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At Gartner, what you say matters — not just to us, but to our 60,000 clients worldwide. Together, our associates deliver the technology-related insight necessary for our clients to make the right decisions, every day.
We are the most influential voice in technology today, helping the world's most successful IT and business leaders make critical strategic and investment decisions. 65% of the Fortune 1000 and 80% of the Global 500 support their key technology decisions with Gartner insight.
As part of our global team, you'll be challenged each day to cut through the complex world of IT and deliver unbiased insight. You'll work in an exciting, fast-moving environment that values expert insights, bold ideas and intellectual courage. And you'll be part of a culture that demands hard work — and rewards it with highly competitive salaries and benefits.
Gartner is the world’s leading information technology research and advisory company. From CIOs and senior IT leaders in corporations and government agencies, to business leaders in high-tech and telecom enterprises and professional services firms, to technology investors, we are the indispensable partner to 60,000 clients in 10,000 distinct organizations.
Through the resources of Gartner Research, Executive Programs, Gartner Consulting and Gartner Events, we work with our clients to research, analyze and interpret the business of IT within the context of their individual roles.
To understand our business a little better—and determine if you’d like to join our global workforce—we invite you to look back at our history and examine the additional corporate information provided below.
When Gartner was founded in 1979, we didn’t know information technology would become part of every business process. We did know businesses then, as now, need expert insight from a trustworthy, objective source. And right from the start, we delivered the informed, impartial and actionable insight clients needed.
Gartner continues to grow and evolve to meet new IT challenges. What never changes is our commitment to providing the technology-related insight our clients need to make the right decisions, every day.
Gartner is headquartered in Stamford, Conn., U.S.A., and has 4,000 associates, including 1,200 research analysts and consultants in 80 countries. Our business is organized around four competencies:
- Gartner Research
- Gartner Executive Programs provides 3,600 CIOs and IT executives with customized advice and peer exchange opportunities; includes Gartner EXP, the world's largest CIO community.
- Gartner Consulting is the leading independent consultancy at the intersection of business and technology.
- Gartner Events is the world's leading IT conference provider.
What’s it like to work at Gartner? In a word: exciting. Imagine being part of the world’s leading IT research and advisory firm—a global team that works at the cutting edge of new IT solutions and technologies. A team that enhances the performance of businesses around the world.
Work at Gartner, and you’ll be surrounded by associates just like you: strong, intellectually inquisitive, driven and independent people who recognize the power and possibilities of IT. You’ll be challenged every day in a fast-paced, collaborative work environment that demands the best from the brightest minds in the industry.
Of course, great work merits great rewards. And Gartner rewards every associate with industry-leading salaries and a comprehensive benefits package that includes support for balancing the demands of work and home life. In addition, Gartner is constantly expanding and provides opportunities for career development and advancement in our offices around the world.
The world’s leading businesses depend on Gartner for unique and unbiased technology-related insight and advice. And we depend on you—because we know our information is only as good as the people behind it.
Our diverse global team combines expert knowledge of information technology with a passion for delivering informed and actionable insight to clients around the world. Independent, incisive and intelligent, our associates share a commitment to making a difference in the evolving IT landscape.
To appreciate the culture of Gartner, imagine the daily experiences of our associates.
Each day, they explore the complex and evolving world of information technology. They work with and for the world’s leading businesses. They trade ideas with driven, insightful co-workers. And they are led by managers who provide freedom to structure each day—and support to advance quickly to senior-level positions.
- Global Influence - Ours is truly a global effort. From offices in 80 countries, our 4,000 associates serve 10,000 client organizations worldwide. Through regional and global teams, our associates cross borders to work with—and learn from—clients and colleagues from remarkably diverse cultural, educational and geographic backgrounds.
- Service Excellence - Unlike other technology and service providers, Gartner offers independent, unbiased insight to the world’s leading businesses. Everything we do is filtered through a focus on our clients: What is it they need? How can they benefit from what we offer? The creation of our new Client Relationship Organization highlights our commitment to service excellence, but it is just one indication of an enterprisewide commitment to independent thought and integrity. It’s a commitment that sets Gartner apart.
- Development Opportunities - At Gartner, development is part of the job. Our associates learn every day through interactions with people at the top of their field—people who share a passion for challenging conventional thought and exploring new ideas.
Of course, we also provide structured training and career development programs. And perhaps most importantly, we offer a rapidly expanding global network in which we continually promote existing associates and hire new ones.
At Gartner, we believe diversity is fundamental to our role as a global leader. Our diversity enables us to better understand and serve our thousands of clients worldwide. And our differences—in backgrounds, cultures and abilities—drive the independent thought and global insight that make us the world’s leading IT research and advisory firm.
- A Better Way of Doing Business - Diversity enables us to cross borders, both physical and cultural, and deepen our client relationships. With our varied perspectives, we are more open to possibilities, more responsive to ideas and more capable of delivering innovative solutions to the complex challenges posed by our clients around the globe. Our workplace diversity also brings out the best in our associates because our personal and professional differences make Gartner a more vibrant and interesting place to work. We attract and retain associates who possess wide-ranging skills and experiences—people who thrive in the intellectually stimulating and ever-changing IT industry.
- A Future Built on Diversity - We believe in continually enhancing the diversity of our workforce. To this end, we regularly review our recruiting practices, and actively embrace and encourage qualified applicants of all backgrounds to join us, without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status or marital status.
If you’re looking for an open and inclusive corporate culture, where diversity—in ideas and in individuals—is sought out, embraced and rewarded, Gartner may be right for you.
Gartner is an Equal Opportunity Employer.
Gartner is a rapidly growing global organization, with 4,000 associates serving 60,000 clients around the world. And career opportunities at Gartner are expanding right along with our business.
Whether you want to conduct research, consult with clients or coordinate events, we have opportunities available at all levels and in every corner of the globe.
Gartner offers a wide variety of career opportunities in these areas:
• Client Relationship Organization
• End-User Programs
• Executive Programs
• High-Tech & Telecom Programs
• Human Resources
• Law & Compliance
• Strategic Technology Group
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I worked at Gartner (More than a year)
Modern culture, flexible work environment, great facilities and amenities at work (gym, chefs, pool tables, etc) You will get a lot of education and exposure with working with enterprise size clients and C-Level executives. A lot of perks come with the company, great vacations, team days, fun events, and fun quarter closes. If you like technology and big business, this is a great opportunity. The company is in front of the market and many business's will recruit you as they know people from Gartner are usually among the brightest. This is a very good company, and they are growing like crazy. I have had a personal bad experience, but I would have worked for the company and done it all again. I would just have hoped to get placed on with a senior manager who was proven and a good leader.
Huge problem developing people. Academy is a process that is 2+ months long. After going through many interviews, flying around the country, and going through 2+ months of training's, you still might not be a good fit. A lot of people move just for this job, and they do not even know if they will make it through training and a lot of people don't. Management is a problem, be careful of the bait and switch. In your interview process you will meet with VP and successful members of management, which is who determines if you get the job. However, that will more than likely be your last exposure with them, which I did not realize. When you come out of the Academy, you are going to be at random assigned a manager and a team. You have no control over the types of people or manager you have to report to. My experience was awful, I walked into a team that hated their manager. My mentor was going to quit unless the manager left soon, and 4 of the 7 people on my team left recently because of management issues. I walked into a less than desirable situation and I could do nothing about it. Many people say people don't quit companies, they quit managers. This is certainly the case at Gartner. The turnover is tremendously high, they will downplay this hard, and many of my peers asked the same questions I did, and you will just feel that they are not being honest. They will want to pitch you and say that it is promotions, don't let them lie to you. Within my first year every person that sat next to me or on other teams around me had changed. Out of the 10-15 people close to me that left, 1 was promoted. They will force a lot of people out, they dont fire, but they put extensive pressure, and it happens a lot. The problem really is not bad quality candidates or poor training. It is the lack of management. The majority of the managers are rookie managers who are not experienced with people development. Many are under the age of 30, and they simply lack experience of being leaders, they focus solely on being managers and managing numbers. This is a dial for dollars job. Call Call Call, this is a call center. No matter how much they try to make it look cool or edgy, you need to be very clear on expectations, because the real job is to consistently cold call. The territories have been consistently shrinking has they are bringing in more and more sales people. The list of companies you get to prospect has been contacted many many times, in fact the company is now even switching prospect lists quarterly, so every quarter a new sales rep is reaching out trying to get a sale, which can make for tough cold call sessions and blitz days. The only way to come over that, is to find new start up companies to target, the challenge there is those companies are seeking funding, and you are asking them to spend more money then what they have in hope we can get them help with funding. On top of switching your prospects, you may have to switch territories often as well. This is not a job where you have a specific territory and you develop and build relationships with people. You have to call and try to get the deal right away. When you do switch prospects or territories you have a few weeks at best to close anything that is already in the works. The problem is often you will get people to reach out to you months later when they are ready. Many sales jobs that is ideal as your efforts eventually pay off, but at Gartner, they are no longer your prospect and you do not get any rights at all to get that business, even if they ask for you it is a battle to get the business to fall your way. You wont have any good tools for CRM or LMS. Tracking prospects or notes is not going to happen, everything is done via personal notes, which your not going to get once they become your prospect. You must have spirit to work here. There are so many dress up days and theme days, you must dress up much like high school very regularly to have "spirit" weeks. Do not get use to your team, change happens so much. There are a few sales employees who have tenure, but not very many at all. In fact many of the people who you will meet with tenure actually had most of that tenure in another role in the company, usually CP, the sales channel does not have that much success keeping people long term. There are a lot of uncontrollables at this company. Your manager, your team, your territory, your book of business......all of that is something you have no say or control over. All of it impacts your income and longevity with the company. You should not talk to upper management. When you get out of training, I was told by a lot of people on the floor that you should not talk with upper management on issues. Upper management is great to have fun with and interact with personally, but you should not have business issues discussed with them. Two times I had issues where I had a specific game plan to obtain a business deal, both these times my direct manager told me not to go with my game plan and go with hers instead. Both times her game plan did not work. So when I talked to upper management about the situation he suggested something different, which was the exact plan that I had in the first place, I asked him then how I could better communicate with my manager so we could have avoided this. That was a mistake on my part as that rocked the boat and made for a uncomfortable situation. Both of those examples I was able to save the business, and I felt I should absolutely be able to have a strategic conversation with my VP to better communicate with my brand new manager. But as all of my senior peers advised, don't go to management unless it is a massive huge problem or they ask you in to talk, just don't do it.
Advice to Management
Invest in your people. If you get them through all of the interviews, the academy, and up on the floor make sure you are putting leaders in place to develop and retain talent. Make strategies and plans open to the whole sales floor, you can tell some leaders are trying to spit out the words that they heard in a meeting to the team, but it becomes a game of telephone. Have the VP's hold team meetings, at least once a month with just there 3-4 teams that they over see. Allow the line level employees to understand what changes and shifts are going on, as they are the people who do the work to make impact and move the needle on those topics. WHY? Why is your turnover so high, why do people not even make it one year? Maybe its all garbage people with garbage sales skills, but that is just to unlikely after all of the work that goes into quality candidates. I noticed a lot of very intelligent smart people shutting down on the sales floor. Often senior management comes out to talk to teams, but they gravitate only towards the people who are the top 10% performers or who just closed a monster deal. It is not genuine at all, so many great people felt isolated and unworthy because there sales performance was not as good as good as it should be. Why are we not focusing on people development? Give high fives and props, and shoot nerf guns and celebrate with those who are experiencing success. Still make time and get to know the bottom performers, they are people too, and they are your people, be LEADERS, not managers. This business should have some type of continuing education. There is so much to speak and be knowledgable about with CEO's, prepare some better strategies for sales to continue there education. LMS would be a good start. I often read a lot of key documents that pertained, but some type of structure or knowledge recap would have been helpful and helped me pick up key pain points on the phone.
Getting an Interview
Getting an Interview
Helpful (14)Accepted OfferNeutral ExperienceDifficult Interview
I applied through an employee referral. The process took 4 weeks. I interviewed at Gartner (Fort Myers, FL).
Long. Many questions are asked. Be prepared to ask questions until you can't think of anymore. Understanding their processes so you can sell yourself as a fit is key. The panel will be a culmination of everything you've learned. It's pointless to go into it without information you have obtained to sell yourself into the role. If there is any once piece of advice is ask questions exhaustively.
- Whats your passion? Answer Question
Gartner, Inc. (NYSE: IT) is the world's leading information technology research and advisory company. We deliver the technology-related insight necessary for our clients to make the right decisions, every day. From CIOs and senior IT leaders in corporations and government agencies, to business leaders in high-tech and telecom enterprises and professional services firms, to technology investors, we are the valuable partner to clients in over 9,000 distinct enterprises worldwide. Through the resources of Gartner Research, Gartner Executive Programs, Gartner Consulting ...