Highly don't recommend. Look elsewhere. - Consultant CGI Employee Review

1.0
Jul 26, 2018
Recommend
CEO approval
Business Outlook

Pros

None. There are no pros.

Cons

They will lie to your face so they can pay you as less as possible. If you're consider going to CGI ALWAYS ALWAYS ALWAYS negotiate higher than what they are offering. You'll be put on understaffed projects. If you know how to do the work then you gain all of the responsibility and blame if you the project fails. The person they keep around somehow and can't do anything will be ignored. They will only train you through cheap or free online tutorials and throw you face first into a project. Hired to be a budget analyst? Well I hope you can learn how to build an app server with JBOSS in three weeks. They won't give you what you need to succeed. Their infrastructure are far below par. You have to wait months for what you need and then get blamed for not doing 3 months of work in 5 days. Look to the person to your left. Now look to the person to your right. One of them will leave CGI in 6 months time because better companies pay more for better talent. One of them, you'll have to pick up the slack for because he or she don't know how to do the work.

Explore other reviews about CGI

5.0
May 27, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Good work environment Strong leadership

Cons

Room for growth can be limited unless you really seek it out.

1.0
Jun 16, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

no specific positives to highlight from my perspective

Cons

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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