Gate One Reviews

- The company has gone downhill and most conversations are around people actively looking for roles elsewhere rather than long-term growth at the firm. - A substantial amount of talent left in a short period of time including several senior leaders, resulting in a loss of experience, continuity, and stability. - One very senior leadership departure occurred suddenly and was never addressed transparently, leading to widespread speculation internally and a loss of trust in the senior leadership team. - The firm has repeatedly failed to meet targets, resulting in no company bonus on multiple occasions. - There have been no pay rises for several years, including no adjustments to recent inflation, despite increasing expectations and responsibilities. - Colleagues are frequently charged out to clients at grades above their actual pay grade, yet promotion opportunities do not consistently reflect the level of responsibility or work being delivered. - The promotion process feels inconsistent and overly focused on business development and revenue generation, often at the expense of people development and fair progression. - Senior leadership appears heavily focused on business development and revenue generation, often at the expense of people development and fair progression. - Expectations around business development and "building the business" have increased significantly alongside already demanding client delivery workloads. - As a result, burnout is widespread, with a number of colleagues having been signed off work due to stress and pressure.

This review is intended as a genuine and helpful warning to anyone considering joining. Progression is extremely difficult and often feels misaligned with actual performance. There is a constant expectation to deliver high-quality, demanding client work while also selling work, contributing to business development, and building the business. These expectations sit on top of already heavy workloads and are not always realistically achievable or fairly recognised. It is common practice to be staffed and charged out to clients at a grade above your current level. You are expected to operate at that higher level without receiving the corresponding salary, title, or financial reward. Over time, this creates frustration, especially when promotion decisions do not reflect the level you are already working at. The promotion process lacks transparency and can feel highly political. There is a strong perception of favouritism in promotion panels, which undermines trust in the system. Even with strong delivery and clear contributions, outcomes can feel inconsistent and not purely merit-based. There is also a sense that HR holds significant influence over progression decisions, and this has contributed to a decline in respect for senior leadership across parts of the firm. Advice to Potential Candidates: If your priority is clear and merit-based career progression, you should think carefully before joining. Many would be better off staying where they are rather than moving into an environment where progression can feel uncertain, political, and not aligned to performance.