CEB Jobs & Careers in London, England

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3 days ago

Operations Co-ordinator – new

CEB Kingston upon Thames, England

are as follows: • Assist with the management of Central PS resource scheduling • Developing, running, and distributing reports…

4 days ago

Sales Executive, SMAC UK

Corporate Executive Board London, England

The Sales Executive (SE) is the main new business winner in CEB, and focuses on growing our member base, rather than business development amongst…

4 days ago

Account Manager, FIN/HR UK

Corporate Executive Board London, England

· Through personal visits and phone calls, build relationships with members/prospe…

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CEB Chairman and CEO Thomas L. Monahan III
Thomas L. Monahan III
326 Ratings
  • 2 people found this helpful  

    OK short term graduate opportunity but don't be fooled,

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in London, England (UK)
    Former Employee - Anonymous Employee in London, England (UK)

    I worked at CEB full-time (less than an year)


    - Central office location
    - Decent access to stationary


    - Success will largely depend on your manager and the resources available to you. Established and favoured individuals will receive priority when it comes to the distribution of these resources, exacerbating the gap between top and middle performers and callously eliminating the lower % of the labour force.

    - Middle Management are an glaring example of the Peter Principle. Fully capable of performing within a revenue generating role but most are inept at managing and motivating those who work under them. This creates a poor and ineffective middle management layer.

    - Their business development model appears to be based on a production line model leading to BD roles being extremely one-dimensional. Lower level business development consist of regurgitating short pitches all day long with higher level BD roles simply being an extended versions of it. This is all fuelled by a lack of bespoke solutions that comes with packaged consultancy services. You will effectively be working in a call center.

    - Wages at CEB experience logarithmic growth. Quick to rise at the start but slow down quickly after the first couple of promotions. Further to this, following on from the first comment, wages are largely determined by your manager as well as the amount of resources you are fed.

    - Some of the titles they dish out are embarrassing. There are 'Associate Directors' with nappies on. I understand that they want to give employees credibility but they take it too far.

    - CEB suffers from company-wide groupthink. Employees who do not adhere to CEB's suffocating culture will be identified, isolated and flushed out like as if they were an enemy of Big Brother. Questioning CEB's research or culture is arguably the most dangerous move you can make and do not think to confide in other comrades.

    - I am shocked that as a research based firm (that advices HR leaders) they ignore all of their own HR research. They rear candidates in like cattle and fire them after 3-4 months if there isn't instant success.Rather than being a coincidence, it is a purposeful strategy that I can only imagine they have worked out is the most cost-effective method of obtaining high performers.

    Advice to ManagementAdvice

    Any advice to management would assume I believe their structure and procedures were down to chance rather than being a calculated strategy.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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