Gartner
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Gartner Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Gartner?
Strengths in collaboration, learning infrastructure, and values centered on integrity and client impact are accompanied by a metrics‑intense cadence, uneven engagement, and questions about how consistently values are experienced. Together, these dynamics suggest a high‑performance culture with meaningful development and community for many, tempered by variability across teams in pressure, leadership consistency, and the on‑the‑ground execution of stated ideals.
Positive Themes About Gartner
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Collaborative & Supportive Culture: Teams commonly emphasize collaboration, open feedback, and a "win as a team" mindset within a supportive yet high‑performing environment. Employee resource groups and purposeful hybrid connection moments cultivate belonging across regions and functions.
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Learning & Knowledge Sharing: The organization promotes development through training, mentorship, and internal mobility, encouraging career branching and continuous improvement. Clear methodologies and frequent performance dialogues help sharpen analysis, writing, and client execution.
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Transparency & Integrity: Core values highlight integrity, objectivity, and fact‑based decisions, with ethical standards guiding interactions and client impact. A results focus is paired with doing the right thing and relentless prioritization.
Considerations About Gartner
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High-Pressure & Micromanaging Culture: A metrics‑driven, target‑oriented cadence—especially in sales and client‑facing roles—can feel intense and closely monitored. Micromanagement, competitive "boiler room" dynamics, and hire‑fire tendencies surface in some areas.
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Low Morale & Disengagement: Some employees do not feel energized or meaningfully connected to their work despite engagement initiatives. Limited perceived support for career growth contributes to uneven enthusiasm and connection.
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Inauthentic or Inconsistent Values: Discrepancies between stated commitments and on‑the‑ground execution appear in areas such as diversity, inclusion, and veteran support. Concerns about leadership consistency and care for people suggest values are not experienced uniformly across teams.
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