Take a ride to build cv, look for better pay elsewhere - Anonymous employee CGI Employee Review

2.0
Jun 15, 2010
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Dynamic, new projects, new clients, opportunities are there, move to certain level may happen, all frameworks to facilitate life of employee are in place, common sense in decision making by management as a sign of growing Business Unit, so personal growth in direct relation to the manager, benefits are in place, money for training there

Cons

no salary increase in last 2 yrs, this is available only with the promotion, many deserve raise, not so many can get promoted and it is more difficult to justify the latter; There is usually one promotion e.g. Analyst to Snr Analyst for most; Benefits could be better; very low salaries compared to elsewhere, weird work relations in smaller locations with people extremely touchy going directly to HR; overtime over 40hr as work for free and expected when client needs it. Happiness for staying employed should suffice. Planning not too smooth as for bench e.g. hitting bench even though a week earlier there was a demand for your skills for a next project; take vacation when it suits cgi even if it does not make any sense and use for you

Explore other reviews about CGI

5.0
May 27, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Good work environment Strong leadership

Cons

Room for growth can be limited unless you really seek it out.

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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