Pros
looks great as a starting job, C-level client experiences, overcoming challenges, and PTO
Cons
- Lack of diversity (Fort Myers and Dallas offices have no diversity besides White, cis-males) Recruiting hyper-focuses on predominantly white universities - Transparency is a joke. Gartner believes their transparency is a top value but does not deliver by keeping employees in the dark or when seeking areas of improvement not taking responsibility and blaming employees - Development and training is always an on-going sore-spot. Gartner hires outside of sales experience as they preach "anyone" can "do the right things" and achieve quota. BUT, they have dedicated less resources now from a 12+ week program to 2 weeks -- even though new hires still were unclear on Gartner service delivery and sales training. Due to this, turnover has gotten out of hand. New hires in BD have all but left due to management faults & AEs closely behind due to Gartner's lack of support early on. If you didn't get lucky in a good team, manager, and territory you are blamed for not being accountable or having a growth mindset. - Work-life balance is preached as a top value but also not delivered upon, if you are not meeting quota then you are expected to put in longer hours to achieve management's numbers. if you have personal issues to resolve and ask for time, managers will agree to seem understanding but use it on you once End of Quarter hits. - Culture... this is Gartner's main selling point however due to remote working there is no longer any culture. It is very sales and numbers focused, low outside team collaboration