Very Good Company to work for - Recensione dipendente - Senior Consultant presso CGI

5,0
24 feb 2013
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Career development - tuition assistance, access to online training for professional certifications, certification fees are paid. Opportunity for promotion without applying; if you perform, you are automatically advanced. Profit sharing - stock purchases are matched to 3% without a waiting or vesting period. 401K matching to a certain percentage. Great benefits packages. Annual bonuses eligible after a year. Not many companies now award bonuses to the people working in the trenches, so a very nice perk.

Svantaggi

If CGI is the lead on a project, everything is good. If CGI is a sub-contractor on a project, the staff that is deployed on that assignment will need to adhere to the lead contractor's culture and it is not necessarily a good thing. Someone working as a subcontractor needs to just roll with the punches and adapt.

Esplora altre recensioni su CGI

5,0
18 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Work life balance, growth, quality

Svantaggi

Less pay compared to market

1,0
16 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

no specific positives to highlight from my perspective

Svantaggi

I worked at CGI in both India and the USA and observed similar workplace culture concerns across both locations. The only real difference was HR—India HR felt more supportive, while my experience with USA HR was disappointing. My employment ended shortly after maternity leave due to an alleged “lack of projects,” which I experienced as a layoff. I also observed what appeared to be misuse of position by some leaders, including blurred professional boundaries, preferential treatment, and expectations that went beyond normal workplace roles—at times resembling personal-assistant-style demands rather than professional conduct. Surprisingly, I also noticed inconsistent “policies” applied differently to different individuals. In some cases, it felt like the rules changed depending on who you were. When leadership became aware that someone was related to another employee in the organization, it sometimes felt like that person was singled out or targeted rather than treated objectively. Overall, these practices—whether through inconsistent treatment, perceived power misuse, or favoritism—undermine trust, damage workplace culture, and raise serious concerns about fairness and professionalism.

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