Great company to launch a career - Anonymous employee Capgemini Employee Review

2.0
Apr 30, 2010
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

1. Transparent Org Structure 2. Easy access to management and executives 3. Ability to switch leads / roles much easier than most companies 4. Upper management is very understanding of time off and generally allows people to take time off when needed. 5. Generally market comparable pay (when coming in) 6. Excellent perks including a. Profit Sharing b. Bonus percentage (Higher than most consulting companies) c. Paid parking d. Free coffee; sodas and vending stuff at cost e. Employee Stock Option plan (not great but an incentive) `

Cons

1. No semblance or even talk of work life balance from an organization perspective (even if it exists for a lot of people) 2.. Some managers and mid level execs (Snr Mgrs and Principles) are very bad and propagating a culture of work life balance and approving vacation requests (Most people lose 50% of 75% of their vacation each year in spite of working day and night). 3. Clique culture more so than consensus based decision making 4. Disharmony when it comes to teaming with other entities(verticals) / regions (Europe, offshore disconnect) 5. Culture of working through escalation of issues vs. marching to milestones 6. Culture of assuming risk (good for the client) in terms of signing up for fixed cost and time frame deals upfront when scope and complexity are unknown (Affects work life balance) 7. Low percentage of knowledge / artifact re-use (Dependent on smart people re-using stiff that has ) 8. Very small performance and promotion based raises. After a few years (especially at junior and management levels) your pay ends up way below market par

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5.0
Jun 25, 2026
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CEO approval
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Pros

Good inclusive culture , supportive community

Cons

You have to be proactive and show above and beyond quality

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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