Sogeti

www.us.sogeti.com
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1 person found this helpful  

sogeti may be a good place to work ... if you have a sufficient technological level and the will to learn

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Applications Architect in Luxembourg (Luxembourg)
Current Employee - Applications Architect in Luxembourg (Luxembourg)

I have been working at Sogeti

Pros

Strong emphasis for certifications, good communication between co-workers. Management will carefully listen what you have to say, even if they don't act accordingly. However, if you're volunteer and strive to puch your career up, people will help you.

Cons

When on a long mission, head management will forget you if you don't communicate well about what you're doing. Managers will not try to push you if you don't do it yourself

Advice to ManagementAdvice

Come more frequently meet staff on the customer's site ... if you don't, people will forget they're primarily Sogeti employees and will end up acting as customer's employees. Don't let people stay more than 3 years ont the same mission.

Recommends
No opinion of CEO

439 Other Employee Reviews for Sogeti (View Most Recent)

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  1. 1 person found this helpful  

    A Good place to start your career

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Design and Test Engineer
    Current Employee - Design and Test Engineer

    I have been working at Sogeti

    Pros

    - good opporunities to start some interesting jobs in subcontractor for Aerospace companies
    - medium and short term mission meaning some good opportunities to acquire experience in several fields.

    Cons

    - low salary
    - few opportunities to evolve and improve your position among Sogeti
    - bad management policy : distant and more dedicated to improve their bonus than your well being.

    Advice to ManagementAdvice

    Try to be a little more closer to your employees, and also more honest. Employees can take their responsabilities as well if they are given just causes.
    e.g. do not hide behind the crisis to reduce augments while still provinding to all the employees communication in glass paper by mail : this is uncomprehensible. (among all else)

    No opinion of CEO
  2. 3 people found this helpful  

    Good place to get your foot into the industry, not the type of place to make a career out of

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Consultant
    Current Employee - Consultant

    I have been working at Sogeti

    Pros

    - MSDN subscription
    - Certification reimbursement
    - Vast array of technologies and projects allow you to steer your work towards the type of technologies you really enjoy working with.
    - Lots of knowledgable colleauges.
    - Many extracirriculars and learning opportunities.
    - Used to give out seasonal bonuses just for being an employee if the company was doing well.
    - I3 Bonus program will reward very 'ambitious' consultants who can sell business.

    Cons

    - Being on the bench (not billing at a client) is highly frowned upon, even when you did a good job on your last project. HR will try to force you to take all your vacation/comp time when your not billing. Chance to get fired if you don't have any left. Forget that Bermuda vacation if you hit the bench.
    - Disparity in sales team leadership. If sales cannot find you a job, you might just be asked to leave the company.
    - Getting anywhere in the company requires you to aggressively pursue new business for the company. Even if you were to spend 2 weeks outside of your billable hours working a pursuit, if it falls through you will not get compensated or recognition for your work.
    - No more christmas bonus :(

    Advice to ManagementAdvice

    It should not be on the consultant's responsibility to initiate most of the company's sales opportunities. Depending on the client and situation, the consultant might have a valued opinion or no say at all in selling business to a client that is outside of their control. If a consultant on the bench cannot be placed, then the responsibility should fall on either the recruiter or sales team, not the consultant.

    Strong leadership that is in touch with their consultants will make or break the company. Provide incentives to keep good leadership from switching locations or leaving the company. Lack of good leadership does not inspire the better consultants to stay long term.

    No opinion of CEO
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