Capgemini, truly collaborative - Manager bei Capgemini: Mitarbeiterbewertung

3,0
21. Jän. 2009
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CEO-Befürwortung
Geschäftsprognose

Pros

International consulting - much stronger in Europe than in the US. Our training university is outside Paris We offer full service consulting, including Strategy (not top tier), Business Consulting, Technology Consulting (including custom development, package implementation, application management, infrastructure management, etc.), Outsourcing (both Business and IT), and Staff Augmentation. It’s nice to be able to hand off front end work to your own teams for delivery and follow all the way through implementation. Very collaborative – we generally use combined client/Capgemini teams on projects. Kinder & gentler to clients than some peer companies - “we do it with you” and not “to you”. We try to make clients/client team members look good and give them the credit for success. We also play well with others, i.e. work well in multivendor environments and don’t spend all our time fighting other firms for work. I really feel we are focused on what's best for clients, even if the answer is internal or going ahead with a competitor. We are also kinder & gentler internally, less of an “up or out” model. Results in a higher level of experience at each level than some peer companies.

Kontras

Slower promotion on the business consulting side than some peer companies Capgemini’s strategy to play in all consulting areas (Business consulting, IT, Outsourcing, etc.) results in challenges with internal metrics and incentives. Not as strong in any one area as a pure play. Almost no brand recognition in the US - probably will not impress your friends

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5,0
4. Juli 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great place to work - depending on the market unit

Kontras

Depends on which market unit you work fir

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

Pros

there are no pros for this company

Kontras

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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