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Hanover Research

Engaged Employer

Hanover Research reviews

3.6

66% would recommend to a friend

(105 total reviews)
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Wes Givens

53% approve of CEO

44% positive business outlook

Ratings by category

3.8

Culture & values

3.7

Work/Life balance

3.6

Diversity & inclusion

3.4

Career opportunities

3.3

Senior management

3.2

Compensation and benefits

Ratings by demographic groups

Reviews by job title

105 reviews

Reviews about "Compensation"

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2.0
May 9, 2017

Read the reviews carefully

Research
Recommend
CEO approval
Business Outlook

Pros

As many others have mentioned, there are two: 1) the people (your coworkers) are great and fun and awesome to commiserate with about working at Hanover, and 2) the free snacks and coffee. That's it.

Cons

Others have said them: the pay is extremely low. Yes, promotions occur quickly due to the six month review cycle, but you won't get a significant pay bump when you get promoted. You get ratings on every project you turn in like you're in high school again struggling to stay on the honor roll. Despite HR insisting it's not true, turnover is VERY high. I can name off the top of my head at least five other researchers who left this year. Professional development is lacking and even if there is some professional development thing you're interested in attending, you won't have time, because you're on a very tight deadline. Yes, you'll cry at your desk, as someone else mentioned. I've seen it. Projects are repetitive and you'll start to feel like a one-man research factory, again, someone's mentioned this. The point is: read the reviews carefully. They are accurate.

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Hanover Research Response
9y
Thank you for taking time to share your feedback about your time at Hanover. I am sorry that you didn't find any value in your time at Hanover. We are upfront about our salaries during the interview process. If a candidate is looking for a role that pays more than our starting salaries currently offer, our recruiting team would let them know during the initial phone screen so that they can self select out of the process. Promotions can occur within the first year of employment and salary adjustments occur at those times. Pay bumps can range from 3% upwards depending on the salary band for that role. We maintain that attrition at Hanover is low, despite perception to the contrary - 5 departures out of 200 content employees is less than 3% which is low for any industry. Our projects can get repetitive and at those times we encourage researchers to speak with their managers about switching project types or getting exposure to other team's projects. As a public forum for sharing feedback anonymously, Glassdoor allows employees to share their experiences with others. It seems only fair that employers have the right to provide their perspective or comment on the views shared but we do so without the protection of anonymity.
2.0
Apr 20, 2017

Few opportunities for mid-level researchers

Researcher
Recommend
CEO approval
Business Outlook

Pros

-- Good entry-level job. You'll learn a lot, and the practice of giving you "grades" on every project will ease you into the world of professional work. -- Flexibility and remote work opportunitities for researchers. -- Not a micromanaging culture -- Very formalized downward feedback system -- People are generally friendly

Cons

-- Professional development is nonexistent at mid-levels. I learned a lot in my first year here, but after that the work became tedious and repetitive. -- Noncompetitive pay. This company spends more money on snacks and happy hours than the average researcher's salary. I got a 20% salary increase and significantly better benefits when I left for what was essentially a lateral move at a similar company, after having been told that my salary at Hanover was on the high end for my level. -- Work is non-collaborative and can be isolating. -- Expectations around research output can be unreasonable. You're expected to deliver a flawless analysis in 5 work days, often involving a company or even sector with which you've had no prior experience. You can uphold strict deadlines or expect perfection, but both is absurd. -- Credential inflation. You don't need an M.A. to be a researcher here, and you definitely don't need a Ph.D. -- Day to day feedback (i.e. project ratings) is largely separate from the performance review process. You can have great project feedback and get slammed with entirely unrelated criticisms in your performance review.

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Hanover Research Response
9y
Thank you for taking time to share your feedback here. Professional development at the mid-level is a challenge. Generally these employees are looking to expand their skills and prepare for their next role at Hanover (or elsewhere) and the L&D training options are not sufficient to meet those needs. With this in mind, we instituted an in-house "MBA" style business training curriculum taught by our Content Directors and other senior staff. It aims to fill that void and help staff to develop skills outside of their traditional research roles. There seems to be a perception that Hanover is not invested in retaining talent or that we have high turnover. Neither of these perceptions are accurate. Our focus on building skills and expertise on the research floor though formal and informal learning speaks to our desire to engage and retain our staff however we are also aware that some people will naturally transition on to their next role or career or employer after 3 or 4 years. When this happens, we hope that this first job out of college has trained them and upskilled them to enable them to go on to do great things in their second and third jobs after college. We're up front with our candidates about our salaries during the recruiting process. They are also listed on the salaries section of Glassdoor. I do not believe cutting our snack or social budget would have much impact of our overall salaries and while you didn't seem to appreciate the free food, the majority of our employees do enjoy the supply of oatmeal, fruit and snacks. Again, thank you for sharing your experience.
3.0
Apr 19, 2017

Solid Company

Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

-young and innovative culture -fun place to work -exciting and interesting product -support system in place for entry level employees -Opportunity to make good money on the sales team

Cons

-low salaries for all employees, low earning potential for sales staff -unrealistic sales goals -doesn't always have a plan in place for new hires causing low production and morale early on

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Hanover Research Response
9y
Thank you for your feedback. Your comments are a little contradictory so I hope to address the themes you raised adequately. Our entry level salaries are on par with other sales roles. We benchmark them each year against our competitors to ensure parity. Our sales bonuses for all roles are lucrative and uncapped allowing high performers to earn very well. Promotions are based on demonstrating proficiency and mastery of a current role and for sales roles that means consistent performance against goal. It might appear that these individuals are treated more favorably when in fact they are putting in a lot of effort to achieve their goals. Again, thank you for sharing your experiences.
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