Experience greatly depends on projects and managers you work with - Anonymous employee Capgemini Employee Review

3.0
27 Feb 2014
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Great learning experiences, you can assume leadership responsibilities(note - the responsibilities, not the position!) very quickly, big name clients and really interesting projects. Opportunity to meet a lot of different people not just within the company but also in the client companies. If you are open to travel , it is even better

Cons

No work life balance. Highly political(La office) A number of people I worked with in my team were juniors on a visa who had no idea how to deal with people and were very focused not on doing a good job but avoiding responsibilities for mistakes they made. Leadership especially in the Los Angeles area seems content on getting the job done, instead of weeding out poor performers or encouraging good performers. Being promoted comes down to whether you are on good terms with your manager. I have seen a number of people totally mismanage a team, heard them claiming credit for an issue somebody else in the team fixed (in meetings where that person is not invited), managers not giving out all the info required for the team to do a job and then coming in at the last moment with the missing information and looking like a hero in front of the client etc. If you can play the game in a political environment, then go for it. Most people I know prefer to walk away with their sanity intact, which is what I also did.

Explore other reviews about Capgemini

5.0
25 Jun 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
30 Jun 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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