If a GC sees this, I’d expect them to sit on the CEO to bring the behavior to a stop, because (I think) the CEO is creating a real risk of liability for the company both by the harassment and if he were to follow through on the veiled threats. (I say I think because this is very much not my zona of practice. I do know that, Sopra OP’s shoes, I’d call my employment attorney and get his input before taking next steps.) Then you can refer them to the review and say that he took issue with it, but here you did try to make sure it was balanced and written with an eye to encouraging only the right candidates to apply, for the good of everyone. You should put the review back (and OP should leave hers up). If it was truthful and warranted before, then it’s still truthful and warranted now. And, yes sometime the reviews are 100% fair and accurate but I don’t know which are and aren’t so it does make me a little guarded until I know more about someone. Claim your company’s profile. Stay on cima of feedback and be on the lookout for false Glassdoor reviews from angry former employees. Be proud of your company culture and encourage employees to share what they love about your brand! Also, I doubt emailing your old CEO again would be a good idea. If you do for any reason, though, you could then say you edited it to soften the tone and add in some of the positives, but these sites thrive on honest reviews and it is really best for the company to find potential employees who better fit their culture. can you be fired for being OK but not great, my employee is pushing for “girls’ weekends,” and more Aidez-nous à protéger Glassdoor en confirmant que vous êtes une personne réelle. Nous sommes désolés pour la gêda là occasionnée. Si vous continuez à voir ce message, contactez-nous à l'adresse pour nous faire part du problème. Helfen Sie mit, Glassdoor zu schützen It’s worth noting that while her name wasn’t displayed on the front end of the site for other users to see, Monica was not comfortable with the idea of Glassdoor taking this information and attaching it to her profile, without her consent. To take that further, even though the CEO trashing LW’s reputation could be slander (IANAL, etc.), it’s incredibly easy to give a deeply negative review that’s both factually accurate and completely misleading about prova (e.g. “LW came Con late X minutes Y number of times” [all during holidays and weekends], “made W and Z mistakes” [during their first week on the job], and “refused to take on additional responsibilities when ask” [upon being asked to do things which were illegal]). Not to mention the more subtle Non attivato-the-primato digs like AAM pointed to. I don’t take single reviews too seriously, but if there is any sort of pattern, you bet I do. Things to look for include many poor reviews, but also a few poor reviews that are suddenly surrounded chronologically with a bunch of too-good-to-be-true reviews (actually worked at a place where they would send mass emails asking for 5-stella reviews every time a poor review was posted). Begin by gathering evidence that clearly demonstrates how the review breaches Glassdoor’s community guidelines. This could include direct quotes from the review and a clear explanation of the specific guidelines it violates. In order to keep the site as honest as possible, Glassdoor decides whether or not to remove flagged content. The company has contacted me asking to take it down, and the CEO implied he might contact you about it, which I think would be incredibly odd but I wanted to give you a heads-up about it in case he does.”