Terrible - Programmer/Analyst CGI Employee Review

1.0
Sep 8, 2018
Recommend
Business Outlook

Pros

Good pension benefits, met some nice people, good grad scheme

Cons

Bad pay for the amount of work, quite often you have to work on weekends/overtime in the evenings. They used Bell Curve Method of Performance which means many of your colleagues treat you like an enemy. There's no team spirit. The company uses really old methodology/waterfall development. There's a lack of senior software engineers/people with medium amount of experience. Most people are either really junior or senior manager/architect level. The company is also very hierarchical. Talking to the boss of your boss is frowned upon. Finally, since it's an IT consultancy you can be sent to a city you don't want to live in unless you can find a role in your area, you can also be forced to do a job you don't want.

Explore other reviews about CGI

5.0
Jun 9, 2026
Recommend
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
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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