Working at Glassdoor | Glassdoor.co.in

Glassdoor Overview

Mill Valley, CA (US)
501 to 1000 employees
2007
Company - Private
Internet
Unknown / Non-Applicable
We’re on a mission to help people everywhere find a job and a company they love. In the process, we’re transforming an entire industry through the power of transparency. Join us!

Mission: To help people everywhere find a job and company they love.

Company Updates

  • Our vision is a world where transparency ensures everyone is treated equitably and where greater transparency empowers companies to become better employers. To change the world, you must first change yourself. By building a more diverse workforce, full of different perspectives and backgrounds, we believe we will not only become a better company, but we will also be able to deliver better solutions to help everyone find a job and company they love. As a next step, we feel it?s important to acknowledge where we are today, share the actions we are taking and hold ourselves accountable to the kind of change we want to see here at Glassdoor and in the world. Transparency can be uncomfortable, but so is every seismic change that has disrupted society or an industry. These steps we are announcing today alone are not enough, but they are the first steps and actions in a journey forward to create a better future for all. We are fully committed to doing this absolutely necessary work to drive equity in the workplace and beyond by doing what we do best: embracing transparency.

  • At Glassdoor, we are committed to not only cultivating a transparent and robust culture of diversity, inclusion, and belonging, but we also want to help other companies become more D&I focused. We want to create a world where everyone has an inclusive and equitable place at the table, along with employers to develop a safe and diverse workplace for all. We know our collective voices are more influential together, so we're aiming to share awareness about intersectionality and allyship for all communities with our ERG programs. In addition to fostering an equitable environment, we're striving to hold Glassdoor accountable for its commitments in D&I and create quantifiable goals for C-Suite executives. We believe that ERGs can do big things. We want our ERGs to provide a community for our underrepresented groups, and provide safe spaces where our employees can be their best selves. But we also believe that ERGs are a critical part of creating an inclusive culture, and ensuring that our products, marketing, and content reflect our diverse base of users.

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Glassdoor – Why Work With Us?


Radical Transparency

 

Since Glassdoor was founded 12 years ago, we have been focused on driving transparency in the workplace and job market. And driving transparency continues to be the biggest opportunity for Glassdoor to effect positive change.

We believe transparency is one of the most powerful forces for good in the world. At its core, transparency empowers people with the right information to make the right decisions. Whether that be a job seeker making the decision on where to work, or an employee making decisions as part of their day-to-day job. Better decisions are made with greater transparency.

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.

Our vision is for a world where radical transparency holds companies accountable to strive to become better employers.

When it comes to transparency, at Glassdoor we 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 small 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 our most recent internal Pulse Survey Results specific to working from home, as candidates are requesting more insight than ever into how companies are adapting to remote work through the COVID-19 pandemic. 

Pay 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. This Fall, we will publicly share our pay bands for roles across Glassdoor.

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 or wants to work at Glassdoor, this is your company. You should know how your work contributes to moving the company forward. That’s why we share performance updates in our monthly All Hands and full financials every quarter. For candidates considering working at Glassdoor, visibility into these metrics would help inform their decision on whether to join us. Starting soon, we will provide Glassdoor candidates easy access to the financial performance of the HR Tech division of Recruit, of which Glassdoor is part of. 

Operating transparently at Glassdoor is fundamental to us walking the talk as we advocate for transparency everywhere. However, the ultimate goal is not just to change how we operate at Glassdoor, but for every employer to follow our lead. And the only way we can do this is with our product. The platform we’ve built to date, while successful in making the first major step towards workplace transparency, will need to fundamentally evolve for us to take workplace transparency to the next frontier.

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 radical transparency as an employer and with our platform in pursuit of our mission to help people everywhere find a job and company they love.

 

We Are Transparent

We are open and honest. We share information – the good and the bad – so we can continuously learn, collaborate and make the right decisions. 

 

We Are Innovative

We actively pursue new and different ways to further Glassdoor’s mission. We forge our own path by challenging the status quo.

 

We Are Good People

We work together with integrity, respect and compassion for one another. We have fun together. We are inclusive, fair and humble while remaining confident. We do the right thing, period.

 

We Have Grit

We are resilient, resourceful and scrappy. We see challenges as opportunities. With passion and courage, we come together to get the job done.

 

Learn more about our values, with insight from our leadership, here.

 

Our vision is a world where transparency ensures everyone is treated equitably and where greater transparency empowers companies to become better employers. 

To change the world, you must first change yourself. That’s what we are endeavoring to do at Glassdoor. Diversity within our own employee base is absolutely essential to Glassdoor’s long-term success and our ability to effect change in the world. By building a more diverse workforce, full of different perspectives and backgrounds, we believe we will not only become a better company, but we will also be able to deliver better solutions to job seekers around the world.

As a next step to foster greater diversity and inclusion within our own company, we feel it’s important to acknowledge where we are today, share the actions we are taking to advocate for a more diverse future, and hold ourselves accountable to the kind of change we want to see here at Glassdoor and in the world. 

**The following information reflects our most current data, and will be updated regularly by the Glassdoor team when new data becomes available.

Diversity & Inclusion Transparency Report

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. 

By the end of 2025, our aspirational diversity and inclusion goals at Glassdoor are: 

  • Black employees. 4% of our workforce today is Black. The general population average in the U.S. is 13%, a 9% gap. By the end of 2025 we want to double the current Black representation at Glassdoor to 8%. 
  • Latinx employees. Today we have a U.S. employee population that is 5% Latinx. As 19% of the general U.S. population is Latinx, by the end of 2025 we want to double our Latinx representation to 10% 
  • Pacific Islander/Native Hawaiian/Indigenous American/Alaska native employees. Today 0.4% of our workforce identifies as belonging to these groups. U.S. representation in these groups is approximately 1.5%. By the end of 2025, we again want to more than double our representation to 1% of our employee population.
  • Women in Tech: 23% of our tech roles are currently held by women. While an estimated 25% of women today hold tech roles, we want to help bring more women into tech, and so we aspire to have one-third (33%) of our tech roles held by women by the end of 2025. 
  • Women in Leadership: Today, 37% of our leaders (Director+) are women, but we believe leadership should be more reflective of the U.S. population by gender. That’s why we want women to hold 50% of leadership roles by the end of 2025.
  • Belonging. Currently, 78% of Glassdoor employees surveyed report they feel that they belong at Glassdoor. Among tech companies, the benchmark is 73%. By the end of 2025, we believe we can maintain or improve on 78% of employees feeling they belong.

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.

Annual Pay Gap Audit

We believe transparency is one of the most important tools to ensure everyone is paid fairly and equitably.  Each year, Glassdoor’s Economic Research Team conducts a 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.

Our Product: Transparency to Drive Equity

As the world’s leading site for workplace transparency, our product and platform represent our greatest opportunity to make an impact and drive societal change. We can do more as a platform and within our product to highlight diversity and hold companies accountable to walk the walk when it comes to meeting their diversity and inclusion commitments. Job seekers today want their employer to prioritize having a diverse, inclusive, and truly equitable workplace. They look for a company that aligns with their values and practices what it preaches. Our platform will shine a light on this.

We will empower our users to rate diversity and inclusion within their company,  contribute their own demographic data, and see company reviews highlighting topics on diversity and equity. This will enable deeper transparency into current employee sentiment levels by underrepresented groups. In addition, we will provide the opportunity for employers to tell their diversity and inclusion stories. But, we are very aware that words and commitments are not enough. That’s why we’re also providing space for employers to share their employee population demographic information. We are pushing for radical transparency here. We will do it and encourage other employers to follow. 

Read more about Glassdoor’s product commitment from Annie Pearl, our Chief Product Officer.

Employee Resource Groups

Equally important, we want to ensure that Glassdoor is an employer where people truly feel they belong. This is not just about who we welcome in the door, it is just as important that Glassdoor is a company where all employees feel they can thrive. 

To support a diverse and inclusive workplace, Glassdoor has employee resource groups (ERGs). These groups are designed to be welcoming places where employees can join together to celebrate shared cultures, backgrounds, and experiences. Our ERGs also play a key role in contributing their expertise and experiences to Glassdoor, ranging from contributions to product improvements, employee policies, company events and more.

WinG (Women in Glassdoor)

The mission of Women in Glassdoor (WinG) is to cultivate Global connectivity that stimulates an inclusive environment for women to advance their skills and leadership potential. This group serves as a forum for women to find their voice and be heard within the Glassdoor community.

Pride (LGBTQ+)

Pride at Glassdoor fosters an inclusive environment of transparency, acceptance, and respect which encourages our team to live their true selves at all times. The focus is to educate and support in order to build a truly inclusive workplace. The Pride ERG consists of people of all genders and sexualities. We encourage allies to join as well!

LaFamilia (Latinx) 

Our mission is to celebrate and promote awareness of the Hispanic/Latinx culture and provide professional, educational, and cultural ideas to the Glassdoor community. We are committed to addressing the needs of our Hispanic community and providing opportunities that empower lives and careers.

BUILD (Blacks United in Leadership and Development)

Our mission is to create a community of togetherness, inclusively and awareness of black culture. In alignment with Glassdoor’s mission of helping people everywhere find a job and company they love, BUILD prides itself on creating a safe, supportive environment where members feel comfortable to be their authentic selves and represent our voices in matters of business decisions, product development, recruiting, and workplace culture.

Community Door

Glassdoor’s community giving and volunteering program, Community Door, has been a channel for Glassdoor employees to give back to a variety of causes near and dear to our hearts. We’ve adopted families over the holidays, volunteered in animal shelters, and donated to causes in our communities. Now, in this pivotal moment in our company, and in our world, we’re re-orienting Community Door to focus on what we do best, where it is needed most. Going forward, the mission of Community Door will be to address systemic barriers for underrepresented groups entering the workforce. We believe we are uniquely positioned to help underrepresented job seekers with workforce preparedness resources, including toolkits, playbooks, and live development sessions on topics critical to entering the workforce.

Christian Sutherland-Wong

Chief Executive Officer

Christian Sutherland-Wong is chief executive officer of Glassdoor. Christian became CEO in January 2020, responsible for leading Glassdoor’s mission to help people everywhere find a job and company they love. He joined Glassdoor in 2015 as vice president and general manager of monetization. In 2018, he was appointed as the company’s first chief operating officer and was promoted to president in 2019. Prior to Glassdoor, Christian served as LinkedIn’s director of product, managing its premium subscription business, payment platform and API program. He also has experience in the business consulting and banking fields. He was honored with a 40 Under 40 award in 2020 by the San Francisco Business Times. Christian holds an MBA from Harvard Business School and was a Baker Scholar. He has a bachelor’s degree from the University of New South Wales. Christian is also a board member of Toolworks, an organization that helps people with barriers to employment successfully enter the job market.

Christian’s first job was as an opera singer, performing as a soloist at age 11 at the Sydney Opera House.

Bhawna Singh

Senior Vice President of Engineering and Chief Technology Officer

Bhawna Singh is senior vice president of engineering and chief technology officer of Glassdoor. Bhawna is responsible for technological innovation at Glassdoor, overseeing the company’s websites and mobile platforms, in addition to its software engineering, data platform and machine learning teams. Before joining Glassdoor in 2016, Bhawna was senior director of engineering at Ask.com, where she was a leader of the search intelligence organization that focused on search, machine learning, data science and platform services. Bhawna holds master’s degrees in software engineering from San Jose State University and in computer applications from Gujarat University, in addition to a bachelor’s degree in electronics from Gujarat University.

Bhawna’s first job was to work as a camera operator at SJSU to record the live classes.

Adrian Kaplan

Chief Marketing Officer

Adrian Kaplan is Glassdoor’s chief marketing officer, overseeing B2B marketing, consumer marketing, advertising, corporate communications and brand. He previously served as senior vice president of business operations and decision science for Glassdoor. Before Glassdoor, Adrian was vice president of business operations at Pocket Gems, where he scaled global marketing efforts and led operations, analytics and finance teams. Earlier in his career, Adrian worked at Cisco Systems, Francisco Partners and L.E.K. Consulting. Adrian holds an MBA from the Stanford University Graduate School of Business, where he was an Arjay Miller Scholar. He also earned a bachelor’s degree in electrical engineering from Brown University, graduating magna cum laude.

Adrian’s first job was cleaning golf clubs and carts at a local golf course in Salem, Oregon.

Kate Ahlering

Chief Sales Officer

Kate Ahlering is chief sales officer for Glassdoor. She leads all aspects of sales including new business acquisition, account management, channels, business development and sales operations teams. She is responsible for driving Glassdoor’s go-to-market vision, strategy, and execution. Previously, Kate held multiple positions in sales leadership at ACTIVE Network where she helped grow the company to more than $500 million in revenue and toward a successful IPO. Earlier in her career, she held sales roles at Blackboard. Kate's leadership extends back to college, where she was captain of the University of Virginia's NCAA women's basketball team. She holds a bachelor’s degree in political science and a master’s degree in education in leadership, social foundations and policy from the University of Virginia.

Kate’s first job was as a lifeguard at Still Pond Pool in Oak Hill, Virginia.

Anthony Moisant

Senior Vice President of Information Technology and Chief Information Officer

Anthony Moisant is Glassdoor’s senior vice president of information technology and chief information officer. With 20 years of experience, Anthony is responsible for overseeing Glassdoor’s global IT organization and legal team to support the company’s growing influence on job seekers and employers around the world. Prior to Glassdoor, he served as vice president of information technology for Tribune Media where he led teams supporting thousands of employees worldwide to execute large-scale software implementations and manage big data analytics supporting billions of daily transactions. Earlier in his career, Anthony held executive leadership positions at Gracenote and Versata Software. He has completed the CIO Executive Program from Boston University and graduated from the U.S. Navy Nuclear Submarine School.

Anthony’s first job was as a paperboy in Hampton, Virginia.

Jeff Nichols

Senior Vice President and Head of Finance

Jeff Nichols is senior vice president and head of finance at Glassdoor. He leads the company’s financial and accounting strategy and operations to support Glassdoor’s growing global business. Jeff was previously Glassdoor’s vice president of finance where he played a key role in Glassdoor’s successful acquisition by Recruit Holdings in June 2018. Earlier in his career, Jeff held finance roles at RPX Corporation, Scientific Learning and The Walt Disney Company. He holds a bachelor’s degree in accounting from California Polytechnic State University, San Luis Obispo.

Jeff’s first job was as a dishwasher at a local diner in Arroyo Grande, CA.

Annie Pearl

Chief Product Officer

Annie Pearl is Glassdoor’s chief product officer, responsible for the company’s product vision and user experience for job seekers and employers around the world. Before Glassdoor, Annie led enterprise product teams at Box, including before and after its 2015 IPO. She was also the vice president of product and one of the founding members of Xpert Financial, which helped investors trade private company securities. Annie has also consulted and advised several rapid growth start-ups. She was honored as one of the Most Influential Women in Bay Area Business in 2019 by the San Francisco Business Times. Annie holds a J.D. from Santa Clara University School of Law and earned a bachelor’s degree from Claremont McKenna College. She is a member of The State Bar of California.

Annie’s first job was as a softball pitching coach after being part of the National Championship team at the age of 12.

Owen Humphries

Senior Vice President of Business Operations

Owen Humphries is senior vice president of business operations of Glassdoor. Owen is responsible for leading the development of Glassdoor’s strategy, overseeing execution across all key business functions, in addition to leading the business operations and marketplace teams. Previously, Owen led consulting teams for The Boston Consulting Group, supporting technology clients with strategic transformation efforts. In addition to consulting, he also has experience in the investment banking field. Owen holds an MBA from Harvard Business School and a bachelor’s degree from the University of Cambridge, where he graduated with honors.

Owen’s first job was pruning trees for a local conservation organization in Wales.

Carina Cortez

Senior Vice President and Chief People Officer

Carina Cortez is senior vice president and chief people officer for Glassdoor. She is on a mission to help people find a job and company they love at Glassdoor. Carina leads the company’s people functions, including strategic human resources, talent acquisition, total rewards, culture management, employee relations, learning and development, diversity, inclusion and belonging and more. Most recently, she was executive vice president of human resources at Ellie Mae, where she led teams in charge of recruiting and retaining employees at a time of rapid growth. Carina’s 20 year career also includes leadership roles at companies such as Walmart eCommerce, PayPal, and Visa. She holds a bachelor’s degree in business administration with an emphasis in human resource management from California Polytechnic State University, San Luis Obispo.

Carina’s first job was in Fremont, CA as a teacher’s aide helping Spanish-speaking students learn English through the use of technology.

Robert Hohman

Co-Founder and Chairman

Robert Hohman co-founded Glassdoor in 2007 and currently serves as chairman. Hohman launched Glassdoor online in 2008 and served as CEO until 2020. As CEO of Glassdoor, Hohman pioneered the concept of workplace transparency and led Glassdoor’s growth to become one of the largest and fastest-growing job and recruiting sites in the world. Under his leadership, Glassdoor expanded its products and services to help people everywhere find a job and company they love, while helping employers hire quality talent at scale. Before founding Glassdoor, Robert was president of Hotwire, a leading discount travel site and division of Expedia, Inc. As one of the original team members of Expedia, he was part of the executive team that took it public in 1999. Robert started his career at Microsoft and worked as a software developer in a variety of roles. Robert holds bachelor's and master's degrees in computer science from Stanford University.

Robert’s first job was baling hay on a dairy farm in rural Ohio.

 

Mill Valley, California

Our corporate headquarters, boasting incredible Bay views, bike paths, and a dog-friendly office

Love your job in Mill Valley

 

San Francisco, California

A growing office in the heart of the city –– close to shopping, restaurants, and public transportation

Love your job in San Francisco

 

Chicago, Illinois

Our largest office nestled in Chicago’s booming Fulton Market District –– includes an onsite gym, skyline views, and open floor plan

Love your job in Chicago

 

Uniontown, Ohio

A taste of Silicon Valley in the Buckeye state –– a brand-new office location with an emphasis on team outings and community service efforts

Love your job in Ohio

Glassdoor Reviews

  • Featured Review

    Helpful (3)

    "The cherry on top!"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - People Team in Mill Valley, CA (US)
    Current Employee - People Team in Mill Valley, CA (US)
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Glassdoor full-time (Less than a year)

    Pros

    Being an HR Practitioner working in an HR Tech company is a dream; working at Glassdoor where our mission is to help people find a job and company they love is the cherry on top!

    The People team is transitioning to be much more strategic thought partners to the business, such a great time to be at a company when you can get your fingerprints all over a new way of working!

    All employees have direct lines of communication to the CEO and everyone in between.

    We have a super flexible work environment, amazing benefits, open PTO, 401k match...

    Cons

    2020 has brought a lot of changes (to the world) and to Glassdoor; we need to ruthlessly prioritize and focus. It's easy sometimes to get enamored by the bright shiny objects.

    Advice to Management

    Be mindful of all the change you're putting your employees (and customers) through. Focus on the critical few vs. trying to attack everything all at one time - be thoughtful in your approach.

See All 712 Reviews

Glassdoor Photos

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Glassdoor Interviews

Experience

Experience
80%
6%
14%

Getting an Interview

Getting an Interview
56%
29%
9%
2
2
1
1

Difficulty

3.1
Average

Difficulty

Hard
Average
Easy
  1. Helpful (1)  

    Accepted Offer
    Positive Experience
    Easy Interview

    Application

    I applied online. The process took 2+ months. I interviewed at Glassdoor.

    Interview

    Screening phone call. Single interview phone call. Then super day phone call. Then brought in for office for presentation about oneself in a room of five people. Strong connections with recruiter. Always easy to reach and explains the process.

    Interview Questions

    • Why sales?
      How are you motivated?
      Why Glassdoor?
      How did you heard about this job?
      When were you in a bad team?
      How will you be durable in sales?   1 Answer

    Negotiation

    Not sure yet.

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Glassdoor Awards & Accolades

  • Best Employment Website Winner, Webby's, 2012
  • Best Place to Work, North Bay Business Journal, 2015
  • Best Employment Website Winner, Webby Awards, 2013
  • Best Place to Work, North Bay Business Journal, 2014
  • Best Job Site, About.com, 2013
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