We’re hiring for our cloud and infrastructure team at Gartner!

Summary:
Gartner is growing and our cloud and infrastructure team in Gartner for Technical Professionals is hiring!  The current focus and needs include networking, backup, DR, availability, hyper converged integrated systems and cloud IaaS.  If you would like to see more details, here are the two open positions:

• Networking – Cloud and Infrastructure
• Backup, DR, Availability and/or Hyper Converged

If you have any interest, please apply at the links above or reach out to me on LinkedIn.

The details:
Gartner for Technical Professionals is the research and advisory division in Gartner that focuses on the senior most technical roles in our client organizations.  Our days are spent talking to architects and engineers from a diverse set of disciplines and end user organizations.  If you are a technical individual that thrives on interacting with other great technical people, this is a great place to be.

We’re steadily expanding our coverage of infrastructure and cloud computing, which means that we have multiple openings. On our team, we’re looking for an analyst who can cover networking, and if you have a good understanding of modern networking (i.e. SDN, SD-WAN, Cross Connects, Hybrid Cloud Networking, VPCs, vNETS, etc) that is a real plus. We are also looking for an analyst with strong knowledge of backup, recovery, disaster recovery, high availability and/or hyper converged integrated systems.  It is also a huge plus to have modern knowledge of how cloud computing is augmenting and disrupting these markets for end user organizations.  We are very flexible on the specific mix of infrastructure and cloud knowledge so don’t read too much into the specific job descriptions. These roles can be entirely work-from-home and we are currently looking in US time zones…although we are open to European candidates for these as well.  Bottom line – we want to find the best person globally that is available.

A colleague on my team, Lydia Leong, wrote an impactful series of blogs about why it is great to work at Gartner and I would like to paste the text of her most recent blog below.  She has really captured the essence of what it’s like to work at Gartner.  If you would like to work with great analysts like Lydia, then our team is for you!  I look forward to hearing from you!

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Lydia Leong’s blog entry (and associated past entries) reads as such:

Previously, I noted great reasons to work at Gartner:

1. It is an unbeatably interesting job for people who thrive on input.
2. You get to help people in bite-sized chunks.
3. You get to work with great colleagues.
4. Your work is self-directed.
5. We don’t do any pay-for-play.

In my follow-up post for women, I added the following reasons (which benefit men, too):

1. We have a lot of women in very senior, very visible roles, including in management.
2. The traits that might make a woman termed “too aggressive” are valued in analysts.
3. You are shielded from most misogyny in the tech world.
4. You will use both technical and non-technical skills, and have a real impact.
5. This is a flexible-hours, work-from-anywhere job.

I encourage you to go read those posts. Here, I’ll add a few more things about our culture. (If you’re working at another analyst firm or have considered another analyst firm in the past, you might find the below points to be of particular interest.)

1. People love their jobs.While some analysts decide after a year or two that this isn’t the life for them, the ones that stay, pretty much stay forever. Almost everyone is very engaged in their job, works hard, and tries to do the right thing. Although we’re a work-from-home culture, we nevertheless do a good job in establishing a strong corporate culture in which people collaborate remotely.
2. We have no hierarchy.We are an exceptionally flat organization. Every analyst has a team manager, but teams are largely HR reporting structures — a support system, by and large. To get work done, we form ad-hoc and informal groups of collaborators. We have internal research communities of interest, an open peer review process for all research, and freewheeling discussions without organization boundaries. That means more junior analysts are free to take on as much as they want to, and their voices are no less important than anyone else’s.
3. We have no hard-and-fast coverage boundaries.As long as you are meeting the needs of our clients, your coverage can shift as you see fit. Indeed, to be successful, your coverage should naturally evolve over time, as clients change their technology wants and needs. We have no “book of business” or “programs” or the like, which at other analyst firms sometimes encourage analysts to fiercely defend their turf; we actively discourage territoriality. Collaboration across topic boundaries is encouraged. We do have some formal vehicles for coverage — agendas and special reports among them — but these are open to anyone, regardless of the specific team they work on. (We do have product boundaries, but analysts can collaborate across these boundaries.)
4. We have good support systems.There are teams that manage calendaring and client contact, so analysts don’t have to deal with scheduling headaches (we just indicate when we’re available). Events run smoothly and attention is paid to making sure that analysts don’t have to worry about coordination issues. There’s admin and project manager support for things that generate a lot of administrative overhead or require coordination. Management, in the last few years, has paid active attention to things that help make analysts more productive.

5. Analysts do not have any sales responsibility. Analysts do not carry a “book of business” or any other form of direct tie to revenue. We don’t do any pay-for-play. Importantly, that means that you are never beholden to a vendor, nor do you have an incentive to tell a client anything less than the best advice you have to give. The sales team understands the rules (there are always a few bad apples, but Gartner tries very hard to ensure that analysts are not influenced by sales). Performance evaluations are based on metrics such as the popularity of our documents, and customer satisfaction scores across the different dimensions of things we do (inquiries, conference presentations, documents,  and so on).

If this sounds like something that’s of interest to you, please get in touch!