Review management

Watch: Joshua Albanese on how to remove a Glassdoor review

In this short, Joshua Albanese, founder of The Reputation.org, answers "How to remove a Glassdoor review": Glassdoor removes only reviews that break its Community Guidelines. Delivered with AI-assisted narration. Every answer is written and verified by our reputation team.

Read the full guide: Glassdoor review removal →

Video Transcript

Business owner: How to remove a Glassdoor review. Because a guy I never hired trashed my kitchen.

Joshua: You can't delete it, but you can flag it yourself or have a removal team build the case. Glassdoor only removes reviews that break its Community Guidelines. In your Employer Center, flag the review and pick the rule it breaks. Flagging takes a minute. Three things decide if Glassdoor actually removes it, and there's a faster way through all three.

Business owner: Three things. Go.

Joshua: One. The right rule. Not first hand, confidential information, or a second review inside a year. The wrong pick gets dismissed.

Business owner: He never worked here.

Joshua: Two. Then prove it. Records showing he was never on your payroll. Three. The follow up. A weak first flag gets dismissed, and you start over. If it's false and damaging, that's a question for a lawyer.

Business owner: I'm trying to hire cooks, not build cases.

Joshua: That's why TheReputation.org exists. We do this every day. We know which guideline fits, build the evidence, and work the appeal. On the review cases we take on, nearly 90% come down.

Business owner: Fair. Hand it over.

Joshua: If a Glassdoor review is costing you hires, comment "REMOVAL." We'll look at whether it breaks the guidelines and handle it for you.

Read our full guide on how to remove a Glassdoor review →

Written by

Joshua Albanese

Founder of The Reputation.org. He and the team handle policy-based review removal, content and record removal, and reputation management for businesses and individuals, and tell you honestly what is achievable before you commit.

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