How to Embed Glassdoor Reviews on Your Careers Page: Not Your Homepage

Every guide about embedding reviews assumes the reader is trying to sell something. Glassdoor breaks that assumption completely, and companies get it wrong constantly. Glassdoor reviews are written by your employees, current and former, and they answer exactly one question: what is it like to work here. That is a question a candidate asks and a customer never does. So a Glassdoor widget is a recruiting tool, and the only pages it belongs on are your careers page, your individual job postings and the emails your recruiters send. Put it on your homepage and you have answered a question nobody visiting your homepage was asking, next to a buying decision it has nothing to do with. Here is how to use it properly, and why the anonymity that makes these reviews credible also changes how the block has to be designed.

Why Do Glassdoor Reviews Belong Somewhere Different?

Every other review platform answers a buyer's question. Google reviews tell a customer whether your restaurant is good. G2 reviews tell a buyer whether your software works. Glassdoor reviews tell a candidate whether your management is competent, whether the workload is sustainable and whether people stay. That is not a smaller question, it is a different one, aimed at a different person, at a different point in a different funnel.

Candidates are already reading them. A serious applicant checks Glassdoor before they finish your job description, and they read the two-star reviews first. You do not get to choose whether that happens. You only get to choose whether it happens on a page you control, with your response visible underneath, or on a tab you never see.

That is the actual argument for embedding. Not to make the reviews look better, which you cannot do, but to demonstrate that you know what they say and are not hiding from them. A company that puts its real employee reviews on its own careers page has made a statement about itself before a candidate reads a single word of them.

What Goes Wrong When You Put Glassdoor Reviews on Your Homepage?

Two things, and both are worse than doing nothing. The first is confusion. A buyer on your homepage sees a four-star rating with reviews about management and work-life balance, and now has to work out what they just read and whether it applies to the product. You have spent your most valuable page real estate on content aimed at someone else.

The second is tone. Employee reviews on a sales page read as defensive, as though the company is answering an accusation nobody made. It is the corporate equivalent of volunteering that you are easy to work with. If your employer brand is genuinely a selling point, and for some professional services firms it is, make that argument in your own words on an about page and keep the review block on the careers page where it does its job.

The one legitimate exception is a recruiting-adjacent page: an about or team page whose purpose is to attract people rather than sell to them. Even there, keep it below the fold and keep it clearly framed as employee reviews, so a visitor who came to buy is not derailed by it.

How Does Anonymity Change What the Widget Can Show?

Glassdoor reviews are anonymous by design, and that anonymity is what makes them worth reading. An employee who had to sign their name would write something else, and everyone knows it. What a widget can display is therefore a job title, a location, an employment status such as current or former employee, the star rating and the review text. Never a name, never a photo.

That has a real design consequence. A customer-review wall leans on avatars and names to feel human, and a Glassdoor wall has neither. Layouts that work here are the ones that lead with the text and use the job title as the identifier: a list or a masonry grid where the quote is the object and the role sits underneath. A carousel of cards with empty avatar circles looks like broken UI.

It also means you should feature reviews with substance rather than reviews with enthusiasm. A three-sentence review from a Senior Engineer describing how a team actually operates does more for a candidate than a five-star review saying great place to work, because the candidate is trying to predict their own Tuesday afternoon.

Should You Show the Critical Reviews Too?

Usually yes, and this is where most companies lose their nerve. A careers page showing only five-star reviews is read by candidates the same way a product page showing only five-star reviews is read by buyers: as a filtered selection, therefore as evidence that the unfiltered version is worse. Candidates in particular are primed to look for this, because they know Glassdoor has critical reviews on it and they have probably already read them.

The more persuasive asset is a critical review with a serious public employer response underneath it. It shows a candidate what happens when something goes wrong, which is the actual thing they are worried about. A company that answers a hard review with specifics has told a candidate more about its management than any number of positive reviews could.

There is a limit. Do not feature a review describing an unresolved serious problem, and do not display reviews about individuals. The judgement is whether the review plus your response leaves a fair-minded candidate better informed and more confident, not whether it flatters you.

What Else Does Glassdoor Surface Besides the Star Rating?

Alongside the overall company rating, Glassdoor surfaces signals such as the share of reviewers who would recommend the company to a friend and CEO approval, and reviewers commonly split their feedback into what they liked and what they did not. For a candidate, the recommend-to-a-friend figure is often more meaningful than the star average, because it converts a fuzzy sentiment into a decision the reviewer actually made.

If your recommend figure is strong, say so in your own copy next to the widget rather than relying on the widget to carry it. Widgets display reviews well and context poorly, and a single line of your own writing framing what a candidate is about to read costs nothing and changes how they read it.

Do not attempt to reconstruct these secondary metrics yourself from the reviews on display. As with every other platform in this series, the rating in the widget header should be your real Glassdoor company rating, not a figure computed from whichever reviews the widget happens to be showing. A candidate cross-checking your careers page against Glassdoor is exactly the sort of person who notices.

How Do You Embed Glassdoor Reviews?

Glassdoor publishes no first-party widget for showing your employee reviews on your own site, so a third-party review widget is the route. With BlooTrue you paste your public Glassdoor company URL, preview your real reviews and rating, choose from 100+ layout styles, adjust colors and typography to match your careers page, then copy one line of HTML.

For this platform specifically, pick a text-forward layout. The list and masonry styles suit reviews with no avatars, and a compact rating badge works well at the top of an individual job posting where you want the signal without a wall of text competing with the role description.

The embed is a single HTML snippet, so it goes into WordPress via a Custom HTML block, Squarespace via a Code block, Wix via the HTML iframe element, Webflow via an Embed element and Framer via an Embed component. Most applicant-tracking systems that let you customise the careers page template with HTML will take it too, which is where it belongs.

Where Exactly Should It Go?

Three places. The careers page gets the full review block, ideally below your description of how the team works so the reviews read as evidence for a claim you already made rather than as the claim itself. Individual job postings get a compact rating badge near the apply button, where a candidate is deciding whether to spend forty minutes on an application.

The third is recruiting outreach. A link to your careers page that visibly contains real employee reviews performs better than a link to a page of stock photography, particularly for passive candidates who are not looking and need a reason to keep reading past the first line.

Everywhere else, leave it off. Your homepage, pricing page, product pages and blog are read by people with a different question. The discipline of keeping employee reviews on employee-facing pages is what makes them land when a candidate finally reaches one.

Which Method Should a Company Choose?

Use a widget rather than hand-copied quotes. Employee reviews age fast, a company that was accurate about itself in 2024 may not be now, and a static block of curated quotes from two years ago is worse than nothing because a candidate can date it against the live Glassdoor page in one click.

Show a real mix, respond publicly to the critical ones, and frame the block with a line of your own copy. Put it on the careers page and the job postings and nowhere else.

And keep it separate from your customer reviews. If you also display Google or G2 reviews elsewhere on the site, do not blend them into one widget with the Glassdoor ones. They are different claims made by different people to different audiences, and merging them makes both weaker.