GEP Worldwide is a global supply chain and procurement consulting firm that offers strategic advisory services, procurement transformation, outsourcing and software solutions such as GEP SMART. Headquartered in Clark, New Jersey, USA, the company sup...
"I enjoy the client exposure and the variety of projects — you never get bored," says one consultant who spent three years in supply chain engagements. Another employee shares, "The teams are collaborative and you will find mentors willing to help you grow." Some junior hires mention the onboarding was fast-paced but supportive, while a few long-term staff note that peak project periods can be intense. Overall, employees describe a mix of rewarding work and periods when you will need to be flexible.
The company culture at GEP Worldwide tends to be performance-driven but collaborative. Teams often celebrate wins and there is an emphasis on problem solving and continuous improvement. You will see a mix of consulting rigor and a startup-like agility in certain product or technology groups. Diversity is discussed openly and there are initiatives meant to foster inclusion. The phrase company culture at GEP Worldwide comes up often in internal surveys, with many praising the professional environment and some calling for softer skills development and more cross-functional social time.
Work-life balance at GEP Worldwide varies by role. Consulting and client-facing positions will have busier stretches and occasional travel, so you may find weeks with long hours. Back-office, product, and corporate functions usually offer steadier schedules. Many employees say the company is aware of burnout risks and will approve time-off when asked, but you will need to manage expectations during delivery-heavy months. Remote-friendly policies help mitigate travel fatigue for some.
Job security at the firm is generally stable in steady business segments. The company focuses on long-term contracts and recurring clients, which supports continuity of work. There are occasional restructures tied to market shifts or strategic pivots, but layoffs are not described as routine. Employees will find that performance and billability are key drivers of continued employment in client-facing roles. Contract and vendor positions will have less stability than permanent roles.
Leadership is viewed as competent and strategically oriented. Senior leaders tend to be experienced in procurement and supply chain consulting, with a clear focus on growth and client satisfaction. Communication from the top is usually formal and structured; executives will present roadmaps and targets but may not always get into day-to-day details. The leadership team will prioritize key accounts and digital investments, which gives a sense of direction, although some staff request more transparency on decision timelines.
Managers are often praised for technical expertise and client management skills. You will encounter managers who are highly supportive of career development and will sponsor internal mobility. At the same time, some managers are described as delivery-focused and may place heavy emphasis on deadlines. Feedback quality varies: some managers provide regular coaching, while others lean toward outcome-driven check-ins. In general, manager effectiveness is tied to the business unit and project demands.
Learning and development programs are a visible part of the employee experience. The company will provide access to training on consulting skills, supply chain tools, and proprietary platforms. There are formal training tracks for new hires and options for certifications. Mentoring and on-the-job learning are strong, particularly in client engagements. However, employees will sometimes find that high billability expectations limit time for formal courses unless they proactively schedule learning.
Promotion paths exist and are fairly structured, especially in consulting tracks. You will see predictable milestones tied to years of experience, client delivery, and leadership contribution. Advancement is merit-based and supported by performance reviews, though timelines can vary by geography and practice area. Employees who demonstrate client impact and internal leadership will find clear routes upward.
Salary ranges vary widely by role, experience, and location. For entry-level consulting and analyst roles, approximate base salaries range from $50,000 to $80,000 USD in major markets. Mid-level consultants commonly see ranges from $80,000 to $140,000 USD. Senior managers and directors typically range from $120,000 to $220,000 USD, depending on responsibilities and region. These figures are approximate and will change based on local market conditions and individual negotiations.
Bonuses are typically performance-linked and may include annual discretionary payouts, project incentives, and, in some cases, signing bonuses. Incentive structures vary by role: client-facing staff will have billability and project success metrics tied to bonuses, while corporate roles may have individual and company performance targets. There are also occasional spot awards and recognition programs for outstanding contributions.
Health and insurance benefits meet common industry standards. Employees will usually have access to medical, dental, and vision plans, with employer contributions that vary by country and employment level. Supplemental options such as life insurance, disability coverage, and wellness programs are commonly offered. Benefits packages will differ across regions, and expatriate or international assignments may include additional support.
Employee engagement is promoted through periodic town halls, team offsites, and recognition events. The company will organize learning days, hackathons, and client celebration events. There are also internal communities and employee resource groups focused on diversity and interest areas. Engagement levels can vary by office and team, but there is a steady effort to build community and keep employees informed.
Remote work support is present and has strengthened in recent years. The firm provides collaboration tools, flexible work arrangements, and guidelines for hybrid schedules. Remote employees will have access to cloud platforms and virtual meeting resources. However, some client projects will require onsite presence or travel, and remote-work policies will depend on client agreements and local office norms.
Average working hours vary by function. Corporate teams may work a typical 40- to 45-hour week, while consultants on active engagements should expect longer weeks during delivery phases, sometimes up to 60 hours short-term. Time management and advance planning will be important to avoid extended periods of overtime. There is an expectation of responsiveness, but formal overtime compensation depends on role classification.
Attrition rates are moderate and comparable to consulting peers. The company will see natural turnover as consultants move for specialization or geography changes. Large-scale layoffs are not commonly reported, though restructuring and role consolidation may occur when strategic shifts happen. Employees considering long-term tenure should monitor market trends and organizational announcements.
Overall, the company is a solid employer for professionals interested in supply chain, procurement consulting, and technology-enabled services. Strengths include client diversity, development programs, and a professional company culture at GEP Worldwide. Areas to watch include workload intensity during peak delivery and regional variation in benefits. For job seekers evaluating working at GEP Worldwide, this organization will likely offer strong career-building opportunities and competitive pay, provided you align expectations with the demands of client delivery.
Read authentic experiences from current and former employees at GEP Worldwide
Good exposure to clients when projects run well.
Low salary and limited upward mobility.
Great culture, excellent mentorship and travel opportunities.
Project-based pay bumps were not consistent.
Smart colleagues, good compensation.
Unclear career path and job security concerns.
Flexible remote model, interesting tech stack.
Occasional long hours around release dates.
Supportive manager, good learning opportunities and clear project goals.
Salary growth is slow compared to market.
Hands-on projects and good client exposure.
Bureaucracy and internal processes slow things down.
