Glassdoor Compensation FAQ

Read what Glassdoor employees think about their compensation at the company.

Glassdoor has a compensation and benefits rating of 3.9. If you want to know how much Glassdoor employees make, head to their Salaries page to see a list of salaries per occupation, along with bonuses.

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

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9 English questions out of 9

19 December 2019

Does Glassdoor offer a quarterly bonus?

Pros

I am so thankful for all the amazing people I work beside everyday! The people in the Enterprise Sales & Customer Success department are some of the most genuine and fun coworkers I've ever had. There is also a lot of great knowledge sharing between peers, which makes work more enjoyable and interesting. There are many pros to working here including: - managers that treat you like a real human - they really try to be good managers! - a lot of autonomy to manage your book of business / client interactions - flexibility to work from home a few times per month - ability to work on projects outside of your immediate role that interest you - cute workplace events that happen at the office (eg. hot chocolate bar during the holidays, drag queen bingo during pride week, etc) and a great Workplace Experience team

Cons

The direction Glassdoor is taking seems unclear to me, and the lack of innovation is concerning. The product team does not listen to what the customers are asking for or excited about. It seems like directors and VPs are focused on reorganizing how the company works internally more than focusing on innovation. There are constant shifts in KPIs, org structure, and quotas that make everything seem arbitrary. This year, the CSM leadership changed the metric which 70% of our bonus is paid out on, and gave us no way of tracking our progress to reaching that quarterly goal! I appreciate change and trying new things, but it's really concerning when your pay is affected by changes that you can't track. With all the org changes come lots of internal meetings that managers are always stuck in. It seems like instead of being on the floor with the individual contributors, managers/ directors are constantly in strategy meetings. Besides team meetings and 1:1s, there is very little involvement/ personal connection between leadership and individual contributors. A lot of first time managers/ directors. Lastly, we use a data tool to create custom presentations for enterprise clients that barely works. Our systems are so out of date, that it takes 15 min - 2 hours to download a custom report for a client. This drains a lot of time, and creates frustration.

Advice to Management

Thank you for always having good intentions for Glassdoor employees. I am confident management is working to improve the experience for employees and clients in the future. Hoping for more innovation in the new year.

This year, the CSM leadership changed the metric which 70% of our bonus is paid out on, and gave us no way of tracking our progress to reaching that quarterly goal!

19 December 2019

See answer

14 May 2020

What is the salary like at Glassdoor?

Pros

1. The People. I’m sure you’ll see this in the Pros section on each review as of late. I will always be grateful for the friendships I made while working at Glassdoor. 2. The Experience. We did not have a solidified sales process at Glassdoor (see further information below), which in turn pushed us to get creative and to work even harder to see success. This experience will help me in sales roles and sales management roles to come.

Cons

I’ve chosen to list my cons by category. I hope you’ll take these seriously. You’ll notice a correlation between some of these cons and Glassdoor’s recently released “Company Values”. 1. “We Are Transparent” is no longer true: Glassdoor is a company that was built on the foundation of transparency. For a while, we were living up to this and maintaining a transparent workplace. However, senior leadership (primarily VPs and above) completely lost sight of this value in the last year or so. I cannot stress this enough - You CANNOT preach the value in transparency to your employees, and then completely hide details of major decisions taking place within the company. For example, Glassdoor leaders, including Christian (CEO) and our Chief Economist, spoke in front of our entire workforce on multiple occasions to reassure us that Glassdoor was going to make it out of these COVID-19 times just fine. They told us we should not be worried, that Glassdoor made financial decisions in the past to prepare for something like this, and that we will protect our people AT ALL COSTS. They then put a surprise meeting on our calendar to lay off 300 employees, including President Club Winners, Top Performers, and some of our most Amazing Leaders. What they (Christian) neglected to even hint at was the fact that they had a different plan for Glassdoor - one that makes the company look a LOT different than it did a week ago. They had a meeting with the entire workforce the day after they laid us off to lay out a detailed restructure plan, with prepared materials, which had to take months or even the whole year to plan out with Indeed. Seems pretty convenient that they used COVID-19 as an excuse to execute a wildly different plan for the company. When Glassdoor was purchased, leadership repeated SO many times that we would not merge or start working too closely with Indeed. It is also unbelievable that Indeed did not lay off any employees - they just took our jobs and Glassdoor didn’t even offer reps/managers the opportunity to stay on the team (again, MANY of these laid off reps/managers were top performers). 2. “We are Innovative” …boy, I wish that were true: There were zero MEANINGFUL changes, advances or additions to Glassdoor’s GTM product suite in years. Sure, we would come out with some small update or addition to our solution from time to time, but it was never a change that prospects/clients deeply cared about. When entering into a discovery call, there was no way I could respond honestly when a prospect would say “I’ve spoken to Glassdoor multiple times. Your team keeps reaching out about new updates. Has your product changed at all or do you have any new products?” It was pretty embarrassing and made it difficult to effectively do the job. 3. “We Are Good People” …well, you used to be: Again, 300 people laid off, NOT based on performance. We are the people that built Glassdoor’s culture DESPITE leadership challenges. We worked incredibly hard for the company, and we made Glassdoor into what it was DESPITE our out of touch leaders. Glassdoor is 1 million percent NOT the same company it was a week ago. If you are attracted to roles at Glassdoor because of the culture, please do not be fooled. The culture will never be the same. The video you see in the first tab of Glassdoor’s Why Work for Us section highlights the people at Glassdoor…Ironically it includes many people who were recently laid off. 4. “We Have GRIT”: Growth: We were expanding, hiring, and looking to move into new offices in San Fran and Chicago. Obviously, COVID-19 impacted this and Glassdoor is no longer growing. Results: Leadership knows how terribly they messed up last fiscal year when they made the books for hunter reps. It was an abomination. They divided books based on “spend potential”, which relied on incredibly inaccurate data in Salesforce. This meant that some of our best reps suffered and barely anyone reached their annual quotas. All we got was a small “sorry this was an oversight”, then the message preached to everyone was “keep working hard” …as if that were the issue. Great leaders and reps left Glassdoor because of how badly leadership messed up and because of the direction the company was going. This happened before layoffs were even in question, so Glassdoor was going downhill this whole past year. Integrity: Most of us feel really let down that Christian and others did not even give us clarity or honesty about how Glassdoor was reorganizing with Indeed - they just blamed everything on COVID-19. This doesn’t ring “integrity” to me. Teamwork: The time it took to make change or get simple projects done was ridiculous. For even the simplest change, we would have to wait on layers of leadership approvals, “leaders” dragging their feet, and conflict between leaders that have MBAs and those who did not delaying the process. It was so frustrating. 5. SDR Org: While the SDR Org made some progress since year’s past, it was still a mess. Leaders having multiple long meetings weekly to try and make change, only to be pushed off by executive leadership as an afterthought. The SDR Org did not get the respect it deserves. These reps are the future of your sales Org, yet you consistently messed up their quotas, did not provide the correct training and enablement to help these reps succeed, and left everything on the managers’ plates to deal with. To all of the former Glassdoor SDRs reading this post: Know that you are incredibly valuable, and you were the lifeline of the sales Org. I’m just sorry executive leadership pushed you to the side. 6. Enablement: Enablement was understaffed and could not provide the resources each Organization needed to succeed. Training and development were left on the shoulders of each manager at Glassdoor. Glassdoor does not have an official sales process or sales methodology. Therefore, SDRs and Reps alike had to work even harder to develop their own process and hopefully be successful. Luckily, this just made me better at my job. However, it is a disservice to your employees to not provide proper training. 7. CEO: Christian took over for Robert as CEO, and things went downhill. Christian has shown on multiple occasions his inability to lead and get “buy-in” from his employees. From leaving meetings early that he was clearly unprepared for, to poorly delivering the news of layoffs, Christian seems to be in over his head. In one meeting, Christian bragged about creating the culture at LinkedIn…it left such a bad taste in so many mouths. Glassdoor is not LinkedIn, and I can promise you Christian had nothing to do with Glassdoor culture when it was strong – that was 100% the employees. 8. Things I unfortunately dealt with while working at Glassdoor: Glassdoor preaches transparency and even released a “Know Your Worth” tool to help candidates calculate what salary they should be making in their given field. This is SO ironic because my colleagues and I were specifically told we shouldn’t talk with one another about how much money we make…at the most “transparent” company around. It turns out this was preached to us because we were not all making the same amount. For example, I was being paid less than 85% of my colleagues. Let this sink in for a minute…I had a longer tenure at Glassdoor than any of those colleagues, I had the most experience at Glassdoor compared to those colleagues, and, like myself, these colleagues had zero management experience before entering into these roles. I was also told I absolutely 100% could NOT negotiate a salary higher than a certain amount, then I come to find 85% of my colleagues were being paid above that amount. Shocking for a company that talks so highly about equal pay for equal work. There were a couple examples of male employees that were acting inappropriately at Glassdoor. I won’t go into the details here, but what I will say was during a full-blown HR investigation into one employee, for whatever reason leadership decided he could stay in the office and continue working while this was going on. Imagine the discomfort, fear, and anxiety this caused the people who were involved in that investigation. For some reason, that always stuck with me. Poorly handled. 9. Important call outs: If you would have asked me to rate Glassdoor 1.5-2 years ago, I would have said 4 stars. I always pictured staying with the company for a long time, and I am grateful to a few of the direct leaders I had that always supported me. Please do not respond to this review with a canned response. Please do not cover mistakes with excuses, and please do not preach about “how well we are being taken care of” post layoffs. A Lot of the information you see above happened before layoffs. Please do not brag about creating an alumni slack channel…most ex-employees are likely too uncomfortable to post in there anyway due to the fact that Christian is in the channel as well. It would be a much more effective channel if people could connect and speak freely with one another.

Advice to Management

1. Please do not lie about Glassdoor’s culture remaining the same and strong. Future candidates should have clear expectations about what Glassdoor is now before they apply. 2. Practice what you preach: If you are going to be the most transparent company, act like it. Pay people equally and speak with your actions. 3. Please don’t lie to clients or prospects about these reviews. They do not deserve to hear “sometimes when change happens, disgruntled past employees tend to leave reviews”. This time, it is a true reflection of the company.

I was also told I absolutely 100% could NOT negotiate a salary higher than a certain amount, then I come to find 85% of my colleagues were being paid above that amount.

14 May 2020

See 50 more answers

9 February 2021

What are other benefits and incentives like at Glassdoor?

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.

While our Paternity leave could be longer, it’s competitive and the flexibility with timing is a nice bonus.

9 February 2021

See 23 more answers

19 December 2019

Does Glassdoor offer a yearly bonus?

Pros

I am so thankful for all the amazing people I work beside everyday! The people in the Enterprise Sales & Customer Success department are some of the most genuine and fun coworkers I've ever had. There is also a lot of great knowledge sharing between peers, which makes work more enjoyable and interesting. There are many pros to working here including: - managers that treat you like a real human - they really try to be good managers! - a lot of autonomy to manage your book of business / client interactions - flexibility to work from home a few times per month - ability to work on projects outside of your immediate role that interest you - cute workplace events that happen at the office (eg. hot chocolate bar during the holidays, drag queen bingo during pride week, etc) and a great Workplace Experience team

Cons

The direction Glassdoor is taking seems unclear to me, and the lack of innovation is concerning. The product team does not listen to what the customers are asking for or excited about. It seems like directors and VPs are focused on reorganizing how the company works internally more than focusing on innovation. There are constant shifts in KPIs, org structure, and quotas that make everything seem arbitrary. This year, the CSM leadership changed the metric which 70% of our bonus is paid out on, and gave us no way of tracking our progress to reaching that quarterly goal! I appreciate change and trying new things, but it's really concerning when your pay is affected by changes that you can't track. With all the org changes come lots of internal meetings that managers are always stuck in. It seems like instead of being on the floor with the individual contributors, managers/ directors are constantly in strategy meetings. Besides team meetings and 1:1s, there is very little involvement/ personal connection between leadership and individual contributors. A lot of first time managers/ directors. Lastly, we use a data tool to create custom presentations for enterprise clients that barely works. Our systems are so out of date, that it takes 15 min - 2 hours to download a custom report for a client. This drains a lot of time, and creates frustration.

Advice to Management

Thank you for always having good intentions for Glassdoor employees. I am confident management is working to improve the experience for employees and clients in the future. Hoping for more innovation in the new year.

This year, the CSM leadership changed the metric which 70% of our bonus is paid out on, and gave us no way of tracking our progress to reaching that quarterly goal!

19 December 2019

See 5 more answers

11 May 2020

Does Glassdoor offer a daily bonus?

Pros

My time at Glassdoor was truly amazing! Amazing people, amazing culture, amazing opportunity for growth and to make some good money! Some of my best friends outside of work are my coworkers!

Cons

Due to COVID, 300 employees were laid off. This was hard to deal with, especially as leadership was ensuring us that our jobs were safe over the last 3 months. It is what it is though, still an amazing place to work!

Amazing people, amazing culture, amazing opportunity for growth and to make some good money!

11 May 2020

See answer
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9 English questions out of 9

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