This was truly the most bizarre interview process I have ever been apart of and made me question the integrity and professionalism of the company. First round - phone call with recruiter, very positive and chill. Ran through some practice questions and gained feedback before the next round interview. After the phone call, she sent me an email of thinks to prep before the interview which I found to be odd in the amount of assistance I was being provided for just an interview. The next interview was when things got quite bizarre. To begin, the recruiter was late to our call and then arrived in a t-shirt, looking extremely unprofessional. The interview ran exactly how I was prepared for it to go via all the notes that I was given from the initial recruiter. However, the person interviewing me lacked the ability to connect how my answers were applicable to sales. It appeared if I didn't use very specific words in my answer than she wasn't satisfied. She even asked for me to define a word that I used in my interview because she was unsure what it meant. Overall, an interview that couldn't have ended sooner and left a negative taste in my mouth of the company. Keep in mind, I only applied for the position because I was approached on LinkedIn from someone and thought may as well go through the interview process.

I interviewed with Gartner five separate times over about thirteen months, across different roles (Graduate Account Manager, SDP, and a DACH-focused BD role) and five different recruiters. Each round followed the standard format, an initial screening call with a recruiter, followed by a behavioral interview, and for the SDP role specifically, a second round built around STAR-style competency questions. What stood out across all five rounds was the lack of continuity. Every recruiter ran the process as if I were a completely new applicant, with no reference to previous interviews, no notes carried over, and no acknowledgment that I had already been evaluated by the company before, sometimes for the same role. The clearest example came after my first SDP rejection in 2025, when I received a templated email saying they saw potential and to check back in six months. About a year later, after completing a full second SDP interview process with a different recruiter, I was rejected again, this time with the exact same email, word for word. When I followed up and got a call to discuss it, I was told the rejection emails are automated due to high volume, which didn't explain why I'd been run through an entire new interview cycle instead of just being told that upfront. On that same call I also received feedback for the first time in five rounds, that I needed to improve how I communicate with C-suite stakeholders, something no prior recruiter or interviewer had ever raised.