Gartner reviews

Do not accept a sales Job in GBS. Most GBS employees seem to be paid significantly less than GTS. I found out I was being paid 20k less than than employees who were recently hired for the same job when i've been here for 4+ years, been on incentives trips and I'm making less than new hires with the same experience. It's 20% lower than the market share according to Glass Door's calculator, and 40k less than the what other people in this area are making. One of Gartner's core values is 'integrity-do the right thing' and they just treat people terribly. The GTS side is the only side of the business that is doing well, GBS does not appear to be doing well. Sales goals were cut last year, people are quitting. If your recruiter says your OTE is anywhere between 90-150k, that might be the case if you are an AE in GTS, but very few teams even hit goal last year. On top of paying us low in comparison to the market share, they have also taken away all of our sales enablement tools--we have no CRM system, just some awful visual pipeline tool . You can't see who is talking to the same accounts, who own the same accounts for other practices, who has been spoken to previously. It's up to you to literally build your territory out in a spreadsheet and look for accounts o the internet, contact info. They also just do not practice what they preach--Gartner does not use any of it's own research or best practices. We haven't gotten any kind of an employee survey/enagement survey in over a year. We do not have a CRM system for our sales team despite selling best practices on it to companies. We also have a bunch of different IT systems, none of which seem to work very effectively because the architecture was so old. I was told by a heritage Gartner employee that there is a popular saying " If Gartner recommends it, we don't use it".... Its a joke of a company

Program Managers are really just cold calling sales machines job went from 30% sales to 80% --> BDR truly... title does not match job description. This is due to high expectations by new parent company. Veterans at the company are leaving because they make 50% less than new hires They added a "Bench" program manager position because they are turning people over left and right.... they are overstaffing themselves so that they are prepared when people leave or are fired. This job is not about being good at project management, it is strictly sales achievement. Your success in this role comes down to a couple things that are out of your control - your manager - your appointed territory (Boston, Vancouver, Seattle, Charlotte) and vertical (CIO, CISO, CHRO, CMO, CDO) ... if you are placed on a good program, you might get to go to winners circle without selling a dime, because the program is already set up for success... If you get put on a program that is struggling, you could hit your highest personal sales record, and still not hit the goal that Gartner research says you can hit, and therefore, you're out of there. Company communication is not good. Managers talk about employees in an open, and disrespectful way. I personally had my manager make a comment to me about another member of the team, and how she "would not have hired him, and he is a mattress salesman, he doesn't belong here". There is no transparency, and with the acquisition, things are even more behind smoke and mirrors. New office revamp --> open spaces and all that fun stuff, but do you really want to work in a cookie cutter call center?? I don't care that much about cool furniture. AGAIN, turnover is high win all departments.... beware..... CONTENT dept.... veterans of the dept make 40k maybe... new hires under Gartner are making 2x that.... they cannot keep this department staffed because of salary discrepancies and poor explanation of actual job role.