Working at Glassdoor | Glassdoor.ca

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

  • company-updates.categories.employee-story

    To celebrate National Hispanic Heritage Month, Glassdoor is highlighting several influential employees within the Latinx community across our marketing, engineering, product, and workplace experience verticals throughout September and October. These leaders are diverse, passionate, and driven, and are incredible examples of how the Latinx community isn’t monolithic. This week, read a Q&A with our ENT Branding Specialist, Frank Delgado!

  • To celebrate National Hispanic Heritage Month, Glassdoor is highlighting several influential employees within the Latinx community across our marketing, engineering, product, and workplace experience verticals throughout September and October. These leaders are diverse, passionate, and driven, and are incredible examples of how the Latinx community isn’t monolithic. This week, read a Q&A with our Senior Product Manager of Traffic & Growth, Alberto Aroeste!

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Glassdoor – Why Work With Us?


Radical Transparency

 

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.

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 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. In addition, we provide insight into the performance of our parent company, Recruit Holdings, 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 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 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 to date, while successful in making the first major steps towards workplace transparency, will need to fundamentally evolve 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.

 

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 company 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 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.

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.

Amanda Runner

Senior Vice President of Marketing

Amanda Runner is senior vice president of marketing at Glassdoor. She is responsible for the company’s marketing function, overseeing B2B marketing, consumer marketing, product marketing and marketing operations. Amanda brings 15 years of experience in business operations, business development, strategy and marketing. Before joining Glassdoor in 2017, Amanda managed consulting teams at Bain and Company and earlier in her career, held roles at Zagat and Goldman Sachs. Amanda holds an MBA from Harvard Business School and a bachelor’s degree in economics from Northwestern University.

Amanda’s first job involved helping out on her family’s farm in central Illinois.

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.

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.

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 Finance and Business Operations

Owen Humphries is senior vice president of finance and business operations of Glassdoor. Owen is responsible for leading the company’s financial and accounting strategy and operations, in addition to overseeing Glassdoor’s business operations, including managing the strategy and execution across all key business functions. Before joining Glassdoor in 2016, 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.

Samantha Zupan

Senior Vice President of Corporate Communications

Samantha Zupan is Glassdoor’s senior vice president of corporate communications. She is responsible for shaping the company’s corporate communications strategy and managing stakeholder relations. She oversees a global team that includes media relations, internal communications, economic research, government affairs as well as consumer, B2B and community relations. She is a member of the company’s executive leadership team, and serves as an executive sponsor for Glassdoor's Women at Glassdoor and Pride employee resource groups. Samantha helped launch Glassdoor in 2008 and was one of the company’s first 20 employees. Before joining Glassdoor as a consultant and then as its first in-house communications lead in 2010, she held roles at global communication and public affairs agencies specializing in technology, healthcare, travel and hospitality, retail, real estate and more. Samantha holds a bachelor’s degree in journalism from California Polytechnic State University, San Luis Obispo.

Samantha’s first job was a lifeguard in Walnut Creek, CA.

Our mission is to help people everywhere find a job and company they love. For employees today, loving your job increasingly means having greater options and flexibility to choose where to work. Many employees are satisfied and productive working remotely, while some prefer working in the office, and others prefer a combination of working remotely and in the office.

As the COVID-19 health crisis continues, Glassdoor has made the decision to ask all employees to continue working from home until further notice. Our goal is to minimize the risk to employees and help lower the probability of the spread of the virus to our employees, their families and the communities where we operate.   

At such a time when it is deemed safe to return to our local offices, we will put our employees in the driver’s seat by implementing a ‘Work Where You Want’ policy. This flexible model is one we believe makes Glassdoor a better place to work and a continued employer of choice for prospective candidates.

What This Means

  • Choose Remote, Office, or Both: You have the option to choose whether you exclusively work remote, balance certain days working remotely and others in your local office, or work primarily from your local office. At Glassdoor we lean toward remote work, as we believe there are many compelling benefits to our employees with this choice. However, we also recognize the value of the in-person office environment, and therefore we will continue to maintain a number of office locations where a workspace will be available to you at your local office.   
  • Your Choice is Our Preference: You are empowered by our culture that places all employees on an equal footing with regard to remote or in-office work.  We have no explicit, implicit or underlying preference for employees based on the work style they choose to adopt. Employees at all levels are encouraged to make their own decisions and maintain the support of managers and senior leaders in where they choose to work. All employees have equal opportunity to advance their career at Glassdoor no matter where they choose to work: remote, in office or a combination of the two.
  • Limited Exceptions: A small number of employees may be required to work primarily from their local office due to the nature of their role. This includes, for example, roles that are focused on in-office services (e.g., tech support, reception/lobby ambassador, office maintenance and cleaning, etc.). Together with your Manager, you can help align on expectations for the role and where you would be best located for the work required.
  • Hiring From Outside Home Office Locations: We prioritize finding the best talent for open positions, regardless of whether the candidate can work from a local office. Outside of the U.S., new hires based in countries where Glassdoor has a local entity will be considered.
  • Take an Open or Assigned Seat:  With more employees working remotely some or all of the time, we will generally provide open seating within department “neighborhoods.” We will assign desks for those employees who intend to be in their Glassdoor local office 3 days or more per week.
  • Helping You Meet Your Remote Office Needs: Our IT and Workplace Experience team is committed to setting you up for success, wherever you work. Glassdoor provides assistance through a stipend for relevant work, internet and mobile phone expenses.
  • Relocate: You may request to relocate within the U.S., or to a country where we have a local entity or office presence, and continue to work for Glassdoor pending approval by  your Manager and the Glassdoor Relocation team.

Our Local Offices

Mill Valley, California

Work alongside nature and beauty. This office offers incredible Bay views, bike paths, and is dog-friendly

Love your job in Mill Valley

San Francisco, California

A cutting-edge office and our future headquarters (coming early 2021) in the heart of the city – close to shopping, restaurants, and public transportatio

Love your job in San Francisco

Chicago, Illinois

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

Other Entities/Locales

Dublin, Ireland

Love your job in Dublin

London, England

Love your job in London

Glassdoor Reviews

  • Featured Review

    Helpful (8)

    "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 738 Reviews

Glassdoor Photos

Glassdoor photo of: Love your job at Glassdoor
Glassdoor photo of: Love your job at Glassdoor
Glassdoor photo of: Love your job at Glassdoor
Glassdoor photo of: EMEA Customer Success Team
Glassdoor photo of: Love your job at Glassdoor
Glassdoor photo of: Love your job at Glassdoor
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Glassdoor Interviews

Experience

Experience
80%
6%
14%

Getting an Interview

Getting an Interview
55%
29%
10%
2
2
1
1

Difficulty

3.1
Average

Difficulty

Hard
Average
Easy
  1.  

    Enterprise Account Executive Interview

    Anonymous Employee in Paris (France)
    Accepted Offer
    Positive Experience
    Difficult Interview

    Application

    I applied online. The process took 4 weeks. I interviewed at Glassdoor (Paris (France)) in September 2019.

    Interview

    Very positive experience. HR was helpful and responsive from the start. The process was dense (5 steps in 4 weeks) but well managed. I had the opportunity to talk to my future managers, members of the team as well as Talent acquisition specialists.
    I would recommend anyone to try their luck!

    Interview Questions

See All 921 Interviews

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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Work at Glassdoor? Share Your Experiences

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