Find out what a company is really like — before you join it, or buy from it.
Decent Mark publishes an auditable Worker Standing Score for every employer we have enough evidence to score. The method is public, the confidence is published beside every number, and no company can pay to change any of it. Our only customer is the worker.
I
The problem · Who pays for the number
The sites that score workplaces are funded by the workplaces they score.
Glassdoor, SEEK Company Reviews, Comparably, kununu and Great Place To Work each sell to the employers they rate, on their own published product material. That is not an accusation; it is their business model, printed on their own sites.
What that buys
Placement, response priority, a certification badge, an employer-branding package. Every one of them changes how a company appears to a worker who is deciding whether to take a job.
What we take
Nothing, from any company, for anything that can change how that company appears. Ever. Who pays for this sets out where the money does come from.
II
The instrument · Four confidence states
A number you can argue with.
Confidence is published beside every score and is carried by form as well as by the word, so it survives greyscale, a colour-blind reader and a screenshot. Below the reporting threshold no number is rendered at all.
High
71
Fair · 60–74
High confidence · 88 reports · 54 verified · est. 1,200 staff · 1 October 2024 – 30 September 2026 · T3 4 · T3-R 1 · T2 54 · T1 26 · T0 8 · rubric v1.2
88 reports from an estimated 1,200 staff — 7.3% of the workforce.
Moderate
62
Fair · 60–74
Moderate confidence · 14 reports · 6 verified · est. 900 staff · 1 October 2024 – 30 September 2026 · T3 5 · T3-R 2 · T2 6 · T1 6 · T0 2 · rubric v1.2
14 reports from an estimated 900 staff — 1.6% of the workforce.
Low
44
Below standard · 40–59
Low confidence · 8 reports · 3 verified · est. 600 staff · 1 October 2024 – 30 September 2026 · T3 4 · T3-R 1 · T2 3 · T1 3 · T0 2 · rubric v1.2
8 reports from an estimated 600 staff — 1.3% of the workforce.
Low confidence — not for citation
Insufficient
Not enough worker reports to publish a score yet
Insufficient confidence · est. 1,500 staff · 1 October 2024 – 30 September 2026
The number never travels alone
The confidence, the counted reports, the verified count and the estimated headcount are part of the number the way a decimal point is part of a number. They are never stripped, never abbreviated and never separated from the figure. A surface that cannot carry the whole unit carries no number at all.
III
What the instrument refuses
Never stars, never five-point, never letter grades.
Stars are the visual grammar of the sites whose incentives we are attacking, and a letter grade is a characterisation of a company rather than a measurement of evidence. A 0–100 with a confidence qualifier is deliberately harder to trivialise.
- No colour ever encodes quality. Red is identity — the wordmark, one rule and the section numerals — and it never touches a score, a band, a flag or a caveat.
- No score without its confidence and its sample attached, on every surface.
- No greyed-out number below the threshold, because a greyed-out number can be photographed and read as a zero.
- No employer badge, seal or certificate. Nothing here is applied for, earned, awarded or displayable.
IV
Eight pillars · Weights fixed for the life of rubric v1.x
What the score is made of.
Eight fixed dimensions, each with its own sample and its own confidence. The weights are published in advance and sum to 100.
-
Weight 12 of 100
Flexibility & Work Location
-
Weight 18 of 100
Pay & Reward Integrity
-
Weight 16 of 100
Job Security & Workforce Practices
-
Weight 12 of 100
Management Quality
-
Weight 14 of 100
Workload & Wellbeing
-
Weight 8 of 100
Hiring Conduct
-
Weight 12 of 100
Fair Treatment & Voice
-
Weight 8 of 100
Ethics & Transparency
V
Evidence, not vibes · Two different objects
A flag rests on a document.
A flag may rest only on the public record — a court, tribunal or regulator finding, a statutory register, or something the company published or filed itself. There is no worker-report route to a flag, at any volume.
A flag
Adverse flag · Documented
Documented — ASX release, 9 September 2026: Return-to-office mandate imposed with under 90 days notice.
Its source and its date are inside the string, because a screenshot strips everything around it.
A report-of-reports statement
9 of 13 respondents reported bonus below target for two or more consecutive cycles.
Its denominator is inside the sentence. It is never styled as a flag, never counted in a flag total and never appears in a flag surface.
VI
The promise, and its limits
We do not retain what would let us identify a reporter.
You can report with no account and no email address at all. No verification data of any kind is retained, employment attestation is verified and destroyed, no IP address is kept at our layer, and nothing publishes below a minimum reporting threshold.
Where a residual exception exists we say so in the same sentence rather than in a footnote. Your anonymity sets out what we hold, what we can be compelled to produce, and the one case where the promise is narrower than it sounds.
VII
The commitments · Five and five
The “never” list is the important half.
Anyone can promise to be useful. The question is what we have given up the ability to sell.
Decent Mark always
- Publishes the method, the weights and every change to them, in advance.
- Shows the confidence, the sample and the workforce size beside every score.
- Gives every company a free, permanent right of reply at equal prominence.
- Requires a public document before any flag or disqualifying finding.
- Lets a company that genuinely improves recover, and says how fast.
Decent Mark never
- Takes money from a company for anything that changes how it appears — placement, suppression, response priority or a single point of score. Ever.
- Publishes anything about an identifiable individual, executives included.
- Publishes a score without its confidence and its sample attached.
- Raises a flag on anonymous reports alone.
- Retains the data that would let us — or a court — identify a reporter.