Glassdoor

Since Glassdoor was founded 12 years ago, we have believed in the power of transparency to create change.

We were built on the belief that transparency in the workplace can help job seekers find a company they love. We believe transparency can be an agent of change, and that shining a light on inequality in the workplace can make the world a better place.

But there’s another powerful product of transparency. Transparency drives accountability. People tend to do bad things in dark corners, not in broad daylight. And with this accountability, transparency drives people and companies to lift their game.

When it comes to transparency, at Glassdoor we are striving to walk the talk. How can we aspire to change the world if we can’t even change ourselves? Below are just a few examples of the types of information we share with people interviewing and working at Glassdoor. And this is just the beginning.

**The following roadmap will be updated regularly by the Glassdoor team as resources are released and information is made available.

Employee Feedback Transparency

Today, the reviews on our Glassdoor company page provide a great overview of what it is like to work with us. That said, the number of reviews we have represents a subset of our employee base. To improve this, we’ve chosen to share Glassdoor’s most recent Internal Pulse Survey Results because we believe that greater transparency is better for everyone. Additionally, we’re sharing the prior quarter's Pulse Survey Results as candidates can gain insight by seeing feedback and trends over time.

Salary Transparency

We believe that with more salary transparency, you hold the information - the power- to ensure fair pay now and in the future as your career changes and grows. We’ve made the choice to publicly release our compensation philosophy to help candidates understand how they will be paid if they come to work at Glassdoor. We also publicly share our salary ranges for roles across Glassdoor, in addition to executive pay.

Additionally, Glassdoor’s Economic Research Team conducts an annual pay gap audit on Glassdoor’s own employees in order to ensure that our own pay practices are equitable across gender and race/ethnicity. This is the fifth consecutive year that Glassdoor has found no gender pay gap in its analysis, and the second year that Glassdoor has examined and found no pay gap by race/ethnicity. 

Read more about the analysis and findings.

D&I Data Transparency

Click here to read our most recent D&I report

Currently, Glassdoor’s global employee base is 54% men and 44% women. Among tech roles, 76% of our global employees are men and 23% are women. With respect to Glassdoor’s U.S. employee population, 10% are among underrepresented racial/ethnic groups (5% are Hispanic or Latino, 4% are Black, 2% identify as two or more races and less than 1% are Pacific Islander/Native Hawaiian/Indigenous American/Alaska Native.) 

We are committed to building a company that is more diverse and representative of society at large. While there are many areas we need to work on to improve, to be successful, we want to focus on the areas where we believe we have the biggest gaps. 

Learn more about our aspirational diversity and inclusion goals at Glassdoor.

While we recognize these are just a few areas of diversity, we will focus on these goals for the time being and believe this will make a marked difference in Glassdoor being more reflective of the communities where we operate. 

Company Performance Transparency

For anyone who is working  or wants to work at Glassdoor, we believe you should know how your work contributes to moving the company forward. That’s why we share detailed business performance updates in our monthly All Hands and deeper financial results every quarter. For more  insight into the performance of our parent company, you can explore the financial results of Recruit Holdings, and its HR Technology segment in particular, each quarter.

Glassdoor, acquired in 2018 for $1.2 billion, operates as a distinct brand within the Recruit Holdings HR Technology business segment. As part of the Recruit Holdings family, we’re able to accelerate our innovation and make a bigger impact at a speed and scale not possible alone. By leveraging our shared expertise and resources, our teams at Glassdoor can focus on what we do best: creating disruptive products and delivering valuable insights and tools to help job seekers, employees and employers everywhere.

Operating transparently at Glassdoor is fundamental as we advocate for transparency everywhere. However, the ultimate goal is not just to change how we operate at Glassdoor, but to encourage other employers to follow our lead. And the best way we can do this is with our product. The platform we’ve built, while successful to date in raising the bar significantly towards greater workplace transparency, will need to fundamentally evolve and grow for us to take workplace transparency to the next level.

So we are going to turn up the dial on transparency in our product. We are going to drive change in how people search for jobs and build companies. We are going to be intensely focused on practicing transparency as an employer and with our platform in pursuit of our mission to help people everywhere find a job and company they love.