They only care about looks and who you know. - Software Engineer Capgemini Employee Review

1.0
Apr 10, 2023
Recommend
CEO approval
Business outlook

Pros

The company provides some interesting events & offices for workers

Cons

They sell an image totally different from what they are. Initially when they are "selling" us the fish it is all a bed of roses and utopia, from the accompaniment (whether junior or senior) to the work itself, but nothing is what they say, we are forgotten in projects and rarely want to know if we are well or not, change projects without notice to the developer or the client, there is no respect for either side, change the rules of the company and want to force everyone to sign a new contract to obey those rules. They sell flexibility but there is no flexibility, either you do what they want or you are put on a forgotten blacklist and they don't care about you, basically they only like you if you are good at being told what to do without questioning. All they care about is the client's payment: Many projects are based on purposeful delays so they get paid more for their time. They sell juniors as if they were seniors. They only want to say that they are the company with the most certifications. The company is based on networking and not in knowledge, adulterate some cv's to get to include people in the project to receive more from the client There is no transparency between clients. Managers don't care about you, only about your numbers, they only come to talk to you when they have problems or complaints.

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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