Gartner Business Development Executive interview questions

Three phone calls with a recruiter who interviews and coaches. One of which is a Skype call. Role playing. In-personal with a panel. I found the Sales Recruiter to be vastly different in professionalism, demeanor and external orientation than panel interviewers. The panel used a business case “primer” as a means to determine analytical abilities from which they interviewed in a panel that was timed. The panel conducted a second role playing activity. The peer part of the panel interview was unpleasant as the gentleman who would have been a peer was negative, depressed and looked as if the interview inconvenienced his busy schedule. He even admitted he was at 50% of his goal.

This was my 3rd time interviewing with Gartner. I had one interview there in 2016 (CEB) where the recruiter, didn't even show up, sending a junior colleague instead, who left the room abruptly ending the interview. I had an interview in 2018 for a different role, again only with HR. I never received any feedback for either of these roles. I was approached again by a Senior Recruiter in May 2019 - we arranged an initial hour-long call, that had to be rescheduled when they overran. The recruiter was late in calling - I actually had to call them to remind them we had a call scheduled! Their questioning was thorough and rigorous on the first call, and I was surprised not to be offered a face-to-face interview afterwards. I was instead asked to send through revenue and target figures ahead of a 2nd call, and prepare for case study examples on the call. The recruiter was again late to this call, which again lasted for an hour, and regurgitated the same content from our first call, albeit with a little more structure plus the revenue figures. I was given feedback at the end of the call that I didn't have enough C-level experience, despite having covering off this point already in our first call, that I didn't have C-level experience, but had experience dealing with comparable seniority and Heads of Departments, Senior Bankers and Partners. It seemed like the recruiter had tunnel vision, and they were unwilling to accept anything outside their brief for the role. I was surprised that the recruiter would give up two hours of their time, knowing already on the first call that I wasn't an exact match for their requirements. They were clear that they felt I was a good fit for Gartner, and suggested I look at more junior positions within the company. I am disappointed not to be given the opportunity to ever interview beyond the Gartner HR department, i.e. with the actual line managers of their business units.