Good clients and projects, huge learning opportunity - Anonymous employee Capgemini Employee Review

4.0
Aug 2, 2015
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

You'll get the opportunity to learn a plethora of professional development skills, including in-house training and on-the-job mentoring. Projects and clients are very good. Compensation is not bad, but not great overall. The company has high overhead so despite making high revenues (with above industry-par CM), org-level OM is just about 10%. Maybe leadership will focus on this next.

Cons

Performance rating system is not structured well and can be improved a lot. Please look at Microsoft and Accenture as examples in this area. North America market needs more penetrative sales strategy, as most US clients are cost-focussed and tend to go away to low-cost options such as Cognizant and TCS without realizing how it may hurt their overall TCO. Need to give more options to clients and sell the TCO effectively, explore the profit-sharing billing as an option. Maybe with recent acquisition of IGate, these would happen over next few months. Improve variable compensation components in the form of quarterly rewards etc.

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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