It'll give you good experience but too few opportunities for advancement. - Senior Operator CGI Employee Review

3.0
Nov 22, 2008
Recommend
CEO approval
Business Outlook

Pros

I deal with many clients on multiple platforms. This gives me good exposure to a large section of the industry. The share purchase plan is alright but they only match you 2% which isn't much seeing as there's no pension.

Cons

They advertise "PROFIT SHARING" but they never share the profit. Every year they find a new way to alienate my business unit and after announcing millions upon millions in profits we never get a share of it come profit sharing time. There's NO PENSION which makes you even more mad when they swindle you out of profit sharing. The senior management clearly favour the Montreal business unit, as it's based out of Montreal.

Explore other reviews about CGI

5.0
Jun 9, 2026
Recommend
CEO approval
Business Outlook

Pros

Inclusive workplace; great benefits; supportive of personal and professional growth; decent compensation for the area; - especially given the benefits; great leadership; strong culture and values.

Cons

Can be ups and downs if you are in a more volatile area of work which has contracts come and go. AI has increased that volatility across the industry and CGI hasn’t been immune. Individuals experience can vary by manager, but it’s a very good company.

1.0
Jun 16, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

no specific positives to highlight from my perspective

Cons

I worked at CGI in both India and the USA and observed similar workplace culture concerns across both locations. The only real difference was HR—India HR felt more supportive, while my experience with USA HR was disappointing. My employment ended shortly after maternity leave due to an alleged “lack of projects,” which I experienced as a layoff. I also observed what appeared to be misuse of position by some leaders, including blurred professional boundaries, preferential treatment, and expectations that went beyond normal workplace roles—at times resembling personal-assistant-style demands rather than professional conduct. Surprisingly, I also noticed inconsistent “policies” applied differently to different individuals. In some cases, it felt like the rules changed depending on who you were. When leadership became aware that someone was related to another employee in the organization, it sometimes felt like that person was singled out or targeted rather than treated objectively. Overall, these practices—whether through inconsistent treatment, perceived power misuse, or favoritism—undermine trust, damage workplace culture, and raise serious concerns about fairness and professionalism.

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