One of the big employer in IT - Recensione dipendente - IT Sr Analyst presso Capgemini

3,0
11 gen 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Hybrid working, 3 days per week WFO if manager is good then you can go 12 days straight and then come back to home till next month

Svantaggi

Food quality worst No increment, even if you get highest rating, there is no hope that you will get good increment They will not give you increment on the basis of work productivity, The only criteria for increment is to complete Back To Office days, complete learning hours, and all other meaning less terms.

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Risposta di Capgemini
1y
Thank you for your feedback! We’re glad to hear that you appreciate the hybrid working model and the flexibility it offers. It’s great to know that a supportive manager can make a positive difference in your experience. We also acknowledge your concerns regarding food quality and the issues surrounding salary increments. We understand that fair compensation and recognition of productivity are vital for employee satisfaction. Your insights about the criteria for increments are valuable, and we will take them into consideration as we strive to improve our processes. If you have any specific suggestions or further thoughts, we encourage you to share them. Thank you for being part of our team, and we appreciate your contributions!

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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