Review Guidelines

A helpful review gives a future employee a realistic sense of what it's like to work for a specific manager. The most useful reviews are specific, balanced, and describe patterns rather than a single bad day.

Frame subjective impressions as opinions ("I found feedback unclear") rather than as universal fact ("this manager is a bad person"). Reserve factual claims for things you witnessed directly and can stand behind.

Describe specific, observable behaviors: how priorities were communicated, how feedback was delivered, how conflicts were handled, how growth was supported. Specific behaviors are more credible and more useful than general labels.

Critique decisions and behavior, not someone's character, appearance, or personal life. A review that reads as a personal attack is less credible and more likely to be removed.

Never include a manager's home address, personal phone number, family details, medical information, or other private information unrelated to workplace conduct.

Do not accuse a manager of a crime or serious legal violation unless that finding has been established through a legal or official process. If you experienced something you believe was illegal, consider reporting it through appropriate legal or HR channels in addition to, or instead of, a public review.

Reviews include structured ratings (such as leadership, communication, and growth support) in addition to optional written comments. Structured ratings help summarize a manager's pattern even when written comments are limited or unavailable.

Written comments are optional but encouraged. If you choose to add a comment, follow the guidance above so it can remain published.

Reviews submitted with employer verification (such as a confirmed work email) may carry additional trust weight in how a manager's overall score is calculated. Verification details are never shown publicly and do not affect the anonymity of your review.

Submitted reviews may be checked by automated systems and, in some cases, human moderators before or after publication. See our Content Moderation Policy for details.

A review's written comment may be edited or removed if it violates these guidelines, while its structured ratings may still contribute to a manager's aggregate score. This allows useful signal to be preserved even when specific language cannot remain public.

Helpful examples:

• “This manager changed priorities often, which made planning difficult.”
• “This manager gave useful feedback and supported career growth.”
• “This manager communicated expectations clearly.”

Not allowed:

• “This person committed a crime.”
• “This person has a medical condition.”
• “This person lives at this address.”
• “This person should be fired.”
• Threats or insults of any kind