I’m fairly certain many of us have tried out sites such as Indeed, CareerBuilder, and LinkedIn at some point during our job searches over the past two years. In fact, it’s no surprise, given the rise in number of job recruitment websites out there today, all trying to make it easier for people to find the perfect job amidst the flood of available positions.
Of these many job recruitment companies, one well known example is Glassdoor, a somewhat Yelp for job searchers. Similar to the other companies, Glassdoor is attempting to make it easier for companies to recruit and for candidates to find potential jobs. However, Glassdoor is different from its competitors in that it is attempting to add a layer of transparency in the otherwise asymmetrical job market. Glassdoor is not only an aggregator of job openings, as sites such as Indeed and CareerBuilder often are, but it is also a user-generated content site of sorts, providing profiles of businesses based on millions of anonymous reviews and data points from current and former employees. This layer of transparency helps potential candidates get to know more first-hand experiences about the places they are looking to work out, rather than letting have companies have all the power and secret cards.
So why is Glassdoor valuable to job seekers and companies and how does it capture this value?
Job Seekers – Value Creation and Capture:
- Aggregates job openings, making it easy for candidates to filter through jobs
- Has information about company that can’t be found on company websites, etc.
- The free user account allows full access to salaries, reviews, interviews, and benefits for 10 days and can be upgraded to unlimited access for 12 months when the user submits information of their own
- Free unlimited 12 month access accounts for current students
Companies – Value Creation and Capture:
- Allows companies to advertise jobs in the “right” place – where job seekers are looking (see Figure 1)
- Offers employers a do-it-yourself free job posting
- Offers a complete job advertising solution that helps companies looking to post more than ten jobs (solutions are half the price of LinkedIn’s)
- Offer data analytics solutions that monitor a company’s reputation and help “enhance” profiles for companies looking to polish their image
- For a subscription fee, starting at $8,000 for 12 months, companies can build out enhanced profiles and promote jobs
- Glassdoor Free Employer Account allows employees the opportunity to view, respond to reviews, and flag inaccurate reviews
Figure 1. Value Proposition for Companies
Despite its success so far, Glassdoor still has many challenges, as it looks to grow. Like any anonymous review site, it’s often difficult to weed out fake information. First, the identity checks of users can be imperfect, and users are even able to create multiple accounts under fake names and post reviews of companies where they haven’t even worked. Next, because membership to Glassdoor is free for only ten days, users are asked to post content of their own in order to obtain the unlimited free access status. This essentially incentivizes some users to post information for the sake of posting, resulting in some unverified, exaggerated, and possibly even fake information.
That being said, Glassdoor is fundamentally changing the way job seekers hunt for jobs and companies recruit talent. Through its user-generated content, Glassdoor has so many data points which it can use to grow out its content areas and invest in machine learning technology that helps weed out fake postings and potentially make even better matches between candidates and jobs. As of 2017, Glassdoor has more than 40 million unique users and about 5,800 paying employers and it will be interesting to see how the company continues to position itself in this space.
 Glassdoor for Employers website. https://www.glassdoor.com/employers/index.htm
 Glassdoor homepage. https://www.glassdoor.com/index.htm
 “Glassdoor raises $40M, valued around $1B”. https://techcrunch.com/2016/06/03/glassdoor-raises-40m-valued-around-1b-to-bring-more-transparency-to-the-job-market/