Avoid working here - Recensione dipendente - Manager presso Capgemini

1,0
9 giu 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

-The people are generally nice and helpful to work with on projects - Many people who work here are apathetic about it, therefore if you are in this category you can generally get away without doing much work

Svantaggi

-The pay and compensation package is much lower than competitors and yearly increases for even top performers are 3-5% -As mentioned in other reviews mediocrity is rampant across all parts of the organization -The organization stresses it is entrepreneurial but this is just a poor excuse for poor management and the lack internal processes and organization -Given its low position int the market compared to competitors the terms of sale for projects are often poor resulting in inability for flexibility in working remote, staying at good hotels, and the offshore/onshore mix -VPs are top management are very uninvolved in internal activities or personally developing the team or people -Attrition is very high -Professionalism across all aspects of the organization is low -The company in the US acts at though it wants to be a strategy consulting firm and advisor to clients, but its competitors and its strategy are really aligned with that of Indian Pure Plays (Tata, Infosys, etc). -Very few women and diversity at top levels of the organization. About less than 10 females VPs in the US in client facing roles. -Because Capgemini struggles to win deals, it rarely offers flexible arrangements for projects, while most competitors are increasingly focused on this to retain top talent.

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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