Horrible company - Senior Managing Consultant Capgemini Employee Review

1.0
Sep 9, 2015
Recommend
CEO approval
Business Outlook

Pros

Good for folks who want to start consulting career after college

Cons

Un-human policy Minimum work hours a 45/WK, No insurance coverage for employee and family the whole month in which you have joined. No benefits, 401K and other indirect benefits offered on paper eligibility starts after 13 months of joining. Drive your own car or pay for your cab to travel to clients irrespective of miles. Capgemini only reveal this information on the orientation day Miserable treatment to Juniors and college grads Capgemini force tehm to work beyond 50 hours a week For seniors they bully you to start your day at 7:30 AM at client office and finish the work day at 11:30 PM If you do not accept this style they would degrade performance in annual review or cook a false report. Mangers give personal stories to excuse No work / Life balance Traveling consultants will be asked to do Sunday thru Friday or some time Saturday return, this style is across multiple projects of Capgemini and this is not seasonal but thru out the year Most of the leadership roles are given to retired or close to retirement folks who make team members life miserable as they always speak about their grand kids and we can not even attend our sons graduation.

Explore other reviews about Capgemini

5.0
Jul 5, 2026
Recommend
CEO approval
Business Outlook

Pros

Company provides training on soft skills and technical skills prior to placing on a project.

Cons

Client contracts can end unexpectedly so you may not get to work on a project long term and change from project to project.

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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