Capgemini is not a better company for IT core technical person but for management professionals it is very nice. - Software Engineer Capgemini Employee Review

3.0
Nov 15, 2014
Recommend
CEO approval
Business Outlook

Pros

Capgemini has time flexibility and better for management related professionals.

Cons

Company doesn't invest on classroom training for freshers mostly. Reason is it provides classroom training to freshers hired from colleges and for off campus people NO TRAINING. Generally every big companies gives training to freshers when they are hired. Company is full of Technical support projects where technical learning scope is very limited and work culture is hectic. NO/YES for of relocation charge: This company rarely provides relocation reimbursement if an employee comes to bench and asked to relocate to another company location. For freshers either off campus or campus hired there is NO relocation reimbursement system in capgemini. There is fresher promotion policy that is fixed for 1st 3 yrs (B.sc, BCA) graduates and 2 yrs for engineering person. Hike is constant irrespective of performance. For experienced people annual hike is 3-4 based on performance. There is no separate benefit (monetary) apart from package defined in offer.

Explore other reviews about Capgemini

5.0
Jun 25, 2026
Recommend
CEO approval
Business Outlook

Pros

Good inclusive culture , supportive community

Cons

You have to be proactive and show above and beyond quality

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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