I needed a job – fast. CGI was my very last resort. - Technical Consultant CGI Employee Review

1.0
Dec 6, 2012
Recommend
CEO approval
Business outlook

Pros

My experience working directly at client sites was almost always enjoyable. You are highly likely to be exposed to several types of industries (manufacturing, healthcare, bankingv& financial sectors, governmental services,show business), which i a great way to gain experience and knowledge in different areas. There's something for everyone...

Cons

Bad employee profile assessment by HR. Pay is on the lower end. Most of my last job interview conisted of my boss speaking about her family issues. My manager clearly knows I am unhappy about my job, and as a result never gave me the yearly member satisfaction survey (easy to maintain a "75% member satisfaction score" when you filter out the 'ungrateful ones'.) Reps will sell clients just about anything and promise services the company can't deliver. Lack of structure, poor communication skills and weak management = inefficiency, low job satisfaction, stress and poor employee morale. Not always easy for employees to "enjoy working together" in that context.

Explore other reviews about CGI

5.0
May 27, 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Good work environment Strong leadership

Cons

Room for growth can be limited unless you really seek it out.

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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