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CEB Chairman and CEO Thomas L. Monahan III
Thomas L. Monahan III
393 Ratings
  • Helpful (2)

    Good for the first year..... levels off after that

    Former Employee - Entry Level in Washington, DC
    Former Employee - Entry Level in Washington, DC
    Approves of CEO

    I worked at CEB full-time (More than a year)


    Great office location! Average age of the company is mid 20s, so a lot of happy hour type work / play situations. CEO is really good and the top leaders have good direction for the company. CEB looks positive on a resume in the DC area. Agressive training in SalesForce and other common platorms


    + Turnover is scary high to the point of concern. The management spin on this is to say they are on a "hiring spree" but in reality they are trying to fill in the seats of people leaving. Out of my starting class of 15 people, 12 left in the first year + The SSPD program, which most new hires must go through, takes forever If you fail a test for a level, you must wait 6 months, no matter how well you are doing otherwise in the company. + Salary is crazy low, espically for the DC area. Most people had 2nd jobs at nights / weekends to help pay for rent. Overtime is no longer allowed like it used to be (even though I was told during my interview I could expect up to $6000 in overtime during a year) + As I was leaving, it was apparent that CEB was cutting corners when it came to non business items. It used to be common to have catered meals and other perks during closing week, not anymore. Day trips to local vineyards and fun company outings turned into a pay for yourself happy hour at a local bar during the once a year company meeting. + CEB does not seem to have much of a footprint outside of the DC area (What does CEB do? never heard of it). SOmetimes our customers had to be reminded of what we do. +Almost no chance for travel at all (if thats your thing)

    Advice to Management

    You need to provide more than $5 starbucks giftcard for winning a campaign or a can of bud light on a Friday to encourage people to stay. Sure the trips for the top sellers is cool but the crazy way it is determined is not motivating at all. If the salary is going to be low, you need to make up for it in different ways to keep your best people which I didnt see (faster promotions, bigger bonuses, etc)

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