Consultant QA Tester - Consultant CGI Employee Review

3.0
Apr 28, 2014
Recommend
CEO approval
Business Outlook

Pros

Flexible hours, love my team, good opportunity to network with lots of people from different backgrounds, good diversity, opportunity to become involved in a project where you don't know much about it and you end up learning quite a bit. Great if you wanna travel since they pay for everything, so you are saving a lot of your own earnings. With benefits and covered travel expenses, you really are a "member" at this company, but without travel I don't think it is worth it...

Cons

I'm on a horribly managed and time crunched project. Everything is rushed, there are no processes for everything, but we do feel like we have some say in what we do (although this is probably the only project where that can happen). Payment is every 2 weeks (80hrs) and in order to get comp time you must have over 95hrs for 2 weeks. Everything over 95hrs is considered comp time (1hr of work for 1hr of comp time) which you can take at anytime as long as your manager on your project gives the "ok". So, you must "contribute" or "donate" 15hrs in two weeks before you can gain comp time hours. It's really frustrating if you do 10-15 hrs over 80hrs, and you don't get anything in return....

Explore other reviews about CGI

5.0
Jul 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Great work life balance and great people

Cons

Low starting pay compared to other companies

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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