Remove damaging Glassdoor reviews. Protect your recruiting pipeline.

Almost never directly, and this is the most common misconception we hear from new clients. Glassdoor reviewers are anonymous to employers by design and by policy. You cannot ask Glassdoor "who posted this" and you cannot prove the reviewer was not an actual employee. What you can do is dispute the review on the basis of what is in the text: does it violate Profile Targeting, does it disclose confidential information, does it contain defamatory false statements, is it off-topic for the employee review section. The argument has to be content-first, not identity-first. This is the single biggest difference between Glassdoor removal and Google or Yelp removal.

Yes, when removal goes through Glassdoor's own dispute system. Every removal we file uses Glassdoor's official Community Guidelines enforcement channels: the dispute interface inside Glassdoor's Employer Center, the appeals queue, and the legal removal pathway for NDA and defamation cases. We do not use fraudulent reports, fake employer accounts, or any tactic that violates Glassdoor's terms. Important context for HR teams: federal whistleblower protections and the National Labor Relations Act protect employees' rights to discuss working conditions, and we will not pursue removal of any review that falls within those protections.

This is one of the strongest Glassdoor removal angles and the most under-used. NDAs typically prohibit disclosure of specific operational details: financial figures, client names, unreleased products, internal personnel matters, strategic plans. When a review discloses content covered by the reviewer's NDA, two enforcement paths open in parallel. The first is Glassdoor's own Confidential Information policy, which removes the review on platform grounds. The second is the reviewer's contractual breach, which is your legal team's call to pursue separately. We focus on the platform removal. For executive-targeted cases involving NDA breaches, our in-house legal team can issue formal notices that combine both arguments.

Often yes, through Glassdoor's Profile Targeting policy. The policy explicitly prohibits reviews that "name or target a specific individual beyond mentioning their role." A review can criticize "the CEO" or "leadership" as concepts. The moment it names a specific person by full name, links to their LinkedIn, references their personal life, or attacks them personally rather than professionally, it crosses Glassdoor's clearest enforcement line. These cases often resolve faster than other categories because the violation is visible from the review text alone.

No. Glassdoor does not identify which employer filed a dispute, and reviewer anonymity is maintained throughout the process. Reviewers are not notified that a specific review was disputed by the employer, and they have no visibility into the dispute reasoning. They see the review disappear from your profile if it is removed. This anonymity protection is one of the reasons the dispute system works the way it does, and it is also one of the reasons removal arguments cannot rely on reviewer identification.

Profile Targeting and clear-cut Off-Topic cases often resolve through Employer Center dispute within 7 to 21 days. Confidential Information and inauthenticity cases typically take 21 to 45 days because the evidence requires closer review. Defamation cases routed through Glassdoor's legal removal queue typically take 30 to 90 days. The hardest cases (resistant initial denial, executive defamation requiring legal escalation) can take up to 90 days. Your specialist will give you a specific timeline estimate before any work begins.

Pricing depends on the Community Guidelines category, the evidence complexity, whether NDA or legal escalation is required, and the number of reviews. We do not publish flat rates because a clear Profile Targeting case and a defamation case requiring legal escalation are very different efforts. What stays consistent: no upfront fees, no deposits, no charges if removal is not achieved. The case review is free. For talent acquisition teams running the numbers, most clients find that one successful removal pays back in a single recruiting cycle of avoided lost-hire costs.

Only within strict limits. Glassdoor's Authentic Review Policy explicitly prohibits incentivized reviews, employer pressure, "review gating" (asking only happy employees), and any process where management can see who reviewed. Violations can trigger removal of all manipulated reviews and visible warnings on your profile. What is permitted: company-wide announcements that mention Glassdoor as a feedback channel, without targeting individuals and without compensation. We help clients build compliant review-encouragement programs that pass Glassdoor's authenticity checks.

Not automatically. Glassdoor and Indeed share parent ownership and some content surfaces, but the two platforms maintain separate review databases and separate dispute systems. A review removed from Glassdoor may still appear on Indeed unless a parallel dispute is filed. We track the cross-platform footprint during the initial case review and pursue both removals where the review appears on both platforms. More on Indeed review removal.

If a review does not meet Community Guidelines removal standards after escalation, we shift to neutralizing its impact inside the employer profile rather than removing it. That includes crafting an effective employer response (which is one of the highest-read pieces of content on any Glassdoor profile), building a compliant review-generation program to dilute the rating impact, and identifying which of the five Glassdoor sub-ratings are dragging your overall score and what employee touchpoints drive them. If we cannot achieve removal for a specific review, you do not pay for that review.

Yes, and we recommend trying it first for clear-cut cases. Sign in to Glassdoor's Employer Center, navigate to the review, and flag it using the most specific Community Guideline category. Glassdoor does remove a portion of these automatically. HR teams most often hire us when the initial flag returned "this review does not violate our guidelines" on a review that clearly does, when multiple reviews need coordinated handling, or when NDA breach or defamation is involved and escalation needs documented legal handling. Read our full guide on removing Glassdoor reviews.