CGI Senior Consultant review - Senior Consultant CGI Employee Review

3.0
Aug 21, 2008
Recommend
CEO approval
Business Outlook

Pros

CGI is just a paymaster, when it comes to a employer-employee relationship. My satisfaction derives from working at the client site where I have earned my stars. The experience I have gained in working across 100 legacy mainframe applications, is what's making me a stable and realiable stock. The benefits offered by CGI is pretty good. They offer a 1/1 stock purchase plan(that is if you buy one cgi stock, cgi credits your account with one stock). For 401K, they have a good formula. Increases as your salary increases. The formula is hourly_rate*0.04*0.5*2080=annual value that CGI credits to your 401K account. Commuter rail discount - if work in a high cost of livng city like Boston, your are reimbursed for your monthly MBTA fare. For example if you live in the MBTA Zone 6 areas around Boston, you are re-imbursed 12*223(cost of a Zone6 rail pass)=2676.

Cons

The account management at CGI does not make use of the capabilities of account members in furthering and seizing strategic initiatives. If you are stuck in a particular client site, you could be there for a very long time!!.

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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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