Good company - Software QA Engineer Capgemini Employee Review

4.0
Mar 17, 2025
Recommend
CEO approval
Business Outlook

Pros

Hybrid work mode, weekly thrice or monthly any 12 days, we can visit office. Work life balance is based on the project. Job Safety.

Cons

Salary package don't always align with industry standards.

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Capgemini Response
1y
Thank you for taking the time to share your experience with us! We’re glad to hear that you appreciated the hybrid work model, the flexibility of visiting the office, and the work-life balance we strive to maintain based on project requirements. Ensuring job safety and providing a supportive work environment are top priorities for us, and it’s rewarding to know that these aspects made a positive impact during your time here. We also acknowledge your concern regarding the salary package and its alignment with industry standards. We understand how important competitive compensation is for our employees, and we are actively reviewing our pay structures to ensure they reflect both market trends and the contributions of our team members. Your feedback is invaluable in guiding our efforts to improve in this area. Thank you for being part of our organization, and we wish you all the best in your future endeavors. Your insights help us work towards creating a better workplace for everyone.

Explore other reviews about Capgemini

5.0
Jul 24, 2026
Recommend
CEO approval
Business Outlook

Pros

Lots of learning development opportunities Supportive teams

Cons

Being involved in a specific practice and silo opportunities

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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