Indeed Company Reviews: How to Manage and Respond as an Employer

Indeed company reviews are anonymous ratings and written reviews from current and former employees, shown on your company’s Indeed Company Page and often next to your job listings. As an employer, you can claim the Company Page for free, keep your company information accurate, reply to reviews where Indeed gives you that option, and report reviews that break Indeed’s guidelines. Indeed doesn’t remove reviews because they’re negative, so the lasting fix is a steady flow of honest reviews and visible action on fair criticism.

Because job seekers often see your rating before they see your job ad in full, a neglected Indeed profile can quietly reduce the number and quality of applicants you get.

How Indeed reviews work

Indeed hosts Company Pages for employers, whether or not the employer has ever posted a job there. Each page can include an overview, salary information reported by workers, questions and answers, photos, and Indeed reviews from people who say they have worked there.

Reviews usually include an overall star rating plus ratings for areas such as work-life balance, pay and benefits, job security and advancement, management, and culture, along with written pros and cons. Reviewers don’t have to use their real names, and reviews are tied to a job title and location the reviewer selects, not verified employment records in every case.

Indeed moderates reviews against its own guidelines. Those guidelines prohibit content such as personal or identifying information about individuals, threats, discriminatory language, and confidential business information. The exact rules change over time, so read Indeed’s current review guidelines before you report anything.

Where job seekers see your rating

• On your Company Page, with the full review list, category ratings and filters by job title and location.
• Alongside job listings, where Indeed may show the company’s star rating and review count next to the job title.
• In Google results, where your Indeed Company Page may rank for searches such as your company name plus “reviews” or “jobs.”

That last point matters for reputation beyond hiring. Customers, partners and journalists sometimes land on employee reviews while researching a company, and read them as a view into how it’s run.

Step 1: Claim your Company Page

Claiming the page gives you control over the employer side of your profile. The process runs through an Indeed employer account:

1. Sign in to Indeed’s employer site using a work email address on your company’s domain. A personal email makes verification harder.
2. Find your Company Page and request to claim or manage it. Indeed may ask you to confirm your role and relationship to the company.
3. Complete the profile. Add an accurate description, logo, header image, locations, benefits, and links to your careers site. Photos of real workplaces help more than stock images.
4. Check the company name and structure. If you operate under several brands or have been acquired, make sure reviews for different businesses aren’t mixed together, and ask Indeed support to correct it if they are.
5. Decide who owns it. Assign one or two people, usually in HR, to check reviews regularly, with a senior leader available for sensitive ones.

Step 2: Respond to reviews thoughtfully

Indeed has offered claimed employers a way to post public responses to reviews through the employer account. If you see that option, use it selectively and well. A good reply is written for the candidate reading later, not to win an argument with the reviewer.

1. Thank them for the feedback. It shows you take employee views seriously.
2. Acknowledge the specific issue. Mention what they raised, such as scheduling, pay reviews or a particular manager style, without naming anyone.
3. Explain what has changed, if anything has. Only describe changes that are real and in place.
4. Offer a route to talk. Point to HR or a general contact, without asking them to identify themselves.

Here is an example reply to a critical review about scheduling:

Thank you for taking the time to share this. You’re right that last-minute schedule changes were a problem in our warehouse teams last year. Since then we’ve moved to publishing schedules two weeks ahead and set up a shift-swap process run by team leads. If you’d like to talk about your experience, our HR team is reachable at the careers contact on our website.

And one to a positive review:

Thanks for the kind words about the training program. We’ll pass this on to the team who runs it. Glad the certification support helped with your next step.

Our guide to responding to Glassdoor reviews has more example replies for employer reviews, and they translate well to Indeed.

Step 3: Report reviews that break the rules

You can flag reviews through the report option on the review or through your employer account. Report only when a review actually breaks Indeed’s guidelines, and be specific. Reviews that commonly qualify include ones that:

• Name or identify individual employees in a way the guidelines don’t allow, or share personal information.
• Contain threats, harassment, or discriminatory language.
• Disclose confidential business information, such as unreleased financial details.
• Are clearly about a different company, or are duplicates.
• Appear to be spam or part of a coordinated attack.

A review that is harsh, one-sided or that you believe is inaccurate usually doesn’t qualify. Indeed, like most platforms, is generally protected from liability for user content under Section 230, which is why it leaves most negative reviews up. If a review makes a specific, false factual claim that is seriously damaging, talk to a lawyer about your options before doing anything else.

Step 4: Build a fairer, more current rating

A company rating built on a handful of old reviews, often from people who left unhappy, rarely reflects today’s workplace. The honest fix is more reviews from a broader group of people.

• Ask everyone, not just happy staff. A general invitation in a newsletter or at a team meeting (“we’d welcome honest reviews on Indeed and similar sites”) is reasonable. Selecting only people you expect to be positive is a form of review gating and undermines trust.
• Don’t script, pressure or reward ratings. Never tell people what to write, ask managers to check who has reviewed, or offer anything in exchange for positive reviews. Indeed’s guidelines prohibit fake or manipulated reviews, and employees talk.
• Time it naturally. Good moments to remind people include after a completed onboarding period, at work anniversaries, or in exit processes for people leaving on good terms, while making it clear the review is optional and anonymous.
• Fix what reviews keep mentioning. If many reviews complain about the same thing, the rating will only improve once that thing changes.

Never post reviews yourself or ask friends or agencies to post them. Fake employer reviews are usually easy to spot, since they tend to arrive in clusters, use similar wording and praise the company in vague terms, and they make genuine criticism look more credible by comparison.

A worked example: a regional logistics company

This is an illustrative scenario. A logistics company with several depots has a low Indeed rating based on about 20 reviews, most over two years old, many mentioning unpredictable overtime. Recruiters say candidates bring it up in interviews.

1. HR claims the Company Page, adds real depot photos, benefits and a clear description of shift patterns.
2. It checks reviews for rule breaks and reports two that name a supervisor and share his personal details. The rest, though harsh, stay up.
3. It replies to recent critical reviews about overtime, explaining a new policy that caps mandatory overtime and publishes shift schedules in advance.
4. It adds a line to its quarterly all-staff update inviting honest reviews on Indeed, with no targeting and no rewards.
5. It tracks the themes of new reviews each quarter and shares them with depot managers.

Over the next year, new reviews still include criticism, but overtime comes up less often and candidates see a company that answers its critics. The overall rating moves slowly because older reviews stay, which is normal.

Indeed compared with other employer review sites

Question	Indeed	Glassdoor and similar sites
Who reviews	Current and former employees, anonymously	Current and former employees, anonymously
Tied to job listings	Ratings can appear beside job ads on the same site	Varies by site
Employer profile	Free Company Page via an employer account	Free employer profile on most sites, with paid add-ons
Removal	Only for guideline breaches	Only for guideline breaches

Most employers need to watch several sites at once. Our overview of sites like Glassdoor covers the main ones, and our Glassdoor reputation management page explains how we approach employer reviews more broadly.

Common mistakes

• Ignoring the page. An unclaimed profile with no replies suggests nobody is listening.
• Defensive replies. Telling a reviewer they’re wrong, or hinting you know who they are, reads badly to every candidate.
• Mass-flagging negative reviews. It wastes goodwill with the moderation team and rarely works.
• Review drives with pressure or prizes. They produce suspicious bursts of praise and can breach Indeed’s rules.
• Promising changes you haven’t made. Current employees will call it out in the next review.

Staffing and recruiting firms face a double version of this, with reviews from both candidates and placed workers; our staffing agency reputation management page covers that case.

Frequently asked questions

Can employers delete Indeed reviews?

No. Employers can’t delete reviews from their Company Page. You can report a review that breaks Indeed’s guidelines, such as one that shares personal information or contains threats, and Indeed decides whether to remove it. Negative but genuine reviews generally stay up.

Are Indeed reviews anonymous?

Yes, reviews are shown without the reviewer’s name. Indeed doesn’t give employers the reviewer’s identity, and trying to work it out or retaliate can create legal risk under employment law. Treat the review as feedback from your workforce, not a puzzle to solve.

Can I ask employees to leave Indeed reviews?

You can invite all employees to share honest reviews, as long as it’s optional, open to everyone, and not tied to rewards, pressure or a request for a particular rating. Asking only people you expect to be positive, or scripting what they say, undermines the reviews and can break Indeed’s rules.

Why did my Indeed company rating drop suddenly?

A few new negative reviews can move a rating noticeably when a company has few reviews in total. Check whether the new reviews share a theme, such as a layoff or a policy change, and reply where you can. If you suspect coordinated fake reviews, report them to Indeed with the pattern you’ve noticed.