I've actually interviewed 3 times with them at separate occasions. One of those times having a 2nd interview and having the same negative experience as some others have mentioned. Each time I interviewed, I was turned down because I didn't have 1 skill which ended up being a dealbreaker for them. It's disheartening when you really want to work for company, but turn you down because they are seeking the "perfect candidate" and not allowing any room to experience growth. Why do you shut down candidates that meet (or exceed) the criteria but missing one skill? They offered to send me the details of another position I may fit, I've also experienced this before when a recruiter says this, they usually don't send anything. Then you're ghosted trying to follow-up with them. Their process seems very robotic and I am sure they are missing out on great candidates.

My initial interaction with Gartner began positively. The first phone interview was engaging and professional, with a comprehensive discussion about my background and valuable insights about the company from the recruiter. Following this phone interview, I promptly received an invitation to proceed with a second interview with the VP. However, the process deteriorated significantly from there. After initially scheduling the VP interview, I received a request the next morning to reschedule to a new proposed time the following week. I promptly accepted the new time slot that same day. On the morning of the scheduled interview, having not received any confirmation details, I proactively reached out via email to confirm the appointment. I received no response. When the scheduled interview time arrived, there was no call. I sent a follow-up email inquiring about the situation and expressing my willingness to reschedule. Again, I received no response. Two days after the missed interview, with my follow-up emails still unanswered, I received a standard rejection email. While I appreciate the opportunity to interview with Gartner, I believe this experience fell short of the professional standards one would expect from a leading global research and consulting firm. Had I not been a suitable candidate following the initial interview, I would have greatly appreciated direct communication at that stage rather than proceeding with scheduling a second interview that never materialized. There is a need for improvement in Gartner's candidate communication and interview process management. The interview process often reflects a company's organizational values, and maintaining clear communication with candidates, regardless of the outcome, is fundamental to building and maintaining a strong employer brand. Very disappointed.