No. On Indeed, employers can’t delete reviews, but you can flag rule-breaking posts and request moderation; authors can delete their own reviews.
Why This Matters To Hiring Teams
Public ratings shape applicant interest and offer acceptance. A clear plan for managing unfair posts protects brand trust and keeps strong candidates engaged.
Removing Indeed Reviews: What Works And What Doesn’t
Here’s the short version: employers can’t press a delete button. Removal happens only when a post breaks site rules, when the reviewer deletes it, or when a legal order requires action. Responding well can soften damage even when a review stands.
How Review Moderation Works On The Platform
Indeed runs a mix of automated screening and human checks. Content that breaks rules can be taken down, redacted, or left in place. Redaction means text disappears while the star rating stays.
What You Can And Can’t Do
- You can flag a review for policy violations from your Company Page dashboard.
- You can add a public reply that shows your side and invites a private channel to resolve the issue.
- You can ask the original poster to edit or delete their review after you solve the problem.
- You can pursue legal remedies for clearly false statements that cause measurable harm.
- You can’t delete a review yourself, even if it feels unfair.
- You can’t ask Indeed to remove a post only because it’s negative.
Actions, Who Can Do Them, And Outcomes
| Action | Who Can Do It | Outcome |
|---|---|---|
| Flag a review | Employer account | Moderator review; removal or redaction if rules are broken |
| Public reply | Page owner | Visible response under company name |
| Edit or delete | Original author | Text and rating change or disappear |
| Court order | Legal counsel | Platform may remove content named in the order |
Where The Line Is Drawn
A post usually stays up when it shares an opinion based on a workplace experience. It may come down if it includes hate speech, doxxing, threats, impersonation, spam, or a conflict of interest such as self-reviews or competitor attacks. Relevance matters too: posts must talk about work life, not unrelated personal disputes.
How To Flag A Problem Review Step By Step
- Sign in to your employer account and open your Company Page.
- Go to the Reviews tab and find the post.
- Click Report and choose the reason that fits best.
- Add details and uploads that show the breach. Screenshots of schedules, time stamps, or policy documents help.
- Submit the report and watch for the case decision by email.
- If the case is denied and you have better evidence, send a new report with the added context.
What Counts As Helpful Evidence
Match the claim to a record. If the review says “no overtime pay,” attach pay stubs or policy pages that show a different practice during that time window. If it alleges harassment but names no facts and mixes in slurs, point to the slurs in your report and share the parts that violate the rules. Keep facts tight; avoid personal data and medical details.
When The Reviewer Can Remove It
Any reviewer can log in and delete their own post. Many will do so after a fair fix. When you reply, give a short path to resolution and a real contact who will call or email back. Avoid canned text. A human reply reduces frustration and often ends the dispute.
Write Replies That Win Over Job Seekers
A measured reply shows that you listen and act. Keep it short, specific, and polite. Thank the poster, state one concrete action or policy, and invite an offline chat. Close with your name or title if your template allows it. Do not argue line by line in public; save details for the private channel.
Sample Reply Template
“Thanks for the feedback. We want every shift to run safely and fairly. I’m looking into the scheduling mix you mentioned for July. Please email hiring@yourcompany.com with the dates so we can fix this.”
What Removal Looks Like When It Happens
If a post breaks rules, the text may disappear. In some cases the star rating remains on the profile with a note that content was removed. That keeps rating trends stable while stripping the lines that crossed policy boundaries. If a court orders removal, the entire entry can vanish.
Common Myths To Avoid
- “If I flag it, it will be gone.” Flagging starts a review; it’s not a guarantee.
- “Negative equals removable.” Tone is not a reason on its own.
- “I can threaten suit to force deletion.” Legal threats without merit can backfire and draw attention.
- “I should never reply.” Silence can look like indifference. A calm reply often helps.
The Safest Path To Fewer Bad Reviews
Prevention beats cleanup. Give managers a list of moments that often trigger rants: schedule changes, denied PTO, messy handoffs, pay surprises. Train supervisors to give clear heads-up notices, confirm changes in writing, and close the loop after fixes. Offer a private exit channel for tough cases so people don’t vent online first.
Policy Checks That Often Lead To Removal
Use this checklist when you review a post:
- Hate or slurs aimed at protected groups.
- Threats of harm or calls for violence.
- Posting private data like addresses, phone numbers, or personal files.
- Direct naming of non-public staff with accusations.
- Conflicts of interest: self-reviews, reviews from vendors, or rival firms.
- Off-topic rants with no tie to actual work conditions.
- Plagiarized or bot-generated text.
Grounds That Commonly Trigger Takedowns
| Violation Type | What It Means | Proof To Attach |
|---|---|---|
| Harassment or slurs | Attacks on protected traits | Screenshots of the lines with timestamps |
| Doxxing or private data | Posting addresses or IDs | Redacted HR records showing the data is private |
| Impersonation or conflicts | Self-reviews or rival posts | Org chart, vendor lists, or public filings |
What To Do When A Review Is True But Harsh
You can still reply with action. If a shift shortage led to missed breaks, say how you will staff the line next month. If pay bands were unclear, link the public pay range page and state how you now show the range in postings. Real fixes turn a one-star moment into a proof point for future hires.
How Long Does Moderation Take
Timelines vary with queue volume and case complexity. Simple spam or slur cases can move fast. Evidence-heavy disputes take longer. Plan for days, not hours, and keep a response queued in case the post stands. Update your reply once the case closes if text is removed or redacted.
When To Seek Legal Help
Use counsel only for clear defamation, privacy breaches, or forged content that names people and claims facts that can be proven false. Ask counsel about jurisdiction, proof burden, and the chance of a takedown order. Many disputes resolve with a measured reply and a policy fix, no lawsuit needed.
Build A Repeatable Playbook
Create a one-page SOP your team can follow:
- Who logs in and monitors the Company Page.
- How often you scan new posts and ratings.
- What counts as a red flag and how to triage.
- Which documents you keep on hand for evidence.
- How to route private issues to HR and safety leads.
- When to escalate to counsel.
Frequently Missed Tactics That Help
- Ask departing staff for a post-exit chat in case they want to air concerns privately.
- Share a QR code linking to your feedback form on break room walls.
- Publish a short “What to expect on week one” page to reduce onboarding gaps that often spark rants.
- Rotate a manager to run post-shift huddles during peak season.
- Track themes from reviews monthly and ship one fix per month.
How Ratings Shape Applicant Behavior
Job seekers scan the star score, the most recent posts, and the company replies. A string of unanswered critiques can chill applications even when pay is solid. One thoughtful reply moves clicks your way. Keep responses steady so the page shows an active owner, not a ghost ship.
When To Ask A Reviewer To Revisit Their Rating
After you’ve solved the root cause and confirmed the fix, send a short note: “Thanks for flagging the schedule mix-up. We’ve rolled out a new swap tool. If you’re open to it, would you revisit your post?” Never tie changes to perks or money. Keep it voluntary.
What If You Run Multiple Locations
Centralize your playbook, but let local leads reply in their own voice. Location tags in reviews help readers match feedback to the site they’ll join. A reply that mentions the site and shift shows you read the post, not just a template.
Avoid These Red Flags In Replies
- Dismissing feelings or mocking tone.
- Sharing private HR details.
- Naming people who aren’t public leaders.
- Promising fixes you can’t deliver.
- Copy-pasting the same reply across a page.
What Good Looks Like Over A Quarter
Aim for steady monitoring, same-day public replies on working days, and monthly theme reviews. Track:
- Average reply time to new posts.
- Share of posts that receive a response.
- Count of posts you flagged and outcomes.
- Top three themes and the fix shipped for each.
Rules And How-Tos You Should Read
See the Company Reviews guidelines and the steps to add or delete your own review. These pages explain rejections, redactions, and how an author can remove a post.
Bottom Line
You can’t wipe a review just because it stings. Your best path is to flag clear rule breaks, reply with care, fix the root cause, and keep records ready for cases that call for legal steps. Over time, steady replies and real fixes push your page toward balance while outliers fade.