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      Hanover Research

      Engaged Employer

      Hanover Research reviews

      3.6

      66% would recommend to a friend

      (320 total reviews)
      avatar

      Wes Givens

      54% approve of CEO

      44% positive business outlook

      Ratings by demographic groups

      Hanover Research has an employee rating of 3.6 out of 5 stars, based on 320 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Hanover Research employee rating is in line with the average (within 1 standard deviation) for employers within the Management & Consulting industry (3.6 stars).

      Reviews by job title

      320 reviews
      2.0
      Jun 13, 2015

      Decent last resort

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      As a researcher, you're given a lot of autonomy with how you manage your time as long as deadlines are met on time.

      Cons

      Despite being given a lot of autonomy on project and time-management, deadlines are tight and researchers quite often work late, with little to show for their hard work. Many companies give performance bonuses to incentivize employees to perform well; Hanover has just only just started awarding quarterly "star awards" to a select FEW researchers who have to be nominated for it (considering the solitary nature of the research position, I find this to be irrational). This award seems like a stingy alternative to providing performance bonuses and boosting employee morale. Compared to DC standards, employees at Hanover are underpaid, which explains high turnover rates. I think Hanover has potential to be a place where employees love working, but the current business model and poor compensation does not provide employees with much incentive to stay at Hanover.

      avatar
      Hanover Research Response
      11y
      Thank you for your feedback. I am sorry to hear that you are not enjoying your time with Hanover. We are very upfront about our salary ranges during the interview process and are constantly benchmarking our salary bands against other similar business models to ensure parity. We acknowledge that there are companies able to offer higher base salaries because their business model is structured on billable hours or traditional per project client billing however we are continuously looking at various other ways to demonstrate how much we value our employees. Some of these ways includes firmwide events such as Field Day and Day of Service where work days are used for non-work events; we increased annual PTO in the first year of employment by 3 days and have removed the roll-over cap essentially allowing unused PTO to continue to accrue and be used in larger chunks of time and we’ve built in an ‘emergency PTO’ fund to assist employees dealing with serious medical issues so that they are not forced to use their PTO or go on unpaid leave while in hospital or recuperating from a major illness. Our investment in our employees’ professional development remains a key focus as well. We continue to add more training and more opportunities for employees to learn and grow professionally. We continue to promote high achievers on a bi-annual basis during performance reviews. Our Star Awards campaign is a way for individual researchers to be acknowledged for their dedication and teamwork especially when researchers work individually or project teams are siloed. It encourages managers to share the positive feedback with the entire research cohort. The financial reward that accompanies this is a token of appreciation, not intended to serve as a financial incentive. Our researchers have an enormous amount of pride in the work they produce. We want to use the Star Awards to showcase their achievements. Turnover at Hanover remains very low (less than 20%) despite the perception that a high growth company would also have high turnover. I encourage you to bring your concerns to your Personal Manager, your Managing Content Director or directly to me. We rely on honest feedback as we continue to build our organization.
      1.0
      Jul 26, 2017

      DO NOT WORK HERE

      Director of sales
      Recommend
      CEO approval
      Business Outlook

      Pros

      Cool loft office space in Soho

      Cons

      They will change your comp plan multiple times during the year with no reasoning, they will not pay your commissions on time, ever, if at all. Management lies on a daily basis and spies on employees with secret video cameras. HR is incompetent, and should not be in their roles.

      avatar
      Hanover Research Response
      8y
      Thank you for sharing your experience. I am sorry to read that you left Hanover with a bad taste in your mouth. Our compensation plans do change depending on how viable a territory is as our goal is to ensure sales staff can sell deals and generate revenue for themselves and Hanover. Our payout dates do not change and we do not make exceptions with sticking to those payout dates. We have had some challenges with setting up the new office in New York, but have worked through these growing pains. As for spying and the secret video cameras - I know we have security cameras in that building to protect staff and property, but they are all visible to staff.
      1.0
      Jul 16, 2017

      Just no.

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      The coworkers are nice people.

      Cons

      There are many cons. I'll touch on a few. I'll say first, as a BDA, you are a cold caller. To me, this was made clear from the get-go (although that wasn't the case for everyone; some people weren't specifically told they would be cold calling). Because of the nature of your job, it can be a bit defeating to say the least. You'll spend your day making around 200 calls, often speaking with people who have zero interest in hearing what you have to say. People will yell at you, hang up on you, tell you what a horrible person you are, etc. I suppose that this isn't exactly shocking news, since it is cold calling, but it can definitely take a toll on you after a while. If you worked at an actual enjoyable company, I can imagine that this would be less of an issue; but that's not the case here. Another pitfall of the job is that your success is not a reflection of your effort. I noticed that others have commented on this on Glassdoor, and it's an important aspect to point out. Your success (or lack there of) is often out of your hands. Some associates will get placed into very accepting territories where people want to take meetings and are likely to answer their phones. Alternatively, other associates will be placed into territories where people simply do not answer their phones and are very unlikely to take meetings. You, as a BDA, have no say over which territory you're in. You could be in an "easier" one and make 6 meetings in a day, or be in a "tougher" one and make 4 in a week. Also, management will refuse to recognize this discrepancy (although it's crystal clear to everyone else). The culture in the New York office is also quite toxic. Management is awful. I can't tell you how many uncomfortable things I've heard while there (racist, sexist, and just plain rude remarks and behavior). Not to mention the culture of staying very late. It was common for associates to be at the office until 8 or 9 at night. There was almost a stigma of leaving the office before 6 in the evening. And of course, staying late does not guarantee success (see above about territories). Simply put, the environment in the NY office is toxic. I'm not the only one who thinks so, as within a few short months they lost nearly half of their employees. We were all sick of being in those soul-crushing surroundings with backwards and questionable methodologies. If you are considering accepting a job at Hanover, I would strongly recommend rethinking your decision.

      avatar
      Hanover Research Response
      8y
      Thank you for your feedback. I am sorry to read that you walked away from your time at Hanover with a negative perception of the company and our New York office. Firstly, being in a cold calling role is challenging. We are upfront during the interview process and the job description for both our New York and Arlington locations is clear that this is a cold calling role. Territories can be challenging for associates and directors alike. Hanover's Strategy team is constantly reviewing data from the associates and directors to help us segment our territories more effectively and ensure success for sales teams. This does take time and is constantly shifting as the markets and industries respond to our outreach. I always recommend that associates take a more active role in this process by providing their managers with information from their calls that could assist with this segmentation and their success. I was disappointed to read that you describe the New York office culture as toxic as we have taken steps to make changes after two employees shared their concerns about inappropriate language and attitudes on display in the office. As soon as these concerns were brought to our attention, we required all of our New York staff at all levels to participate in Appropriate Workplace Behavior training that was hosted by a trainer in that office as well as required all employees to repeat their Anti-Sexual Harassment training. All employees are aware that strong action will be taken if any complaints resurface. No complaints have appeared since the initial retraining action took place. In an effort to reinforce Hanover's positive corporate culture, we've had CXOs from the Arlington office spend time almost each week in that office and hope that this proximity will encourage staff to share any concerns or feedback with us directly. We plan on continuing to invest in the New York office and build out the culture in that space. The office is only a year old but continued investments and engagement have already started showing positive improvements.
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      Glassdoor has 332 Hanover Research reviews submitted anonymously by Hanover Research employees. Read employee reviews and ratings on Glassdoor to decide if Hanover Research is right for you.