Good for Senior Consultant folks......Not recommended for freshers - Recensione dipendente - Associate Consultant presso Capgemini

2,0
9 set 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Global brand name Big Clients who are really serious about the outputs Very good infrastructure and facilities Good for >7 Yrs Experienced My managers were good though they did not have enough powers.

Svantaggi

1) For laterals No hike in the first appraisal...which means lateral Joinee has to wait for two cycles to get proper hike.This has happened with every new employee. 2) H1 will be processed only for senior/Lead level employees who have high salaries. This is actually New HR Gimmick to reduce cost as senior employees could be managed with same salary at onsite as well. Because of this one need not expect Onsite if he is <6 Yrs Exp. 3) 3 Months notice period 4) 4 -5 % Hikes 5) High attrition at 2-5 Yrs Exp level employees due to lack of opportunities. 6) Practice teams intervention in decisions related appraisals, Onsites. My managers really tried to retain me hard but Practice showed no response they are lame and useless. 7) They hire Useless people, my project was filled with unskilled people due to bad hiring strategy.

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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