At The Gap Partnership, 73 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 30 employee surveys, with a 90% confidence level and a margin of error of ± 6.62. It was published on Jan 5, 2017. 3420 Visitors

What Employees Say

People here are given a lot of responsibility.
97%
 
People here are willing to give extra to get the job done.
93%
 
I'm proud to tell others I work here.
93%
 
When I look at what we accomplish, I feel a sense of pride.
90%
 
I am treated as a full member here regardless of my position.
90%
 

What They Do

We asked The Gap Partnership to explain what they do. Here is what they had to say.

We are the world’s leading negotiation consultancy, specializing in developing negotiation behavioral change programs. We do this through our negotiation development workshops and through our consulting proposition; all underpinned by the caliber and brilliance of our people.

About this Company

Website: www.thegappartnership.com Industry: Professional Services
US Headquarters: Rye, New York US Sites: 1
Major Locations: Rye, New York US Employees: 37
US Revenues: $12.7 million Worldwide Revenues: $43.3 million
Employees Worldwide: 170 Corporate Structure: Private
Founded: 2005

Charity Bike Build

Perks and Programs

We asked The Gap Partnership to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Americas Team Week: Our consults are on the road up 75% of the year. Although we talk and Skype frequently, there is no substitute for F2F interaction. Summer and Winter Team Week is an important opportunity for the entire Americas business to come together, to improve our sales and consulting capabilities, and at the top of the agenda, make our new joiners feel welcome and give familiar colleagues a chance to reconnect. We try to bring team building and community involvement together. Most recently we hosted build bike for deserving children in our community, giving each child a bike purchased by the company and assembled by our team.
  • Global Team Week: This year Global Team week will be held in Sorrento, Italy. Every employee regardless of role, rank, or length of service will travel to Italy for a week of team building with colleagues from across the planet. Feedback from previous Global Team Weeks informed us that our employees valued connecting with international colleagues through fun and social activities more than any meetings or training. Therefore every activity will focus on creating interactions, new experiences and shared understanding for all our employees. We are proud of our bi-annual Global Team Week because it’s a clear sign that we are investing to bring our whole team together to connect with one another, to build stronger working relationships and to invest in us understanding our company culture more.
  • Vision/Strategy Jam: Despite having employees based all over the world, we work hard to keep the lines of communication open. The recent Strategy and Vision session has been one of the key methods used to ensure that all employees have the opportunity to voice their views. These are then gathered and reviewed by the Leadership Team and as a result we have updated our strategy document. These ideas from across the team are recognized as being one of the key drivers that has helped develop the Company over the years, and helped to achieve the current marketing position.
  • Engagement Champions: The Engagement Champions team were formed after our first GPTW survey in 2014. They meet with our CEO, Steve and Chief Talent Officer, Rachael, regularly. They also meet with their local Regional Head to discuss how they should best manage engagement. After the annual survey we communicate the global results at a company meeting and then the local Engagement Champions work with their HRBP and Regional Head to create the communication and action plan for them locally i.e. sharing the results and taking the lead on actions to address highlighted areas. In America the Champions ran focus groups after the 2015 survey and presented back suggestions to the Regional Head for approval, many of which have been implemented already
  • Recognition: There are many different levels of recognition within The Gap Partnership, ranging from informal thanks on an individual basis to official recognition of achievements. The Company tries to ensure that recognition is delivered in a style suitable to the individual. For example, some employees best respond to a quiet thank you from their Manager over coffee, while others would enjoy an official announcement at one of the Company Meetings. The Line Manager training program provides Line Managers with suggestions on how to effectively and appropriately do this within their teams and also explains the types of recognition they have available to them to utilize e.g. financial reward, announcement of achievement in the TGP Newsletter and weekly emails.
  • Profit Sharing: All employees within The Gap Partnership are eligible for our annual financial bonus scheme, where depending on a number of factors (company, regional and personal performance), they receive a share of the Company profits based on their remuneration grade. Our teams are used to receiving relatively large bonuses on an on-going basis. We have an accelerator for achievement over target so for example,  if we achieve 120% of our  targets then our bonus pot will be funded at 140%.
  • Onboarding/Orientation: Twice a year we conduct a week long company orientation induction at our UK Head Office for all new starters globally. We completed our first session this May with great success. The purpose of the week is for new starters to understand our culture, strategy and values, as well as what our central (HQ) functional priorities are. Through bringing new starters together we aim to create a feeling of being in this together and a sense of cohort whereby individuals form strong relationships with others from around the world, supporting our One Team value. This encourages new starters to share best practice and communicate more with those people who were on their program once they go back to their local office.
  • Referral Program: Over the last year we have put a lot of emphasis on referrals for recruitment as we believe that our current Consultants are best placed to identify prospective future team members. We have seen great success in this area. 36% of our recruitment so far this year has been generated through our internal referral scheme. Employees who refer a successful candidate receive a monetary award following the successful completion of the candidate’s six month probation period. The referral rewards equates to $1000 for office based roles and $2500 for Consultants.

COMPENSATION BY THE NUMBERS

100% 401(k) match of employee's contribution, up to 4% of an employee's salary100% Company-paid health coverage for employees
100% Company-paid health coverage for dependents 30 hours Weekly hours required for part-timers to receive health insurance

COMPENSATION PROGRAMS

  • 401(k)

    PERKS TO MAKE LIFE EASIER

    • Free snacks during the day
    • Free beverages during the day
    Coffee Break

    WORK-LIFE BALANCE BY THE NUMBERS

    29 days Paid time off after one year of full-time employment 15 days Paid time off after one year of part-time employment
    5 days Paid sick days after one year of full-time employment

    WORK-LIFE BALANCE PROGRAMS

    • Telecommute option (6% use it)

      FAMILY CARE BY THE NUMBERS

      30 days Job-protected maternity leave30 days Fully-paid maternity leave (does not include personal vacation or paid time off)
      5 days Job-protected paternity leave5 days Fully-paid paternity leave (does not include personal vacation or paid time off)
      5 days Average length of paternity leave new fathers take5 days Job-protected parental leave for adoptive parents
      5 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
      *Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

      FAMILY CARE PROGRAMS

      • Lactation room(s)
      • Paid sick leave to care for a child or relative
      • Elder care resources

      HEALTH INSURANCE COVERS

      • Medical care
      • Vision care
      • Mental health care
      • Fertility treatments
      • Dental care
      • Prescription drug subsidy
      • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

      Community Involvement & Philanthropy

      $6,000 Philanthropic donations in last year

      Diversity

      • Married employees in same-sex or heterosexual relationships receive the same benefits
      • Non-birth parents in same-sex relationships can take parental leave
      Kicking Back

      Demographics

       
      Team Building

      How to Get Hired

      We asked The Gap Partnership for some inside information on how to get hired at the organization. Here is what they had to say.

      What key characteristics tell you a prospective employee will be a great fit for your company?

      Our values and our selection criteria are one in the same.  We believe in being the best, we are innovative in our approach to all challenges, we are passionate about being passionate (it's why we get up in the morning), we are One Team, always going out of our way to help our colleagues, and we trust each other - to do what is right for our business and for our clients. Through the interview questions we use and our assessment methods, we ask the candidate to evidence our values and we delve into their values and motivators to ensure there is a match with ours. If someone is very change averse and can’t deal well with ambiguity, then they won’t be successful in our business.  

      What can prospective employees do to get your attention?

      We are always interested in speaking with individuals who are aligned to our values and share our passion for negotiation. The careers section of our website will make you aware of the openings we have by location.  Once you have spotted a role that captures your attention, use our easy application process and begin the conversation with our Talent Team. If you do move forward in the interview process, bring your authentic, best self to the interview.  We want to see the real you, not the 'interview" version of you.  Have an opinion, a point of view, don't play it safe.  Our interviews are performance-based.  We want to get insight into how you organize, analyze and synthesize information.  How do you get to an answer?  Your answer may not be text book, but that is ok, we are looking for innovators and innovators never fit neatly into a box.  

      Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

      Automotive, Aerospace/Defense, Transportation are areas of emphasis for us in 2017, as well as continued interest in people with deep experience selling into Retail and Consumer Package Goods companies.  Given the nature a consultant's work, client facing roles should expect a high level of travel, however we have client management and administrative roles that support sales and service delivery from our Rye office that have zero to light travel.  

      What should interested candidates do to find out more and get started?

      Our website, www.thegappartnership.com/Careers is a perfect place to start - it gives a great overview of the company and insight into our culture.  The Careers page has the most up to date listings of openings.  Those interested in an office-based role need to be within commuting distance of Rye, NY, however our consultants can live anywhere in the US, as long as they are near a major airport.

      hiring Outlook

      22 Job openings forecast for coming year 19% Job Growth
      21 Average applicants per opening 296 Applications received
      12 Positions filled in past year 8 New positions created
      3 Jobs filled by current employees 12% Voluntary turnover for full-time employees
      * All figures refer to 12-month period prior to reporting, unless otherwise noted.

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