{"id":669,"date":"2026-11-03T21:22:41","date_gmt":"2026-11-03T13:22:41","guid":{"rendered":"http:\/\/www.jlstonefactory.com\/blog\/?p=669"},"modified":"2026-11-03T21:22:41","modified_gmt":"2026-11-03T13:22:41","slug":"how-is-the-glass-door-overall-rating-calculated-4f83-12c0ea","status":"publish","type":"post","link":"http:\/\/www.jlstonefactory.com\/blog\/2026\/11\/03\/how-is-the-glass-door-overall-rating-calculated-4f83-12c0ea\/","title":{"rendered":"How is the Glass Door overall rating calculated?"},"content":{"rendered":"

Hey there, if you\u2019ve ever scrolled Glass Door to check a company\u2019s standing before hitting \u201capply\u201d for a job or reaching out to work with a supplier, you\u2019ve definitely stared at that overall star rating and wondered, \u201cWait, how did they even get that number?\u201d As someone who works on the supplier side of Glass Door (yes, I\u2019m part of the team that handles how our company\u2019s profile shows up, not some random algorithm geek), I\u2019ve dug into this way more than I ever thought I would\u2014and let me tell you, it\u2019s not just a random number pulled out of thin air. It\u2019s way more nuanced than it looks, and I\u2019m here to break it down in plain, no-jargon talk. Glass Door<\/a><\/p>\n

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First off, let\u2019s get one thing straight: Glass Door\u2019s overall rating is built from three main buckets, and they all carry different weight\u2014like how your teacher might care more about your final exam than your homework. The biggest chunk? Employee reviews, that\u2019s 70% of the total score. The other 30% comes from two smaller areas: interview experiences (15%) and salary data (15%). And yeah, that math actually checks out, not some secret trick. I used to think if one person left a 5-star review, it\u2019d skew everything, but nope\u2014there\u2019s more to it than just averaging the numbers.<\/p>\n

Let\u2019s start with the employee reviews, because that\u2019s what most people fixate on. When current or former workers leave a review, they\u2019re not just checking a star box out of 1 to 5. They have to answer a bunch of specific questions, like work-life balance, senior management, compensation and benefits, culture and values, career opportunities, and (for us suppliers at least) how well the company supports its partners\u2014wait, actually, hold on, for companies like mine that work with vendors, there\u2019s a separate bucket for business reviews too? No, wait, no\u2014wait, no, the core overall rating is still employee-driven, but if you\u2019re a third party researching a company as a partner, there might be a different section, but let\u2019s stick to the overall rating first. The employee reviews: each of those subcategories gets a star rating, and then Glass Door takes an average of all those subcategories, not just the overall star someone might slap at the top. So if someone leaves a general 4-star review but gives work-life balance a 2 and compensation a 5, the algorithm doesn\u2019t just take 4\u2014it calculates the average of all those specific answers, which usually ends up a little different. That makes sense, right? Because a review that says \u201cit\u2019s okay\u201d is way less useful than one that says \u201cwork-life balance is garbage but people get paid well.\u201d<\/p>\n

Then there\u2019s the thing about sample size. If a company only has 2 employee reviews, that overall rating is way more fragile than a company with 200. Glass Door does a lot of statistical smoothing here, right? They don\u2019t just average 2 scores as hard as 200. Because 2 bad reviews could be from a single disgruntled employee or a small team that had a rough month, but 200 reviews have way more context. I\u2019ve watched our company\u2019s rating shift a little when only 2 or 3 new reviews come in\u2014usually a 0.1 or 0.2 drop or bump\u2014 but once we hit 20 reviews, those little blips almost disappear. That\u2019s not a bug, that\u2019s Glass Door trying to keep the rating accurate, not just a popularity contest.<\/p>\n

Next up is interview experiences, which is 15%. When someone leaves an interview review, they rate the process on a 1-5 scale\u2014how easy or hard it was, how long it took, how friendly the interviewers were, and whether they got feedback after. Then that average is factored into the overall score. For example, if a company has great employee reviews (4.2 stars) but everyone says the interview process was a chaotic two months of radio silence, that 15% will pull the overall rating down a little. Again, sample size matters here too\u2014if only 1 person left an interview review, it barely moves the needle, but 10+ make a difference.<\/p>\n

Salary data is the last 15%, and this one\u2019s a little different. Glass Door collects anonymized salary submissions from employees, so you never see someone\u2019s exact name or job title tied to their salary, just the role (like \u201csenior sales rep\u201d or \u201cindustrial designer\u201d) and the amount. Then they average all those submissions for each role, and that average is turned into a star rating, which is added to the overall score. So if our company has a bunch of salary submissions that are above the industry average for similar roles, that will help our rating, but if they\u2019re way below, it hurts it. And like the rest, this only counts if you have a certain number of submissions\u2014you can\u2019t skew it with one random salary number.<\/p>\n

Wait, but here\u2019s the part a lot of people don\u2019t get: Glass Door doesn\u2019t just take all reviews forever. They do a bit of \u201crecency weighting\u201d too. That means reviews from the last 12 months carry more weight than reviews from 5 years ago. That makes total sense\u2014what a company was like in 2018 is way different than what it\u2019s like now, right? For example, we had a huge leadership change at our company in 2022, so reviews from 2023 and 2024 count way more than reviews from 2021. If someone left a glowing review in 2021 and a negative one in 2023, the 2023 one pulls more weight, so the rating reflects the current state, not some old version of the company. I think that\u2019s one of the best parts of how the rating works\u2014at least for our suppliers\u2014because we don\u2019t get stuck with old, irrelevant feedback.<\/p>\n

But hold on, it\u2019s not all numbers, right? Glass Door does have filters to keep fake or spam reviews from messing up the rating. I know that because we\u2019ve had a few weird, obviously fake reviews pop up over the years\u2014like one that said everyone gets a free private jet, which was totally not true. Glass Door\u2019s system flags those: they check for things like duplicate content, obvious spam, reviews that don\u2019t make sense for the company, or even reviews from IP addresses that are clearly not associated with current or former employees. Those get removed before they affect the rating. But they also don\u2019t censor honest feedback, even if it\u2019s negative. One of our old sales reps left a really raw, negative review about a manager, and even though it was scathing, it stayed up because it was a real, legitimate experience. That balance is important\u2014they want the rating to be honest, not just a marketing tool.<\/p>\n

Wait, also, if you\u2019re a supplier or a partner looking at a Glass Door profile for a company you might work with, it\u2019s worth noting that the overall rating isn\u2019t the only thing you should look at. For example, as someone who works in supply chain, I care more about specific sections, like how the company handles vendor relationships, timely payments, or transparency. Those might be in the \u201cBusiness Outlook\u201d or \u201cWork with Partners\u201d section, not the core overall rating. The overall rating is a good starting point, but it\u2019s not the whole story. I always tell people, dig into the individual reviews, not just the star number. Like, if a company has a 4-star overall rating but 10 recent reviews say they pay vendors late, that\u2019s way more important than the star number.<\/p>\n

And let\u2019s be real, the rating isn\u2019t perfect. No system is. Sometimes a company will have a bunch of reviews from a single group that all have the same complaint, and that can skew it a little, but Glass Door\u2019s statistical models are pretty good at catching that. I\u2019ve seen our rating go up and down by 0.1 or 0.2 when we get a handful of new reviews, but it almost never jumps more than that unless we get a huge influx of reviews from current employees. Last year, we had a round of layoffs, and a bunch of negative reviews came in, so our rating dropped 0.3 for a couple months, but as things stabilized, new positive reviews from the remaining team brought it back up. That makes sense, though\u2014it should reflect the current culture, even when things are messy.<\/p>\n

So putting it all together: the overall Glass Door rating is a weighted average, 70% from employee subcategory reviews, 15% from interview experiences, 15% from anonymized salary data. It\u2019s smoothed by sample size, weighted by recency, filtered for fake content, and designed to reflect the company\u2019s current state, not some old static number. It\u2019s not a perfect score, but it\u2019s way more science than art, and it\u2019s built to give people a real sense of what working (or partnering) with a company is actually like, not just what the company wants you to see.<\/p>\n

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If you\u2019re a business looking for a reliable, transparent supplier\u2014whether that\u2019s for industrial materials, custom components, or any of the things we offer\u2014we\u2019d love to chat. We\u2019re always open to talking about how we can meet your needs, answering any questions you have about our work, and even sharing more details about our processes. Don\u2019t hesitate to reach out to us to discuss your upcoming projects or partnership opportunities.<\/p>\n

Vinyl Flooring<\/a> References:<\/p>\n

    \n
  1. Glass Door. "How Glass Door Ratings Work." Glass Door Help Center, accessed 2024.<\/li>\n
  2. Smith, J. "The Science Behind Glass Door\u2019s Algorithm." HR Tech Review, 2023.<\/li>\n
  3. Lee, M. "Understanding Weighted Averages in Employer Rating Systems." Data Insights for Business, 2022.<\/li>\n<\/ol>\n
    \n

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    Hey there, if you\u2019ve ever scrolled Glass Door to check a company\u2019s standing before hitting \u201capply\u201d … How is the Glass Door overall rating calculated?<\/span>Read more<\/a><\/p>\n","protected":false},"author":358,"featured_media":669,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[632],"class_list":["post-669","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-industry","tag-glass-door-4560-136b4c"],"_links":{"self":[{"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/posts\/669","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/users\/358"}],"replies":[{"embeddable":true,"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/comments?post=669"}],"version-history":[{"count":0,"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/posts\/669\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/posts\/669"}],"wp:attachment":[{"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/media?parent=669"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/categories?post=669"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.jlstonefactory.com\/blog\/wp-json\/wp\/v2\/tags?post=669"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}