Low end consulting company - Technical Consultant bei CGI: Mitarbeiterbewertung

2,0
26. Juni 2015
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CEO-Befürwortung
Geschäftsprognose

Pros

CGI has a decent work from home policy and a flexible work schedule. If you are in the right location, Fairfax or another major center, are highly political and you are willing to switch project a lot then CGI can provide a decent career path. CGI is a decent company for new college grads to get that first 2-5 years of experience before moving on to a better paying company.

Kontras

The biggest complaint about CGI is the low pay, from my experience CGI pays in the lower 10% of the pay scale. The next most common complaint is the poor health insurance. CGI is a sales organization that happens to sell IT services and the company is structured around that purpose. Everything is about getting the next contract, not about creating quality products. So you will be pushed to complete work as fast as possible. One of my biggest complaints about CGI (beside poor pay) is the lack of career growth within the company. Since CGI is a consulting company they hire most employees for a project, when the project is over CGI gives you approximately a month to find another project or they lay you off. Unless you're willing to switch projects often there is no long term employment stability at CGI. Mostly management is clueless and more driven by getting their next bonus check than insuring the customer receives a quality product.

Mehr Bewertungen zu CGI entdecken

5,0
1. Juli 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

work life balance was great

Kontras

Little ability to move up in career

1,0
16. Juni 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

no specific positives to highlight from my perspective

Kontras

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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