Titantic in Slow Motion - Product Designer CGI Employee Review

2.0
Oct 16, 2024
Recommend
CEO approval
Business Outlook

Pros

nice people good work life balance

Cons

The UX department has taken major hits since the tech recession began in '22. The had a department head who really understood design and had exciting ideas for its development. Since his unfortunate exit, things just continue to go downhill. What was once a vibrant department with possibilities is a shrinking violet with a bunch of white-washed business consulting roles that they label under the HCD (human centered design) department. The future of product DESIGN here is very grim - less and less design work being replaced by the aforementioned consultant roles. Management continues to flail around trying to making the department profitable and each restructuring attempt makes me have less and less confidence in department. Expect to see mass exodus once job market improves. Salary below market rate. Raises and bonuses small enough to fit in your pocket.

Explore other reviews about CGI

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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