CGI - Not a good company - Recensione dipendente - Software Engineer presso CGI

1,0
19 mag 2020
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Nothing as pros since it is difficult to find a project.

Svantaggi

Be aware since in CGI if you go on bench , then 90 percent chance is there that they will fire you. During this Corona pandemic also they are torturing the employees on bench and threatning them to put down paper. RMG & HR team is not good and not at all helping. Once you go on bench and cross 45 days then they will start threatning you to either find a project or they will remove you. Just for formality sake they will provide you few interview opportunitites but that is a trap and you will not get selected even after doing good in interview. There is no job security in this company. Problem is this company always has billing issue and cannot compete with top players like TCS, WIPRO, Accenture etc. Its not a good company when it comes to putting you on a long term billable project. My advice , please do not join this company.

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5,0
9 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Inclusive workplace; great benefits; supportive of personal and professional growth; decent compensation for the area; - especially given the benefits; great leadership; strong culture and values.

Svantaggi

Can be ups and downs if you are in a more volatile area of work which has contracts come and go. AI has increased that volatility across the industry and CGI hasn’t been immune. Individuals experience can vary by manager, but it’s a very good company.

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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