Work-life balanced career - Avis employé Consultant CGI

4,0
27 mars 2009
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Health benefits and unlimited sick days were the best reason to stay, but I hear they are scaling back on both. This is a great place for new college graduates to ease their way in without experiencing much stress or change in lifestyle. It is also a great place for people with families. If you need to get in a little late a few days a week to pick up the kids, they are more than understanding.

Inconvénients

Slow career advancement and low pay raises was my reason for leaving. I was put on a long-term project with little room for growth and career advancement.

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5,0
9 juin 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

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.

Inconvénients

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 juin 2026
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

no specific positives to highlight from my perspective

Inconvénients

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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