Bad hikes, no RnR, total exploitation by clients as no support from company side. - Recensione dipendente - Senior Software Engineer presso Capgemini

1,0
24 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The hybrid mode is only good thing i experienced.

Svantaggi

Really low to no hikes.

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Risposta di Capgemini
2mo
Thank you for taking the time to share your feedback. We appreciate you highlighting the flexibility of the hybrid work model at Capgemini and are pleased to know that this has been a positive part of your experience. Supporting employees with working arrangements that enable balance, productivity, and collaboration remains an important focus for us, and your feedback reinforces the value of this approach. We also acknowledge your feedback regarding salary hikes being very low or not occurring as expected. We understand that compensation growth and timely recognition are important for employee motivation and long-term career satisfaction. While salary revisions are influenced by multiple factors such as performance outcomes, role expectations, business conditions, and market considerations, we recognize the importance of ensuring employees feel their contributions are fairly recognized. Your insights are valuable as we continue to evaluate and strengthen our compensation and recognition processes to improve transparency and employee experience. Thank you once again for sharing your thoughts and for being a valued part of Capgemini. Wishing you continued growth and success in your career journey ahead.

Esplora altre recensioni su Capgemini

5,0
4 lug 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great place to work - depending on the market unit

Svantaggi

Depends on which market unit you work fir

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

Vantaggi

there are no pros for this company

Svantaggi

I was laid off after spending several months on the bench, with "lack of available projects" cited as the reason. However, another consultant in the same role who was also without an active client engagement was retained. As a woman and racial minority, I could not ignore the disparity in how these decisions appeared to be made. Before my termination, I reported being recorded without my consent and raised concerns about conduct that I believed reflected implicit bias. I was referred to as "URM" instead of by my name or role, encouraged toward race based employee resource groups rather than meaningful career opportunities, and repeatedly advocated for fair project placement while on the bench. My employment ended shortly after I raised these concerns. Following my termination, I pursued the matter through the appropriate internal and legal channels. I provided documentation supporting my concerns and gave the company multiple opportunities to investigate and resolve the issues. Rather than meaningfully addressing the evidence or acknowledging the seriousness of the allegations, the company denied wrongdoing, offered what I viewed as a nominal severance, and declined to accept accountability. Employees deserve confidence that concerns about discrimination and retaliation will be investigated objectively and fairly. My experience left me with the opposite impression.

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