Great work/life balance - Consultant CGI Employee Review

4.0
Dec 11, 2008
Recommend
CEO approval
Business Outlook

Pros

Very flexible company that is very respectful to all its members. They also have training on a regular basis that you can sign up for with approval from your manager. It's important to attend all the ones you can so when you project is up it'll be easier for you to find placement. They are also very understanding to your need if you need to work from home or step out of the office for a second. All in all the people are nice and the company is great. I would recommend them to any college newhire looking for a job.

Cons

Compensation isn't competitive and there any many chances to learn new technology. Some people also abuse the freedom they are given. They also do not plan well around project close outs as it's easy to be laid off if they don't find you an assignment three weeks after, with that said it's important to network within the company so when you time is up you have a lot of people that will have you back to make sure you are still apart of the company. Also it's easy to get 100% travel projects all in a row; however, more travel models are good.

Explore other reviews about CGI

5.0
May 20, 2026
Recommend
CEO approval
Business Outlook

Pros

A great environment of people

Cons

No major cons while employed

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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