Anupam Mittal wanted a “Glassdoor for employees.” We built it — on facts.

In the last few years a quiet problem has become impossible to ignore: people accept job offers and then vanish. They stop replying. They don’t show up on day one. Some join and disappear weeks later without serving notice. The industry finally has a name for it — ghosting — and absconding is its most extreme form.

A founder who said it out loud

As reported by The Economic Times, Shark Tank India judge and Shaadi.com founder Anupam Mittal called for a Glassdoor-like app to rate employees on integrity and behaviour — flipping the familiar employer-review model so that professional reliability finally cuts both ways. For years, candidates could research and rate companies; companies had almost no shared, factual record of who honours their commitments.

The frustration he voiced is one every hiring team recognises: offer-stage ghosting and absconding waste hiring cycles, derail teams and burn goodwill — with almost no accountability attached.

The idea, built the right way

GhostsDoor is that app — with one crucial difference. Glassdoor-style platforms run on opinions, ratings and anonymous reviews. We refuse to. GhostsDoor is a verified employment intelligence network — a credit bureau for employment reliability — and it stores only verifiable facts: offers made, offers accepted, joinings, exits, and absconding, each backed by evidence such as the offer letter or the notice sent to the employee. No opinions. No reviews. No personality scores.

The G-Score™

From those facts we compute the G-Score™ — a 300–900 employment-reliability score built from five factual pillars: offer commitment, employment stability, verification status, professional completion and employment trust. Verified negative events, like absconding, reduce it. Every single point is traceable to a real, auditable event stored on the network.

G-Score™ — Trust built on facts, not opinions.

And unlike a ratings site, candidates are at the centre. Anyone can build a free estimated G-Score from their own history, see exactly how it’s calculated, and dispute any record they believe is wrong. If a disputed record is removed, the score recalculates automatically. Nothing that affects a person’s score is hidden from them.

Why it matters

Ghosting thrives in the dark. The moment professional commitments carry a factual, portable history, behaviour changes — for companies and candidates alike. Reliable people get rewarded with a number they can carry anywhere; the rest get a reason to honour their word. Anupam Mittal named the problem. GhostsDoor is the answer — built on facts.