Consultant -Testing - Test Engineer Capgemini Employee Review

1.0
1 Aug 2015
Recommend
CEO approval
Business outlook

Pros

1. No quality work (It can be a cons also for some folks) 2. 3 month notice period is negotiable in some cases. You can adjust your leaves in Notice period. (Again depend on your Manager) 3. If you are coming from TCS, Infosys, Wipro, IBM or such big MNC's in India, never join Capgemini. You will feel frustrated on Process and projects type. If you have never worked in any MNC, then you can give a chance. 4. First day confirmation

Cons

1. No good and long running project. You will test such craps that you will curse yourself why are you in Testing. 2. Micro Management. Your Manager will keep bugging you always. 3. Strict 9:30 hours policy in some projects. My project manager comes even you miss 3 minutes in total 9:30 duration. 4. You will see no process anywhere. HR will not call you for discussion even after resignation. 5. Manager Company, mean whatever your manager will say, you have to do. 6. No onsite. After joining you have to wait 18 months for onsite. People come thinking that its a French company and you will get onsite, but there is nothing like that. 7. Cheap politics everywhere. Employees are coming from different small companies. You will hardly find business etiquette in Employees. 8. Variable pay you get in the end of financial year. It will be mostly 50 to 70%. 9. Full and final settlement take too long time in comparison to other companies. 10 Very high attrition. Most of the people join company for only 1 or 2 year. 11. Management thinks that they are paying employees very much in Capgemini. 12. Long Bench period

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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