Interview Process takes 6 weeks after you get an initial email of interest from HR. I went through 5 rounds of interviews with VPs and Peers (Leadership Partners). Every round, they informed me that they are looking for a "coach", "mentor" trait - where key expectation is to advise clients in a neutral manner during high impactful situations - to gain their trust as their go-to advisors. Every interviewer emphasized they were NOT looking for consulting skills and not looking for people to sell services from Day 1 because that is what say a Deloitte partner would do. In fact an interview question was - "why should a client hire a Gartner Leadership Partner if they already have a Deloitte management consultant in-house?". After navigating all these questions over 5 weeks, i was asked given a case study/presentation to make for my final panel interview which was scheduled in Arlington, VA office - even though i live in Los Angeles (i was originally told by HR this panel interview would happen in Gartner office closest to candidate's location - but this stance was changed in the end). This panel interview was set up to simulate a real-life client situation - with Gartner employees playing "client" roles including CIO, CTO, Chief Architect, EVP Consumer Banking etc. I spent 40 hours preparing for the presentation meticulously based on the topic given to me. In the Panel preparation call, my hiring manager again gave me feedback that being calm & balanced & poised under client crossfire is a key trait Gartner is looking for in the role and not a typical seller-of-services approach taken by consulting firms. I was actually OK with that because i truly believe advisory involves authentic listening to client issues first in a compassionate manner - so client gets the confidence that we are listening & truly understanding their problem first (instead of sitting there for the first opportunity to pitch a service).