Glassdoor reviews

It really pains me to have to write in this section but something has come up that needs to be addressed. Before a few days ago this section would have been very slim. To be quite frank there aren't a lot of cons. Except one... Glassdoor is a fast growing company and it has growing pains. Often times these pains can be swept aside and easily masked behind a wave of positive attributes. Things are changing. Glassdoor has always been known for underpaying its reps. The carrot that has kept everyone working is vested interest in the company. The company is reaching a point where they are asking too much of their reps without showing good faith in return. Upper management and most likely the board want to squeeze every last possible dollar out of its sales team while paying them significantly less than market value. If you look at a lot of reps they aren't even mad at the recent slash in comp plans. They are defeated! Many live and breathe Glassdoor and are huge contributors to reaching lofty sales org goals. Only to see that hard work used against them in the following years comp and quota plans. Slashing an already underpaid sales team with no warning is not what Glassdoor represents. We are different than other companies in so many ways. Why do we forget transparency when it comes to the most important reason we all work in the first place? The majority of these reps will not make it big when the company decides to go public. We will still be working extremely hard to make this company successful and reach all of its goals. Large changes like this come from the top. Can Glassdoor really afford to loose it's top talent right now?

The stock option plan has several significant flaws that make the stock riskier than other startups. Most employees aren't aware of these flaws. The CEO has been aware of these issues for years and has not done anything about it. In fact he has done one thing to make it even riskier. He has failed the employees in this area. Glassdoor rejected the first version of this review because I was specific about the ways it is riskier and leads to more tax for employees and exiting employees. So, to get this version approved, I am going to have to be more vague and leave it in the hands of the current employees to investigate and resolve with the CEO. Without specifically saying what Glassdoor plan has or doesn't have...Theoretically, here is what a good stock option plan puts in place for its employees: 1) a way to avoid paying tax when option holders exercise stock. The way to do this is typically by putting an 83b program in place so employees can early exercise their stock when it's fair market value is the same as their grant price. If an 83b doesn't exist, employees can only exercise when they vest and it is likely that the 409a value has increased and the employee would have to immediately pay tax on the "paper gain". This puts the employee in the situation where they have to pay taxes and they actually can't sell the stock to help pay the taxes. 2) a way to get the clock started on the holding period required to pay the capital gains tax rate instead of the ordinary income rate when a liquidity event happens. This can amount to a large savings (i.e. 30%-50%) which is real money. This is also typically done via an 83b program. And...this is INCREDIBLY IMPORTANT TO EMPLOYEES WHO HAVE BEEN THERE FOR MULTIPLE YEARS, An 83b program is one of the ways to enable employees to get the clock started on the 5 year holding period required for QSBS exemption which can mean that NO CAPITAL GAINS taxes are paid. This can be a HUGE savings for employees when there is an IPO or acquisition. 3) the ability to sell vested shares when the employee has a financial need. With many startup staying private for 10 years before a liquidity event...it is likely that employees will have financial needs during that period - everything from wanting to put a down payment on a house to paying for kids' schools, a wedding, or elder care. When a company is still private, the way they can enable employees to meet their financial needs is to not place "transfer restrictions" on the stock. This allows employees to use sites like equityzen and Sharespost to sell their stock to a third party buyer. If you look on EquityZen's website...you'll see that many bay area tech company employees' are able to sell their shares on the secondary market.