Utterly disappointing company policies and HR - Consultant Capgemini Employee Review

1.0
Apr 17, 2022
Recommend
CEO approval
Business Outlook

Pros

The remuneration for the graduate program isn't great for tech consulting per se - but it's above average when compared to consulting in general. If you do well to be promoted to consultant after the 18-month program (top 10% in SEA), the pay hike is actually pretty decent.

Cons

Pay and promotional processes here are extremely slow and delayed. For example, promotion and increment meant are only issued 4 months late. This delay has happened at every step of the way from my promotion to an assoc consultant from a senior analyst, and to a consultant from an associate consultant. This is something that many graduate talents are unhappy about. Efforts reaching out to HR regarding this usually ends in vain because we get ignored - which also reflects badly on the company. It's an elephant in the room that the company struggles to retain talent, especially locals. This has been brought up multiple times to the leadership. However, the leadership, culture, and focus on capital over people make it difficult for employees to trust in the vision of Capgemini Singapore. At this time of writing, most of Capgemini's key leadership (CEO / COO) have already left the organisation.

Explore other reviews about Capgemini

5.0
Jun 25, 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
Jun 30, 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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