Life is like a box of chocolates, but with CGI you always know what you're going to get - werkgeversreview Consultant bij CGI

4,0
29 okt 2010
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

- outstanding work/life balance to the point that it's easily feasible to take up a part-time job, attend grad classes, spend time with kids, etc. - easy to take off work when necessary - unlimited sick days - team comraderie - knowledgeable middle-management - marketable starting salary - relaxed and engaging employees

Minpunten

- terrible training (often you are thrown to the wolves in a rather antiquated or faulty subsytem and your deliverable is within the day, and the technical training they have doesn't apply to your client) - much desired Subject Matter Expert Framework - promotion determination is vague - learning levels off after around 5-7 months

Ontdek andere reviews over CGI

5,0
9 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Inclusive workplace; great benefits; supportive of personal and professional growth; decent compensation for the area; - especially given the benefits; great leadership; strong culture and values.

Minpunten

Can be ups and downs if you are in a more volatile area of work which has contracts come and go. AI has increased that volatility across the industry and CGI hasn’t been immune. Individuals experience can vary by manager, but it’s a very good company.

1,0
16 jun 2026
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

no specific positives to highlight from my perspective

Minpunten

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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