Don't take a Recruiting Job here - can't speak on other departments - Technical Recruiter Capgemini Employee Review

1.0
Feb 21, 2019
Recommend
CEO approval
Business Outlook

Pros

The office is nice; there's cold brew coffee on tap and decent food from time to time for free. Free yogurt and cereal daily. Super flexible Work from Home situation in the Recruiting group (you only have to be in the office 2 days per week, and even those 2 days are relatively flexible).

Cons

Don't take a Recruiter job here. Can't speak on other jobs, but don't take a Recruiter job. There's no ATS system. There aren't any systems at all. The whole job is done in Excel spreadsheets and MS Outlook. There is a weekly report you have to fill out with hundreds of rows of Excel updates, something that would be automatically handled by the simplest ATS system. This is a big part of your job, whereas if there was any Software product being utilized, it would literally not be a part of your job. Also - 75% of reqs you work on will get cancelled, but the business partners approach you with aggressive, 911 level urgency for every single req. You put in a ton of work because you're under the gun, and then a week later they just come back and say "oh we don't need those anymore." The Recruiting group at this company is unlike anything I've ever seen in a professional environment. It was jarring. I've never written a Glassdoor review before - but I felt super obligated to for this company because I wouldn't want to see another person unsuspectingly join the Recruiting team.

Explore other reviews about Capgemini

5.0
Jul 4, 2026
Recommend
CEO approval
Business Outlook

Pros

Great place to work - depending on the market unit

Cons

Depends on which market unit you work fir

1.0
Jun 30, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

there are no pros for this company

Cons

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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