Typical Big Corporation - Recensione dipendente - Programme Analyst presso CGI

2,0
25 lug 2015
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Stable employer for the rest of your life. Paid sick leaves. No problems with home offices. Flexible working hours. Overtime not required, you do not have to work too much.

Svantaggi

Small offices with little amenities (Prague more than Brno), Canadian management actively strive to reduce office places. Pay raise problems -- you cannot just ask for more, everything is ruled by corporate metrics. No personal bonuses (performance or other). Standard corporate overhead -- timesheets, meaningless e-learnings, ... Canadian management more interested in profit than people. Czech management only do what the Canadians tell them to do.

Esplora altre recensioni su CGI

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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