Company details

HEADCOUNT

1000-2999

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

https://www.guidepoint.com

About the company

Guidepoint runs an expert network and research enablement platform that connects clients with subject-matter experts for on-demand primary research. The company supports institutional investors, consultancies, and corporates, using a mix of expert calls, surveys, and custom research. Guidepoint highlights a network of roughly 1.75 million experts and a large global delivery team supporting daily client requests. The company was founded in 2003 and is headquartered in New York.

Locations and presence

Guidepoint operates across 19 offices on 4 continents, with major hubs including New York plus multiple EMEA and APAC locations. Roles are commonly advertised as hybrid and tied to specific offices, reflecting local teams rather than fully centralised hiring.

Palpable Score

70.6

/ 100

Guidepoint hires early-career talent at real scale through repeatable Associate cohorts, and the company publishes unusually concrete pay and process details for those roles. The score drops mainly on outcomes, because employee feedback repeatedly flags burnout and turnover risk in entry roles, even alongside fast promotion messaging.

Pillar 1: Early-career access

Score

17.0

/ 20

The company hires Associates in Client Service explicitly as “first job post-college” roles and runs year-labelled cohorts (for example “Class of 2026”).
Guidepoint posts multiple entry-level routes across offices and functions, including Client Service and related Associate tracks that appear year-round.
The company supports early-career access with dedicated campus recruiting roles, signalling recurring graduate hiring rather than occasional junior openings.

Pillar 2: Hiring fairness and transparency

Score

14.5

/ 20

The company’s Client Service Associate posting lays out a step-by-step interview flow, including a recruiter screen, hiring manager interview, and a role simulation.
Guidepoint publishes a fixed base salary and a defined bonus target on the role page, which reduces the “guessing game” that often hurts junior applicants.
The company has candidate reports describing inconsistent interview professionalism and reliability, which pulls down the fairness score even with a structured process on paper.

Pillar 3: Learning and support

Score

14.0

/ 20

The company frames the Associate role with “built-in mentorship” and “hands-on leadership,” tied to project management and client service skill-building.
Guidepoint includes development tooling in the benefits list (for example LinkedIn Learning), which is a practical learning input for early-career hires.
The company’s entry-level role reviews often describe the work as repetitive and target-driven, which can limit learning quality unless coaching is consistently strong team-by-team.

Pillar 4: Pay fairness and stability

Score

15.0

/ 20

The company publishes a clear annual base salary for the New York Client Service Associate (Class of 2026) role and a defined performance bonus cap.
Guidepoint lists concrete benefits for that role including medical, dental, vision, and a 401(k) match figure, which supports stability for early-career hires.
The company has employee feedback in some regions describing pay as behind close competitors and linking targets to unpaid overtime pressure, which reduces pay fairness even when the headline salary is strong.

Pillar 5: Early-career outcomes

Score

10.1

/ 20

The company publicly points early-career candidates to a Client Service promotion roadmap and frames upward mobility as part of the Associate proposition.
Guidepoint has a large volume of Associate-role employee reviews, and a recurring theme is high turnover in entry roles, which is a negative outcomes signal.
The company does not publish hard outcome data that graduates can verify, such as 12–24 month retention rates for Associate cohorts or promotion medians by office.