Check out our redesigned Austin office.
Picture day at GLG Austin!
GLG is the world’s leading platform connecting business to insight.
At GLG, we are driven by our values:
We are committed to personal and professional development and to making GLG a great place to work. Employees are exposed to a variety of training programs to prepare you for different roles and responsibilities throughout your career.
Associates go through a robust onboarding program to learn about GLG’s business model, compliance framework, Council Member recruiting, and client service methodology. Further development opportunities are provided throughout the Associate program both through close coaching and mentoring as well as through more formal programs.
GLG provides new managers with the tools they need to be successful. New Manager programs have included modules on key topics such as Motivation & Goal Setting, Giving & Receiving Feedback, and Time Management.
GLG’s ongoing professional development workshops allow employees to explore a wide range of topics, teach valuable skills, and nurture intellectual curiosity. Some past topics include industry deep-dives, executive presence, PowerPoint and Excel, and meditation and self-care.
We believe in learning; it’s at the core of what we do.
GLG research professionals become learning partners for our clients. They get to know clients and their particular needs, and they marshal GLG’s unique resources to deliver meaningful learning experiences, uncover crucial insights, and drive better decisions.
GLG professionals help shape our clients’ learning experiences. By doing so, they develop strong business acumen as well as communication, project management, and client service skills.
GLG is a growing, fast-paced, and dynamic company. Our office in Austin, Texas - GLG’s largest - looks to hire new and recent college graduates who are passionate about client service and excited about working in a performance- and metrics-driven environment.
Top-performing associates are able to participate in GLG’s robust mobility program, an internal network of opportunities that enables GLG professionals to share their experience and knowledge across roles, offices, and/or regions.
GLG hires college graduates into associate programs in Austin, Dublin, and London.
I worked at Gerson Lehrman Group full-time (More than 3 years)
I always say it feels good to work for a company that's doing well and GLG is on something like its 10th+ quarter of consecutive growth. That success is reflected in the fast-paced, ever-changing nature of the work which (in my experience) leads to an unparalleled level of stimulation (and requires some patience, which other reviews point out). Given growth, it also feels like everyone is working towards the same thing - people are collegial and nice, and collaboration is increasing. I've had several jobs and this is one of the few places that no one raised their voice at me. And even more refreshing, people aren't just nice - they are interested... in your perspective, in your contributions, and in your life outside of work. Everyone - top down - is interested in new, big ideas, and willing to experiment. They are well-positioned to continue to succeed, and I'm very bullish about the impact they'll have on the business world. Oh, and the offices are so nice! People (especially disgruntled reviewers) mention that as a throw away point but nice offices matter and reflect GLG's investment in its employees.
Rapid growth is mostly good, but it means a lot of change and sometimes it's not implemented as seamlessly as it can be. Also, while I didn't work in client services - I recognize those jobs could be both intense (like every account management job) and monotonous, but I do believe you learn a lot of transferable skills. The reviews here that refute that are too cynical. And those who say no one goes anywhere interesting after GLG is just plain wrong - people go on to hedge funds, tech companies , nonprofits, etc. Finally, while there's a lot of diversity of background at GLG, there's not a lot of true diversity -- especially on the leadership team and board. You can't change the culture to be more inclusive, or make campus / mid-level hires more diverse if you don't fix that.
Advice to Management
Prioritize diversity and inclusion (especially when it comes to senior hires, and on the board), continue to be communicative, recognize that not everyone is having a good experience and do what you can to help those who aren't happy (e.g. provide career transition services; anonymous HR coaching, etc.)
I applied through an employee referral. The process took 2 weeks. I interviewed at Gerson Lehrman Group (Austin, TX) in July 2015.
There were steps: 2 phone calls, 1 case study review, 1 afternoon of in person meetings. Overall, it felt like they were looking for more of a culture fit than to see if my background or experience fit with the job role.
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