Worst place to work - Recensione dipendente - Software Engineer presso Capgemini

1,0
9 ott 2020
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There are literally no pros of working in Capgemini as a fresher.

Svantaggi

Even after having to work for 9:30 hrs, managers shamelessly ask for overtime. Negligible salary hikes. No growth. Resources are exploited to the fullest.

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Risposta di Capgemini
5y
Thank you for taking out time to review us! We are sorry about your experience while working at Capgemini. As we adapt to the new norm in the world, we have supported employees to work from home. While we strive to ensure work life balance, we can understand that sometimes it might not be the case. We have stringent work time policy inclusive of breaks and in case work is going beyond that we request you to share details with your local HR. Also, we encourage you to have an open communication with your manager. We are dedicated to always improving our compensation basis industry standards and are looking for ways to ensure our employees have equal access to growth and development opportunities. We encourage you to fill the monthly Pulse survey as this gives us direct and continuous access to your experience. We use this feedback to improve your experience.

Esplora altre recensioni su Capgemini

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

Vantaggi

Company provides training on soft skills and technical skills prior to placing on a project.

Svantaggi

Client contracts can end unexpectedly so you may not get to work on a project long term and change from project to project.

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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