Human Resource function - Anonymous employee CGI Employee Review

2.0
Jul 9, 2018
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Financially stable with an attractive stock purchase plan. Global footprint and one of the larger IT Services firms.

Cons

I have witnessed a slow decline, particularly in the U.S. At one time, the medical benefits were very strong and coupled with a great work-life balance driven by a "work from home" policy, and attractive stock purchase plan. This is no longer the case. Today, the benefits are not very attractive, as the enormously high-deductible health plan creates the feeling of almost having no health insurance at all. Combine this with a weak 401k match and now a mandate to move all U.S. job functions into an office, the company is average and probably below average, in my opinion. Extremely process driven to the point where many functions spend more time on "process" than actually performing real work. Sometimes, I have witnessed colleagues going through the motions of a process, just for the sake of checking a box that really doesn't matter, while the real work gets neglected. A limited career path in some cases (depending on function) unless you live in Virginia.

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5.0
Jun 18, 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Work life balance, growth, quality

Cons

Less pay compared to market

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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