Glassdoor Benefits FAQ

Read what Glassdoor employees think about benefits at the company.

If you want to see a full list of benefits and perks at Glassdoor listed by categories, head to their Benefits page. From insurance, health and wellness to vacation and more, find out what you could benefit from when working at Glassdoor.

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

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16 English questions out of 16

31 August 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.

31 August 2020

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16 May 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.

16 May 2020

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22 July 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.

22 July 2020

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9 February 2021

Does Glassdoor offer parental 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.

9 February 2021

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21 May 2019

Does Glassdoor have a pension plan?

Pros

Glassdoor UK and EMEA in general is still small - sub 100 people. We celebrate successes and there is a feeling of a close-knit team. Relaxed working environment and pay is good. Over the years Glassdoor has been slowly investing in core benefits like health insurance and pension. We work with some of the largest and most exciting brands in the world, and we truly are providing a service that helps people make better decisions - Glassdoor's mission is strong and people believe in what we do, which comes across in how we do business with clients. International expansion is the biggest investment for the company, and being in EMEA is exciting. Senior leadership in the US is accessible and bright.

Cons

Very hierarchical structure in EMEA, especially in sales - there are Manager, Director, Sr Director and VP levels in place, yet the org is tiny in number of employees as of now. Several of these leadership hires were made externally, without the roles being posted internally to provide opportunity to grow despite this being a widely discussed pain point for employees. ~90% of the senior leadership team in EMEA is male (Director & above). Politics, lack of straightforward communication are becoming the norm, and we're too small for that. After over 5 years of operating in the UK, Glassdoor continues not to have clear career progression in sales, assuming sales people want to be sales people for the rest of their lives. Lastly, there is no competitive maternity policy in place - 6 weeks partially paid leave followed by statutory pay. This does not attract strong female talent or incentivize it to stay.

Advice to Management

Think about who sits at the EMEA leadership table and whose voices and input shape the future of Glassdoor EMEA. We're at a critical place in our growth, moving from a small chaotic startup to a grown up business making a difference in the industry. Millions of candidates and our clients come to us daily to understand what the gold standard for employee experience is - let's lead by example and create a workplace that reflects what we tell other brands each day. Embrace transparency again, put in place a comprehensive parental leave policy and diversify the voices around the table by allowing people to grow and develop from within the company.

Over the years Glassdoor has been slowly investing in core benefits like health insurance and pension.

21 May 2019

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16 English questions out of 16

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