Glassdoor Benefits FAQ

Read what Glassdoor employees think about benefits at the company.

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Does Glassdoor offer parental leave?

15 English reviews out of 15

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9 February 2021

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

Reviewed by: Sales (Current Employee)

21 May 2019

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.

Lastly, there is no competitive maternity policy in place

21 May 2019

Reviewed by: Sales in London, England, England (Current Employee)

16 July 2021

Pros

Glassdoor hires hands down the BEST people. My coworkers 10/10 have my back, are always willing to help, and have become some of my best friends. Every manager I have had also been wonderful. Covid impacted our company heavily, but our sales leadership set realistic quota goals that we could reach. As an organization, I do think that Glassdoor really does care about their employees.

Cons

There are 2 reasons that I don't envision myself at this company in the long run - 1. Maternity leave - I was on leave this year and while out, I was told the information from our benefits that I was given was not correct. It was a very frustrating situation but in general, the parental leave benefit is really lacking. GD offers 12-14 weeks depending on your delivery. My friends at other tech companies are out for 5-6 months. As I am considering expanding my family, I am absolutely looking at companies that would offer more leave. It's disappointing because as a company that wants to be centered on employees, this is one area seriously lacking. 2. We recently partnered with a sister company and work closely with their employees. While there is improvement in that partnership, it feels like GD constantly got the short end of the stick. Both from a systems perspective and how we executed amongst selling teams.

Advice to Management

Most of your employees are at an age where they have children or are about to have children. The parental leave policy isn't competitive and really needs to be reevaluated. I know a number of people that are seriously considering leaving or have left because of this policy. Extending leave has got to be a more cost-beneficial solution over having to replace employees. We need to consider adding more parent friend policies and meeting employees at the life stage they are in.

It was a very frustrating situation but in general, the parental leave benefit is really lacking.

16 July 2021

Reviewed by: Enterprise Account Manager (Current Employee)

3 October 2019

Pros

- great benefits (hours, PTO, insurance, parental leave policy) - amazing people, unlike any other. it's like working with all your close friends - fun office events - good sales tools to help you be successful

Cons

- pay is super below market - accounts are all ripped through, blasting the same people over and over - little to no training - distant from HQ, no interactions with senior leadership - cross functional teams all disconnected (sdr --> ae --> am)

Advice to Management

keep the culture the same as it was from beginning. be super open with communication and whats coming from top down. keep helping your workforce get better by hiring seasoned talent that can bring something new to the table

great benefits (hours, PTO, insurance, parental leave policy)

3 October 2019

Reviewed by: Sales in Chicago, IL (Former Employee)

21 July 2020

Pros

Good Benefits, great staff, diverse workforce, open to all technology (no one-size-fits -all approach)

Cons

Old technology, slow to innovate, lots of product churn and changes in direction

Good Benefits, great staff, diverse workforce, open to all technology (no one

21 July 2020

Reviewed by: Senior Software Engineer in Chicago, IL (Current Employee)

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15 English reviews out of 15

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