Gartner Director interview questions

First and foremost, I truly enjoyed speaking with nearly all my interviewers, all but one or two were great people and seemingly would have been fun to work alongside. They all seemed to enjoy the company, the work-life balance, and all were fully engaged the entire time. Cons: Compensation – Gartner seems to be far behind on current compensation trends. The max salary for position that I interviewed for was about 40% lower than comparable roles that I am interviewing for and in the latter stages. Interviewing is tedious, the interviews are time consuming, expect about 7-8+ hours of one-on-one meetings, all on top of another 3-4 hours of research, watching team videos, and pouring through content distributed by HR. Focus on the case studies with an emphasis on using the STAR methodology. Your case studies will pretty much consist of a basic, day-to-day conversion ratio exercise and another where they want you to outline items to include in a board deck (i.e., table of contents, executive summary, metrics, conclusion, etc.). The problem that I had was that the interviewer on the final case study was clearly Asperger’s and communicated in such a child-like fashion, that Gartner required a “chaperone”, if you will, to observe the interviewer and redirect the conversation as-needed. I was a bit confused as to why an additional employee was assigned to observe the interview, but it took all of 2 minutes of speaking with this individual to realize that there were some profound issues at play – the case study discussed during the portion of the interview should have been a walk in the park, child’s play, but this particular interviewer had such an inability to communicate properly, that it was almost painful listening to his questions. The more convoluted that this individual made the conversation, the more he seemed to enjoy the situation; the stuttering and the inability to read case study questions accurately just made for a bad experience. As much as I enjoyed the culture and other benefits of the company, I’m going to chalk this up to a lesson learned and assume that I dodged a bullet by not having to work with the individual noted above.

5 Step process - HR Screening, Highering Manager Behavioral, Writing Exercise, Intellectual Curiosity Exercise, Final Behavioral Interview. You get partnered with an HR rep who supports you throughout the process.