almost completely made up of white people. This needs to change, and I believe it starts with hiring more racially diverse leaders. 4. Glassdoor does not have the necessary data required to explicitly demonstrate a positive ROI to customers. This forces CS to resort to surface-level data points to attempt to show the value of Glassdoor and retain customers. Customers want to know how branding is helping them get more applies and hire more people, and as of now, Glassdoor is not able to clearly answer that question for their customers. 5. There is a lack of flexibility in how CS can go about doing their job. When I was there, there was a "client engagement" metric, which pretty much forced everyone to try to have a zoom call with each of their clients to conduct a business review. The ultimate goal is to retain and grow revenue, and there are many ways to do that aside from having a business review over zoom, and this metric limited creativity and autonomy, forcing many CS reps to waste time creating decks for clients that did not need it. 6. Morale is really low in CS and Account Management, and I believe that there will be a lot more people leaving in the near future.