I interviewed for the Client Partner position at Gartner back in 2018 with two Client Partner hiring managers - Amber Frederick and Pete Moore . After making it through the first two round of phone screens with Gartner recruiters, I was rejected by Pete and Amber in the third round of interviews. I have left the following review as an account of my interview experience. Note that I am not trying to sway anyone from applying to Gartner. Overall, it is very much an influential leader in the tech space. However, I do feel that the general public should be aware of Gartner’s unprofessional and unfair hiring processes. I leave it to you, the reader, to form your own conclusions. Overall, I believe our interview was conducted very poorly. For starters, we blocked off nearly an hour, which to me, is valuable time seeing as I was working at that time as an independent contractor and was not earning any guaranteed compensation. The interview ended it after only a half hour, well under the hour-long block we booked. This has never happened to me in my years of going on job interviews. Why would you block off fifty minutes only to end the interview in almost half the time? I can understand if it’s a few minutes short, or even a few over if the interview is going well, but in this case, a gap of nearly twenty minutes is unacceptable. It was glaringly obvious toward the end that they both lost any interest in me as a candidate. It was abrupt almost to the point of being appalling. Their answers were terse and I felt as if they were just trying to get me off the phone as quickly as possible. I get that they probably had spreadsheet of names to run through as quickly as possible, but they should at least try to respect someone’s time. Just because I am applying for a job that doesn’t make me desperate. I have an excellent resume, and at that time, had multiple options outside of Gartner that I was considering. In fact, it was one of Gartner’s own area managers who contacted me on LinkedIn to begin with. Secondly, I was asked during the interview how well I multi-task. I answered that it was not my strongest suit but provided specific examples of how I’ve worked around it and developed an efficient system for time management. I was told at the end of the interview that I was not able to multi-task as well as they liked, and while not stated overtly, it was implied as a major reason for my rejection. I find it unrealistic to evaluate one’s candidacy on a single weakness. It is a very difficult question ask; it takes guts to be authentic enough to talk about one’s weakness in a job interview. I can understand if the company values multitasking in this position. And I am not ashamed of the fact that my perfectionism can sometimes divert from my ability to multitask. However, I also made it clear during the interview how I’ve improved upon my weaknesses and even produced specific examples of how I now time block and manage my day very effectively. Every interviewer I have ever spoke with has at least respected my ability and willingness to overcome challenges. I might have lost out on those jobs for other reasons, but none of them ever held my weakness against me so long as I showed evidence of improvement. Nobody is perfect and I am sure Amber and Pete – not anyone else at Gartner - are any different. It is apparent that Gartner faults people for their weaknesses and doesn't give them credit for self-improvement. That is a huge red flag in my book and extremely telling of Gartner’s organizational culture. I do not feel like working for a glorified call center (as evidenced by Gartner’s awful turnover rate at their Ft. Myers, FL office). Right now, Gartner can be missing out on great people who have a desire to excel and improve, and instead are accepting only those who have memorized perfect interview answers. In sum, I respect the company’s decision. You can’t win them all. However, I do not agree with the way they manage the hiring and recruitment process. Gartner hiring managers - if your intolerance for people’s self-improvement is an indicator of how you develop your people, I would rather not be associated with Gartner at all. In light of my personal experience and other negative reviews for Gartner on Glassdoor.com and other related sites, I believe things worked out for the best by not moving ahead. I thank you, Gartner, for the opportunity to interview. I certainly hope you can utilize my feedback to improve your recruiting and interviewing practices.