Worst place for .NET and sharepoint people - Recensione dipendente - Senior Consultant presso Capgemini

1,0
3 mar 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Flexible timing, no strict dress code

Svantaggi

Don't even think of joining if you are a .NET or Sharepoint developer, you will screw up your career. They have worst projects in these technologies. At the time of hiring they will give you fancy client names like Warner Brothers, Disney etc but all they have is garbage work. Most of the managers are who joined CG 10 years back from NIIT and other technical coaching centers and they are not even engg. graduate. They don't have even basic understanding of project management. Resource managers are too rude and behave as they are owner of the company. You will be pushed to any project without any information. For eg. if you mention Jquey in your CV as 3rd or 4th skill after .NET, they will put you into pure jquery project as UI developer without even considering that your primary skill is .NET,WCF n all and you will be forced to go. Office politics as it is every where so the same is here. You can never change your BU so they can keep you on bench for year but wont allow you to change your BU

Esplora altre recensioni su Capgemini

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

Vantaggi

Good inclusive culture , supportive community

Svantaggi

You have to be proactive and show above and beyond quality

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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