Good company in general, great place for some. Has it's ups and downs. - Analyst CGI Employee Review

3.0
6 Feb 2013
Recommend
CEO approval
Business outlook

Pros

Nice people (although this varies obviously by office and team) Decent Salary and Benefits (medical, dental) Buy Stock and they match the contribution up to small amount per period(at least when I was there) They are good a making profit and stock consistently rises overall. Social events and bonuses on occasion. Minor pay bonus for working on call. Travel may be required.

Cons

They refuse to pay out banked overtime hours yet refusing to work overtime is very frowned upon and will quickly become problematic for you. My HR rep called me on my last day to inform me that I should have taken the last 2 weeks off as my banked time will not be paid out under any circumstances. WOW, thanks for the warning. Using banked time is usually also an ordeal. Teams I worked with were put under massive pressure due to poorly negotiated requirements with clients, which of course results in "not required" overtime. They will call a position "development" when they mean "Software Analyst or Systems Support" in order to generate interest in a role which needs to be filled. On call work may be required. Travel may be required.

Explore other reviews about CGI

5.0
18 June 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Work life balance, growth, quality

Cons

Less pay compared to market

1.0
16 June 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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