Glassdoor Alternatives for Employers to Post Jobs and Build Your Employer Brand

Employers look for Glassdoor alternatives because Glassdoor stopped selling job postings and now sends every employer to Indeed to post. Glassdoor LLC merged into Indeed, Inc. on 1 July 2026. Both had shared a parent, Recruit Holdings, since 2018, but until the merger Glassdoor ran its own employer products. It no longer does.

We checked the employer side of glassdoor.com on 21 September 2026 and again on 30 September. The pricing page, the products page and the job-slots product page all return 404. The post-job page tells employers to get started with Indeed, and says that jobs you pay to post on Indeed will also appear on Glassdoor. The employer home page now sells one thing: employer branding, meaning an enhanced company profile, review responses and brand analytics, with no published price.

That has three practical effects on a hiring budget.

• A Glassdoor listing is an Indeed auction. The cheapest reliable route onto Glassdoor is Indeed's Sponsored minimum of $5 a day or $150 a month, and employers commonly report $15 to $50 per application once a role is competing for clicks.
• Old media plans are wrong. If an agency plan or an internal budget still carries a Glassdoor job-slots line, there is no product behind it.
• Reviews did not move. Glassdoor keeps its brand, site and anonymous reviews, so candidates will still read your page there whatever you do about posting.

So the useful question is not "what replaces Glassdoor", because nothing replaces all of it. It is "which part of Glassdoor was I paying for, and who does that part better or cheaper now".

For posting jobs, the best Glassdoor alternative depends on the role: LinkedIn for white-collar hires, ZipRecruiter for high-volume hiring across many US locations, Wellfound or Built In for tech roles at no posting cost, and a remote-only board for fully-remote roles at a fixed monthly price. If your only goal is to appear on Glassdoor itself, the answer is Indeed Sponsored Jobs, because that is now the same inventory.

The biggest difference between these options is not the headline price. It is whether the price is fixed or moves with competition.

Two notes keep that table honest. The free rows are free because they are narrow: Wellfound and Built In reach technology and startup candidates well and almost nobody else. And the auction rows have no ceiling. A $150 minimum is a floor, not a forecast, and an employer hiring a popular remote role against dozens of others will usually spend past it.

If you are weighing Indeed and LinkedIn directly, the full comparison with verified figures is on our Indeed vs LinkedIn for employers page, and every other posting route we have priced is on what it costs to post a job.

The main Glassdoor alternatives for employer branding are an Indeed Company Page and a LinkedIn company page (both free), Comparably (free employer profile, premium on quote), and Built In Premium Partnership for tech employers (quote only). None of them has Glassdoor's volume of anonymous reviews, which is the one thing Glassdoor still does better than anyone.

Our advice for a small or mid-sized US employer is to spend nothing here before you have spent an afternoon. Claim the free Glassdoor employer account, respond to your last ten reviews in a calm, specific voice, and fill in benefits and remote policy. Then do the same on Indeed. Paid branding makes sense once candidates already search for your company by name, and not before.

Glassdoor is still worth a free employer account for almost every company, because candidates read your reviews there before they apply. It is no longer worth budgeting as a job-posting channel, because it does not sell one. Whether paid Glassdoor employer branding is worth it depends on whether your company page gets real traffic.

A quick way to decide: search your company name plus "reviews" and see where Glassdoor lands. If your Glassdoor page is the first or second result, candidates are reading it and a paid profile is buying you control over something that already matters. If it barely ranks, a paid package is buying a page nobody visits, and the money does more as a listing.

Remember what the review page is doing in the funnel. It does not create applicants. It converts or loses the ones you already attracted. A strong remote listing with a real salary range brings the candidate. Your reviews decide whether that candidate trusts the offer. Spend on the first before the second.

Yes. Glassdoor LLC merged into Indeed, Inc. on 1 July 2026, and employer job posting for both now runs through Indeed. Glassdoor keeps its own brand, website and anonymous reviews, but it operates under Indeed's terms of use and privacy policy.

This matters for any plan that treats Glassdoor and Indeed as two channels. They are one channel with two front doors. Posting the same role "on both" buys one auction position, not two, and a comparison spreadsheet that lists them as separate rows is double counting. If diversification is the goal, the second channel has to be someone who is not Recruit Holdings: LinkedIn, ZipRecruiter, a niche tech site, or a remote-only board. The detail on what a Glassdoor-visible listing costs is on our Glassdoor job posting cost page.

For remote roles specifically, the list of boards that only carry remote work, with prices checked at each one, is on our remote job posting sites page. If you also sourced candidates on LinkedIn, our LinkedIn Recruiter alternatives page prices the cheaper seats.