CGI knows how to keep their share price growing, but career growth is weak. - Consultant CGI Employee Review

3.0
Nov 16, 2009
Recommend
CEO approval
Business Outlook

Pros

Pay was pretty good, and once my skills were recognized, management made every effort to keep me engaged in one project or another. I had a pretty good 5 - yr. run.

Cons

1. The usual off-shoring and H1B tactics were tremendously effective in reducing costs and achieving market share, but resulted in escalating attrition of US employees. 2. Working for NYC municipal government projects is not for the weak of stomach. In many departments, the bureaucratic and racial jockying were shocking and dismaying. 3. Career development and internal training were weak or non-existant. A training portal exists, but it's largely non-technical and management-oriented.

Explore other reviews about CGI

5.0
Jun 9, 2026
Recommend
CEO approval
Business Outlook

Pros

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.

Cons

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
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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