Don't get your hopes up on moving up at this company - Consultant CGI Employee Review

2.0
Apr 21, 2009
Recommend
CEO approval
Business Outlook

Pros

Work Life balance. CGI Federal is not like other consulting firms and offers a very flexible work schedule which is the only reason I am still working at this company.

Cons

--It's very hard to find a good manager at CGI Federal. The senior management hammers project managers so hard about hitting their numbers that the people who are actually doing the grunt work are ignored and forgotten about. --Promotions are ridiculous and all about whos rear-end you can kiss. People who have been working here for 5+ years are still consultants whereas a person working for 2 years who started as a college hire is promoted to Sr. Consultant. It's almost a joke. --In order to get promoted, they will tell you that you need to do X, Y, and Z. So then X, Y and Z come along and they will not let you do them hence holding you back from your career growth. It's all about the money at this place.

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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