If you want to work in a glorified call center with micromanaging leadership in a cult-like culture, apply there.
No matter what you try to do to achieve your set results, 95% of the time outcomes are completely outside of your control. You have sales metrics, even though you work with delivery. They set you up for failure from the start and if you work at the client services organization you are up for a really frustrating ride. They will make you feel like you won the lottery during training but as soon as the honeymoon phase is over (less than 6mo if you are a smart person) you will understand what you really signed up for. They take pride on promoting from within and don’t really apply anything they advise their clients to do. Chances are that your managers and VPs have less than half of your educational experience and have no idea of what goes on outside of their bubble and their limited experience working at Gartner for their whole life. They manage numbers, not people and do not take any criticism or suggestions lightly. They have a top-bottom approach to change and no advancements opportunities outside of management within the call center. If you want to move horizontally, you will have a hard time. If you work with real IT or in sales, your experience may be different but at client services it will be like this. There is an insane amount of administrative work and useless processes that could be easily eliminated or automated. Employees are all unhappy, turnover is so big that HR is struggling to keep up. By the way, HR is horrible, non-existent - basically a joke. Current emplo
Gartner definitely needs to hire new HR staff and strengthen management within RES. They need to hire honest people who abide by policies and respect individuals. The dishonesty and scheming that goes on regarding the Specialist role within Gartner and as a Contractor is horrific. The pay gap is extremely irrespective of the contracting duties.
Due to my exceptional performance in contracting, was asked to work a few I months in the Gartner Specialist role. This was COMPLETELY different than the Contracting Specialist's role. This required much more work. It was higher level and required more skill. They had me working for them for free. I had provided lots of value to this company and did not get treated well.
I got screwed over by Gartner and the temp agency I signed with. Management at Gartner led me on to believe I'd permanently get this role. They used me for as long as they could and then completely "ghosted" me after they found out that I knew they were going against policies, and breaking the law in more than one way. I was not compensated respectively to my duties. Gartner Specialists were getting paid 2-3x what I was and I was doing the exact same work, if not, more.
There's absolutely no room for growth as a contractor. Agencies may tell you that there is, Gartner will as well. However, there isn't. Everyone who watched over my work was extremely happy with it. They agreed that I had highly exceeded expectations. For some reason, that didn't make a di
ProsThe Gartner Specialists are extremely helpful, collaborative, inquisitive, and kind
Consterrible compensation, TERRIBLE HR, poor management, no room for growth
This is not a company that people stick around for too long. The average tenure of a new AE is 7-8 months which is honesty horrendous. The company culture of being laid back and low key is a front. The company is incredibly metric driven.
Quotas aren't adjusted for territory or books of business and management / VPs view everything as one in the same. You would see some reps get handed a new deal and be praised for months, meanwhile others would get a client who had already decided not to renew and they were "not executing".
Anyone who brought up outside factors contributing to success or failure clearly didn't have a "championship mindset"
Not to mention the absolutely pointless meetings, that were more like pep rallies which involved the sales floor being preached to and management giving us incentives for hitting targets such as going to Fort Myers Beach for the millionth time.
The Recruiters also lied about OTE and % of employees hitting winners circle
The biggest drawback of this role, however is the location. Fort Myers is a town that is suited for my grandma, and even she admitted it was a bit too slow for her. Gartner has about 2/3 of the entire young professional community in Fort Myers. This creates an interesting dynamic where you literally can never get away from your coworkers. They're at the club with you, they're at the beach with you, they're at the next table over at the restaurant you took your date(who also works at Gartner).
Prostraining; facilities; benefits / pto and work life balance
Conslocation; HR; company culture; turnover; luck of the draw
Gartner looks great on a resume, as well as the connections you make with c-level executives and Analysts. As a top achiever, a mentor/coach and a shadow lead who introduced candidates to Gartner's culture, I was dissappointed in how abruptly SMB shifted away from my morals and values. I found my achievements meant little and my job was never secure (all things I was told to tell applicants) "Limitless opportunity" was very limited and the culture became very corrupt. My manager was known for how much business she brought in, but never interrogated for how she sold it. She taught my team how to deceive my clients, lie to them and manipulate them to bring in a deal. Her email editing and forging skills were spectacular - she was valued for this behavior by VP's. Playing the corporate politics game is crucial here (but this is likely relevant for all SMB sales careers). Because services are sold through manipulation and when they weren't needed, retaining the accounts was nearly impossible. SMB will need to make some big changes if they want to save the department (hence the downward spiral many of us 2-year vets have experienced). Summary: Ask a new SMB Gartner rep and they'll say Gartner is awesome. Ask someone who has been there for a couple years... odds are they are trying to get out ASAP. My advice would be to get many alternative thoughts on Gartner before you apply. Current reps are compensated very nicely for telling you what you want to hear.
ProsYoung atomosphere, great resume builder, good pay for being straight out of college
ConsPoor management, no job security, misleading incentives
This is an excellent place to start your career as a salesperson. Gartner is one of the few companies that still invests in its employees with paid training. You will learn lots of valuable skills while being paid an actual salary with benefits for several weeks. To date, this was one of my most valuable and favorite work experiences and companies to work for. It was my first real job right out of college. There are many opportunities for growth and career paths to advance in the company. The company promotes from within, the management is supportive and inclusive, and for the most part, everyone seems happy. Another thing to note is that I noticed that if a job wasn't a right fit, management seemed to work with you to find a job that was a better fit for employees, instead of just letting people go. The company really seemed to want their employees to succeed, at least when I worked there 6-7 years ago in the branch I worked in. So if sales weren't your thing, they'd work with you to find a place where you would excel within the company. That seems to be a rare thing nowadays. I wish I had stayed with the organization- the only reason I got a new job was that I had to move home for personal reasons (I had relocated out of state for the job.) Truly, an excellent company to begin your career with. You will learn so much!
Initially hesitant, I felt obliged to write this review to shed some light on my experience within the client services organization in Fort Myers FL for those considering client management or other client services roles.
The organization is metrics obsessed and without apology. If you don't completely agree with this notion or challenge it with merit you will be looked at negatively. You must not only accept but also embrace a mindset of constantly wanting to chase after metrics each and every day. The company will tell you to put the mission before the metrics but actions don't back that up. It isn't enough to help the client succeed in their goals without simultaneously hitting your metrics. Don't take this lightly if you are considering a role within the client services organization.
The company promotes individuals who are great at hitting their metrics so management is full of people who put this above all else. It's fundamental to the culture. You are left with daily dashboards, reports of client activity and weekly meetings why so and so isn't opening research or pushing your call. Be prepared for this if you decide to move forward with a client services role.
Despite all of this if you log an activity your manager or their manager deems to be incorrect they will let you go without warning. In other words, make sure every single activity your clients do is accounted for but do it correct 100% of the time or they will terminate you without warning.
I was so thrilled to be hired by Gartner. The brand recognition of Gartner is a HUGE plus. I am very thankful to have worked 6 years for this organization & learned a ton. This is where the positives end. When I started the person who hired me shortly left and referred to the consulting arm of Gartner as the red headed step child of Gartner. I didn't want to believe it. Sadly, this is very true. Particularly in past two years the consulting organization seems even more "unloved" than any of the other arms of Gartner - i.e., Sales, Events, Research.
The management is non existent. Colleagues - minimal. Security - none. Pay and benefits - for me, absolutely pathetic.
There are 4 criteria the company judges you by at the end of the year -- IP contribution, teamwork, client management AND!!! Financial - i.e., utilization. The ONLY metric that matters is utilization. However, that's not good to be the only metric as it drives people to only want to "work what they bill" or "rob engagements" for as many hours as they can to save themselves. At the year end round tables there is little support.
In my opinion the CONSULTING side is a lonely dysfunctional group of people.
Would I recommend it? I would due to the brand name and what that can provide for you but would want people joining the consulting arm to be well educated as to what they need to do to survive: keep your contacts up, waive your hand for work, get involved, meet people, work the system
One of the most interesting, challenging jobs in the tech industry. Unfortunately, can also be one of the most stressful and thankless.
Gartner provides one of the most interesting, challenging, and continually changing jobs in the tech industry (my role was as a research director/analyst). Unfortunately the job is also stressful, very fast paced, requires long hours (50+/week when not travelling, 80+ hours/week when travelling), high travel (30%-50% or more is not unusual), and is highly competitive between analysts. The management team (with only a few exceptions) do not manage you, they manage your numbers: there is little or no career development, continuing education or retraining, career guidance, or "top-down/bottom-up" management there: It is all top down, management by demand.
I worked at Gartner for 10 years and believe that the analyst role is one of the best in technology, if you enjoy writing, speaking/working with clients, and being continually challenged. I also have infinite respect for the peers and analysts I worked with at Gartner. Unfortunately, the job also has a lot of pressure and stress, and management's top down approach does not help. I believe this is why there has been a significant amount of turnover in the ranks of senior analysts leaving Gartner for other employers or to become independent analyst doing their own thing.
ProsAttractive salary level, interesting & challenging work, good benefits
Gartner was once a great place to work, they used to really care about their employees. Many years ago (before 2016) they used to treat their employees with respect and value.
Things have taken a turn for the worst since organizational changes on both the Research and the Sales side.
Ask anyone on the inside and they care less and less about their employees and more about cost-cutting measures and cheap replaceable labor.
Gone are the days of good managers, coaching, mentorship, and helping their teams grow and develop from within.
After hiring Sorority girls for managers who only hire and promote their friends it's become a "cool kids club" where you are given raises and promotions NOT based on your performance or merit, but on how much of a "YES MAN" you are and how much you brown-nose your manager.
Managers have even been hired from the outside with NO knowledge of the business/industry and NO real experience or management capabilities.
The CEO is great, unfortunately middle (junior and senior) managers are ruining this company.
This is particularly notable in the Fort Myers office, sadly.
Gartner used to be a great place to work, but not anymore.
Do yourself a favor and look elsewhere, or you'll end up regretting it like so many others.
ProsGym on site
ConsPoor management, mismanagement, poor treatment of employees
Great company to start your sales career, they have an amazing training program. This is not your traditional sales job, you will be required to stay up to date to the changes in IT and the industries you cover. You will notice the organization will provide you will a lot of training and resources to be successful in your role. If you're not able to get the flow within the 1st 90 days you will be re-trained and given up to a year to perform or at least have the right mindset.
The typical sales cycle last about 2 months if you're doing the right things, you have to be really consultative in selling a username and password. Aligning the problem your're trying to solve to the resources that Gartner provides it's clients.
The most enjoyable part of working at Gartner are the smart and responsbile people you work with, everyone seems to be excited to work there. Especially at the End of a Quarter and the EOY.
Great company, but a lot of growing pain like weak territories. you are strongly at the will of the accounts you're put into - mainly Healthcare and Financial Verticals make the most money at Gartner! so fight for that or a High Tech role! in SMB
Field Sales - everything is the same - you are at the will of the economy
ProsGreat Training, Perfect Culture in SMB - a little less steller in AMA and SAO
ConsUpward movement ceiling - unless you have 10 + years in role.
Questions And Answers about Gartner
What tips or advice would you give to someone interviewing at Gartner?
Asked Feb 4, 2019
Research the company, review the company website. Understand the interview process is long.
Answered Jul 13, 2022
It is not enough to be client focused and wanting for your clients to succeed. You must enjoy a continually competitive culture driven by metrics.
Answered Mar 1, 2020
If you were in charge, what would you do to make Gartner a better place to work?
Asked Jun 26, 2018
Empower the workers to do their job in a way that works for them. Be open to new ideas and make changes accordingly. Less micromanagement and more transparency.
Answered May 15, 2020
Ensure middle management is asking meaningful questions about resources being aligned to strategic priorities of the business. The pursuit and dependence of metrics overshadows meaningful resource delivery against strategic initiatives.
Answered Mar 1, 2020
How did you feel about telling people you worked at Gartner?
Asked Nov 5, 2016
People know that Gartner has grown into a top company to work for.
Answered Aug 15, 2017
I feel it is good thing to tell people it is a Global Company
Answered Jun 1, 2017
What is the best part of working at Gartner?
Asked Nov 30, 2019
It’s a well oiled machine with some of the world’s smartest people
Answered May 27, 2022
Fantastic work culture
Answered May 9, 2022
Is the company open to employees transferring to another location? If so, how long do you have to be in a position to request a transfer?
Asked Oct 25, 2016
It depends on your boss. Some areas of recruiting are open, others are not. Overall it is frowned upon. They are very behind the ball on this one-more evidence of a culture that is not innovative, strategic or forward thinking.
Answered Sep 26, 2018
Yes, Gartner says and tries to accommodate your career goals. 2 years is the time frame required to transfer unless you have very high success earlier.