Gallup reviews

Some really strange policies. - No corporate card for consultants??? Come on, how are 20 somethings supposed to afford thousands per month in flights and expenses!!?? Especially when the salaries are terrible. - Absolutely horrible expense reimbursement. 2 weeks to get your money back? And that's the best case scenario if everything doesn't get rejected by a way too nit picky internal audit team. - Unlimited vacation policy - yeah right. Complete lip service. - You can't cash out of the stock plan even if you need the money to pay for your mortgage. Have your employees pour their life savings into your stock and then don't let them cash out when they need it. Some restrictions on cashing out make sense, but the inability to take anything out until Clifton decides it's okay is just wrong. - Benefits are terrible. Gallup is really proud to have declining healthcare costs. Obviously you'll have that when you have the world's cheapest insurance plan and your employees have to pay thousands out of pocket to go to the doctor for simple things. - People doing the same job with the same title can be paid 10's of thousands of dollars differently. And then you can be fired for talking about your pay. - The biggest voo doo trick - the principals do all the work and are the real consultants, but the partners get all the credit. David Copperfield style!

Gallup initiated large layoffs shortly after publicly emphasizing confidence in its financial outlook, with no advance notice to employees. Many individuals were notified of their layoffs through Teams rather than through direct conversations with their managers. This approach contradicts the organization’s stated values around clarity, transparency, and employee engagement. Work expectations are often excessive. While many reviews note that this isn’t a place to “coast", it also doesn’t provide an environment where people can sustainably thrive. High-performing employees frequently experienced burnout due to the workload. Although the company advertises “unlimited PTO,” the volume and pace of work make it difficult to take meaningful time off, with expectations regularly extending far beyond a typical 40-hour week and intensifying significantly during busy periods. Workload expectations also vary widely by manager, creating inconsistency and contributing to perceptions of favoritism, particularly given the absence of a traditional HR structure. Compensation is generally below market for comparable roles, and bonus opportunities are limited outside of sales. Even within sales, the bonus structure lacks consistency and long-term stability. The benefits package is standard but not a differentiator. The company’s brand recognition also does not provide the career mobility candidates may expect compared with larger firms in consulting, research, or technology.