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Reputation Recovery/Glassdoor
Platform: Glassdoor

Turn a weak Glassdoor profile into a hiring advantage.

Your Glassdoor rating is often the first thing a candidate checks before they apply — and the last thing they check before they accept an offer. We help you earn a stronger score the way Glassdoor actually rewards it: a better employee experience and honest, policy-compliant review requests.

See Glassdoor packages

Glassdoor is fundamentally different from a customer review platform: the people leaving reviews are current and former employees, not customers, and what they’re rating is the day-to-day experience of working there — management, culture, compensation, and the CEO. A business can have a five-star Google profile and a weak Glassdoor score at the same time, because the two are measuring completely different relationships.

The headline numbers candidates and recruiters actually look at are the overall company rating out of 5 stars, the CEO approval rating, and the percentage of reviewers who say they’d recommend the company to a friend. All three are visible before a candidate applies, and all three shape how much a hiring team has to spend to fill a role, because a weak employer brand raises cost-per-hire and slows the pipeline regardless of how good the actual job is.

Who this matters most for

Glassdoor matters most for any company that is actively hiring or scaling a team — it shapes candidate perception before a resume is ever submitted and directly affects recruiting cost and speed.

Why Glassdoor behaves differently from a customer review site

Glassdoor’s core promise to employees is anonymity and candor, and it enforces that with real teeth: employers legally cannot force Glassdoor to remove a genuine, guideline-compliant employee review, no matter how unflattering. Companies that have tried to pressure Glassdoor into taking down honest reviews, or tried to identify and retaliate against reviewers, have turned a single bad review into a public relations disaster that did far more damage than the original review ever would have.

That constraint is exactly why the only durable strategy on Glassdoor is improving the underlying employee experience and responding to reviews professionally — you cannot out-maneuver the platform, only out-perform the input it measures. A defensive or dismissive employer response to a critical review is visible to every future candidate reading that thread, and often does more damage to recruiting than the original review.

Glassdoor also weighs recency and volume the way most review platforms do: a company with a handful of reviews from three years ago is judged very differently from one with a steady, current stream of honest feedback from real employees. Encouraging current employees to genuinely share their experience — without cherry-picking who gets asked — is the legitimate way to keep the profile current and representative.

Reference: Glassdoor’s community guidelines.

Glassdoor logo

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A tap sends the customer to your Glassdoor page. Loyalty and booking are included.

What actually moves your Glassdoor score

Overall company rating — the headline 1-to-5 star average across all employee reviews, the first thing most candidates see.
CEO approval rating — the percentage of reviewers who approve of company leadership, shown as a distinct, highly visible metric.
"Recommend to a friend" percentage — the share of reviewers who say they’d recommend the company to a friend, a strong proxy for genuine employee sentiment.
Recency and volume of reviews — a steady stream of current reviews carries more weight than a stale handful from years ago.
Employer responsiveness — professional, non-defensive responses to reviews are visible to every future candidate reading the thread.
Compensation and culture sub-ratings — category-level scores (work/life balance, senior management, compensation) that candidates filter and compare by.

Which businesses should prioritize Glassdoor

Companies in active hiring mode, where a weak score directly raises cost-per-hire and slows the pipeline
Fast-growing companies whose Glassdoor profile hasn’t kept pace with headcount and still reflects an earlier, smaller era
Companies that recently went through layoffs, leadership changes, or a difficult period reflected in a cluster of critical reviews
Employers competing for talent against companies with visibly stronger employer brands
Companies with strong customer-facing reviews but an unexpectedly weak Glassdoor score
Any employer that has never actively encouraged current employees to leave an honest review

What we do for Glassdoor specifically

Review generation

A request system built to follow Glassdoor's own guidelines, timed to when a customer is most likely to respond.

Complaint & response management

We respond to and work through the feedback that's actually dragging your Glassdoor profile down.

Monitoring

New reviews and changes to your Glassdoor profile get seen and handled in days, not months.

Recovery planning

A realistic plan for how far your Glassdoor standing can move, and how long it takes with legitimate work.

See Glassdoor Reputation Recovery packages

Frequently asked questions

What is Glassdoor reputation management?
Glassdoor reputation management is the work of improving how current and former employees rate a company — the overall star rating, the CEO approval rating, and the percentage who’d recommend the company to a friend. Because those signals come from real employees rather than customers, effective Glassdoor reputation management centers on improving the actual employee experience and encouraging honest, current feedback rather than manufacturing reviews.
Can an employer remove a bad Glassdoor review?
Not simply because the employer disagrees with it. Glassdoor exists specifically to give employees a candid, anonymous channel, and it does not remove genuine reviews that comply with its guidelines. Employers that have pressured Glassdoor to remove honest reviews, or tried to unmask and retaliate against reviewers, have generally made the situation worse and drawn public attention to it. The far more effective path is responding professionally and improving what the reviews are describing.
What is the CEO approval rating and why does it matter?
It’s the percentage of Glassdoor reviewers who say they approve of the company’s CEO, shown as a distinct metric alongside the overall star rating. Candidates and journalists both treat it as a quick read on leadership credibility, so a low CEO approval rating can undercut an otherwise strong employer brand even when day-to-day team culture is healthy.
Can you get Glassdoor reviews?
Yes — the Vazagency review card sends customers to your Glassdoor page in one tap, with loyalty and booking included.
How should a company respond to a negative Glassdoor review?
Professionally, specifically, and without getting defensive. A response that acknowledges the concern and points to concrete steps the company is taking is visible to every future candidate reading that thread, and it often matters more to a prospective hire than the original review does. A dismissive or combative response tends to do more damage to recruiting than the review it was responding to.
How long does Glassdoor reputation recovery take?
It depends on what’s driving the score. Responding professionally to open reviews can improve how the profile reads within days. Shifting the overall rating, CEO approval, and recommend-to-a-friend percentage takes longer, because it requires a genuine improvement in the employee experience and a steady flow of new, honest reviews reflecting that — typically several months of consistent work.

Vazagency is an independent reputation management agency and is not affiliated with, endorsed by, or officially connected to Glassdoor.

Improve your Glassdoor reputation the way it actually rewards.

Real reviews, resolved complaints, and ongoing monitoring — scoped to your Glassdoor situation, not a guaranteed rating.

See Glassdoor packagesReputation Recovery overview