Good Company to work with - .NET Developer Capgemini Employee Review

3.0
Sep 17, 2024
Recommend
CEO approval
Business Outlook

Pros

Lots of Internal Projects in various domains.

Cons

It's not easy to change project here and hike is bare minimum.

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Capgemini Response
1y
Thank you for your review! We're glad to hear you appreciate the variety of internal projects available across different domains. We believe that this diversity offers valuable opportunities for learning and growth. We understand that project mobility and competitive compensation are important factors for our team members. We’re actively working to improve the process for project changes and are reviewing our compensation structures to ensure they align with employee contributions. For career mobility, we emphasize the importance of talent development and internal opportunities. Through Internal Job Postings (IJPs), employees have the chance to apply for different positions within the company, supporting transparent and fair career progression. Senior-level employees also benefit from Leadership Mobility to further their careers. On the pointer regarding hike,As an organization, we are committed to ensure pay-equity and rewarding meritocracy which are foundation of our pay philosophy. Following the same, we evaluate the applicability of increments for all employees during the pay cycle, considering the current economic scenario, benchmarking against peer groups, and internal factors such as parity and performance. If you need further clarification on this, we encourage you to contact your people manager or HR business partner.

Explore other reviews about Capgemini

5.0
Jun 25, 2026
Recommend
CEO approval
Business Outlook

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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