7 August 2026 · 4 min read
Seek and Indeed Reviews: Removing a False Ex-Employee Review
By Charlie Wells, Founder
The pattern this usually follows
A review posted within days of a termination, resignation dispute, or performance conversation is a genuine, recognisable pattern. It's exactly the kind of case where the timing itself is useful evidence, not just the content of the review.
What actually gets these removed
Both Seek and Indeed have policies against reviews that misrepresent the facts of an employment relationship, that are posted specifically to retaliate rather than inform other jobseekers, or that include information that could only have come from a confidential HR conversation shared without authorisation. A case built around exit records, the actual dates involved, and a clear conflict-of-interest timeline moves further than a general complaint that the review is "unfair."
Every case still deserves a proper look
An unflattering review from a genuinely disgruntled former employee isn't automatically a policy breach just because it stings. The real test isn't whether you agree with it; it's whether it's factually false or breaches the platform's specific conduct rules — which is exactly why it's worth having every case assessed on its own facts rather than ruled out in advance.
Where to start
If you're looking at a review you believe crosses that line, gathering the employment record and exact timeline first makes the difference between a case that moves and one that stalls. That's exactly the evidence-building Reputect's Content Removal service runs before ever submitting anything to the platform.
Related: Content Removal
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The Difference Between a Bad Review and a Fake One
One deserves a considered response. The other is a policy breach. Confusing them wastes time on the wrong process.