Post a Job on Glassdoor in 2026 and What Job Posting on Glassdoor Costs Employers Now

There is no Glassdoor price, because there is no Glassdoor product to buy. A job reaches Glassdoor by being a paid Indeed listing, so the entry cost is Indeed's Sponsored Jobs minimum: $5 a day or $150 a month. If your postings arrive through an applicant tracking system or a programmatic feed rather than being typed in by hand, the floor is $25 a day per job, which is $750 for a single role over a 30 day run.

Two of those rows are the reason employers arrive here confused. The free company profile is real and costs nothing, so a page that says "Glassdoor has a free tier" is not lying, it is answering a different question. And the branding product is real but has never had a public rate card, which is why the figures you find for it vary by a factor of ten depending on which procurement marketplace published them.

The number to plan against is none of the minimums. Employers commonly report $15 to $50 per application on Indeed, so a role that needs twenty applications to produce a shortlist lands somewhere between $300 and $1,000. The $150 is a floor, not a forecast, and the same is true of the $750. We break the auction down line by line on Indeed job posting cost.

No. Glassdoor no longer sells job postings, and the pages that used to describe them have been removed rather than updated. We requested each employer URL on 21 September 2026 and recorded the HTTP status the server returned. Anyone can repeat this in a browser.

The shape of that table is the story. Every URL that named a price or a purchasable product returns 404. Every surviving URL is about brand, reviews or content. The one page that still uses the words "post a job" exists to hand you to Indeed.

This matters for more than tidiness. A 404 is not a redirect: Glassdoor did not move the pricing page somewhere new, it withdrew it. If your hiring plan, your agency's media plan or a vendor comparison still contains a line item called "Glassdoor job slots", that line has no supplier behind it.

Glassdoor LLC legally merged into Indeed, Inc. on 1 July 2026, ending a five year integration between two companies that have shared a parent, Recruit Holdings, since 2018. The Glassdoor brand, site, apps and anonymous reviews continue. The employer-side commerce did not.

Read the sequence rather than the endpoint and the commercial logic is obvious. Two boards owned by the same parent were selling the same employer the same impression twice, and one of them was also the place candidates went to check whether that employer was worth working for. Keeping the reviews and retiring the duplicate rate card is the version of this that makes money.

For an employer the practical consequences are narrow but real. There is one invoice instead of two. There is one auction instead of two, so you can no longer buy Glassdoor placement separately when Indeed gets expensive. And your Glassdoor company page, which candidates still read before applying, is now something you maintain rather than something you buy alongside a posting.

Glassdoor does not say that it does, and the wording looks deliberate. The sentence on Glassdoor's own post-job page is: "Jobs you pay to post on Indeed will also appear on Glassdoor." Three words in that sentence are doing the work, and nearly every comparison article drops them when paraphrasing it as "post on Indeed and it appears on Glassdoor".

We are quoting rather than concluding, because Glassdoor does not publish a matching statement about unpaid listings. What we can say is what the page promises: the syndication guarantee attaches to paid posts. If Glassdoor visibility is the reason you are posting at all, the free Indeed tier is not the route Glassdoor commits to, and budgeting on the assumption that it is leaves the outcome to chance.

That turns the real entry price for a Glassdoor-visible role into $150 a month rather than $0. It is a small number in isolation and a large one as a rule: it means there is no free way to be on Glassdoor as an employer, only a free way to have a profile there. Indeed's free tier is still worth using on its own merits, and we set out where it works and where it quietly fails in Indeed sponsored jobs vs free posts.

Employer branding, not distribution. The free employer account lets you claim the company profile, respond to reviews, add photos and benefits, and filter incoming ratings by job title, location and employment status. Glassdoor's sign-up page leads with "Take the first step in telling your story", which is an accurate description of the product.

Above the free tier there is a paid branding and analytics tier, sold by quote. Glassdoor publishes no rate for it, and has not for years. Procurement marketplaces that collect contract data report annual figures spanning roughly $10,000 to $100,000 or more depending on company size and slot count, but those are third-party reports of negotiated deals rather than a list price, and we would not plan a budget on them. If you want the number, it comes from a sales conversation.

Whether that is worth buying depends on a question most employers have not asked: how many of your candidates read your Glassdoor page before applying, versus after an offer. Branding spend pays back at the top of the funnel and does almost nothing at the bottom. For a remote role with a national applicant pool, the top of the funnel is wide and the reviews matter. For a role where you already have the shortlist, it is late. If you are replacing either half of what Glassdoor used to sell, the free and paid options are priced side by side on our Glassdoor alternatives for employers page.

It depends on whether you need reach or relevance, and remote roles are unusual in needing far less of the first than employers expect.

The argument for the Indeed auction is simple and genuine: it is the largest general audience in US hiring, and syndication to Glassdoor adds the place candidates go to check you out. If you are hiring for a role with a deep, general applicant pool, that reach is worth bidding for and nothing here beats it.

The argument against it for a remote role is arithmetic. A remote listing competes nationally, which is exactly the condition that pushes auction prices up, and it draws applications from everyone rather than from people who wanted remote work specifically. You pay per click for a pool you then have to sort. At $15 to $50 per application, the sorting is the expensive part.

A remote-only board inverts that. Every reader already wants the thing you are offering, so the filter happens before the click instead of after it. A listing here is $199 a month, published, with a salary range required, and there is no commission on the hire and no budget that renews until you remember to stop it. It is $49 a month more than Indeed's cheapest sponsored floor and $551 less than the $750 an ATS-fed role costs over the same 30 days, and unlike either it is the same number next month. The honest comparison across every option, including the ones that beat us, is on cost to post a job, and the board-by-board alternatives are in Indeed alternatives for employers.

Most employers hiring one remote role should do both, in order: post here because the audience is pre-filtered, and sponsor on Indeed only if the first two weeks are thin. That sequence costs less than starting with the auction, and it tells you something the auction never does, which is whether the role itself is attractive. If the applications are weak from an audience that wanted exactly this, the problem is the offer, not the reach, and how to write a remote job description is where to fix it.