201–210 of 500 posts
This was couched in: "It's not a bad place, these were just disgruntled people. Don't you want to be a team player and help out the company?"
Place has since cratered under the weight of its poor management.
Ms. Jacobson didn’t respond to requests for comment. She removed the reference to Glassdoor on her LinkedIn page in mid-December after being contacted by the Journal."
So they used a shitty website to boast about an "achievement" that they carried out using another bullshit website. Meanwhile the same HR department is probably ghosting and flaking on candidates. That sounds about right.
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Next-level revenue model: users can pay to read removed reviews.
I've often thought about setting up a scraper for sites like this and republishing the deleted content.
Introduce software or automated agents to Glassdoor, or access Glassdoor so as to produce multiple accounts, generate automated messages, or to scrape, strip or mine data from Glassdoor without our express written permission;
Copy, modify or create derivative works of Glassdoor or any Content (excluding Your Content) without our express written permission);
Copy or use the information, Content (excluding Your Content), or data on Glassdoor in connection with a competitive service, as determined by Glassdoor;
Interfere with, disrupt, or create an undue burden on Glassdoor or the networks or services connected to Glassdoor;
Now, since reviews are public information and not hidden behind an authentication wall (i.e. no account signup required), there is a compelling argument that you can scrape the website without having technically agreed to those terms and conditions. In particular, the robots.txt [2] for Glassdoor does not disallow automated crawling of the /Reviews/ endpoint. But this would still likely result in a protracted lawsuit, even if you ultimately win.
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That brings back bad memories of my first day at a new job. We had discussed in the interview that they were flexible with the time I got there. On the first day, one of the first questions I was asked: New Boss: "So, what time will you be here every day?" Me: "I thought we had discussed that being flexible as traffic can be unpredictable?" New Boss: "We are flexible on the time, but you have to be here by that time…
This was the policy I implemented with my team and everyone thought it was pretty reasonable. It's basically pick your schedule, but stick to it. Otherwise scheduling meetings becomes unmanageable. That being said, I was also very clear about the policy during the interview process.
Edit: Some companies misrepresent their cultures because they know their actual behavior is unattractive to workers. Bolstering Glassdoor reviews by encouraging unusually satisfied (or otherwise motivated) employees is just another form of this. The strategy is successful at tricking employees into accepting poor working conditions while also demonstrating that the employer isn't worth trusting.
I've had negative reviews flat out removed by a company that was paying glass door for some sort of premium service. I extensively reviewed the rules and reworded my comments and they were removed yet again. My points were fully factually true and were not anything too untoward (pay raises were promised to members of a new team, they never materialized, most team members left). For what it's worth, Path Forward IT is…
In fact the experience was so bad in each of these that I really felt compelled to write a review in the hopes that others might avoid also wasting lots of time.
Both reviews were taken down within 24 hours of being posted.
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My first tech job had a CEO who was just like that. He required all engineers and QAEs to be in the office before 9 and stay until after 5 so that we could answer the phone, because we were also the entire helpdesk. He would usually call the office right at 9 to see who was there, because he was usually still home.
Reminds me of a startup I once worked for. It was failing and the CEO (who had money from a previous company) had the VP of sales take a photo of the emtpy office at 6pm to complain how we weren't "all in". This despite the fact that our pay was late and he was on a month-long trip to his vacation home in the south of France (we were a north american company).
I've started steering very clear of any company that talks about how important loyalty is, or how the employees are all 'like a family'. Biggest red flags for toxic management imo.
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Wow, any more details? That must've been cathartic.
It's great to be able to do this but you need to have back ups first. So find a new job whilst "jokingly" suggesting to your boss you need a raise. Then you actually ask for a meeting and a raise and when he/she laughs you off as you knew they would you resign on the spot and go to your new job you had lined up. With the hope that he/she will see their mistake and not treat the remaining employees that way. The probl…
Reading all these stories about bad managers and stuff, do managers and employees take things personal in the US?
So if you leave for a better deal you actually will make personal problems between employer end employee?
Whenever someone under me quits for a better deal or another job that I can't match I tell them "good luck and thanks for the time you shared with us, if you change your mind, welcome back".
Same with salary negotiations, I usually ask them to give me "ammunition" that I can use against the higher-ups to get them raises, that is job offers at other companies, lists of stuff they have done and statements from other departments. Usually I manage to get them 5-10% raise but sometimes even more.
People work so much better if they are happy about their situation from what I can tell.
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Run from any prospective employer who tells you, "we're like a family." They mean it an all the worst ways. Feuding, dysfunction, racist uncles, getting kicked out of the house.
I just sat through a company wide "Sensitivity Training" at my company (which I'm very much looking forward to leaving, and leaving a review for,) where "We're a family" was repeated ad nausium. I was a little shocked that this was coming from HR and Staff. It was almost a cultish call and response of bullshit. The reality is, we're not family. I don't have to be sensitive to my family. If I don't like them, I can sa…
(Personally as an adult who continues to deal with difficulties regarding abusive family, I would feel highly uncomfortable with "we're a family" rhetoric- this is the exact rhetoric abusers use when abusing their family!)
And that's why there is Blind https://www.teamblind.com/articles/Topics I highly recommend everyone signs up their company and gives honest feedback there. Closing the Asymmetric Information gap will only help workers (the vast majority of us) make better choices about where to work, how much to charge employers and what really goes on (not the propaganda campaigns that are online resources and interviews)
The level of discourse on this place is horrid; it's like a SV 4chan. Why does a workplace opinion site need a "relationships" category anyway?