Capgemini reviews

Beware of good ratings for Capgemini Singapore. Their KPI is to increase glassdoor rating. They have insiders to place good reviews to reflect an overall better rating. It did not fare well previously; a 2+. All the managers and senior management in Singapore, Hong Kong and Malaysia are Indians from India. Because of that, it operates as a local 'FAMILY' subsidiary rather than as a global consulting firm. Diversity and Inclusion is claimed but not clearly evident and practiced in the current environment. Why are leaders from Capgemini Global or Capgemini APAC or the other non-Indian senior leaders closing one eye to this and letting Indian management run the show loose? 1. Most of these management and their one-or-two downs are also very biased and prefer hiring Hindi-speaking people more than anyone else. They speak in Hindi most of the time, including the management. 2. They like their own people who have stayed in the company for some years and so treat them like close friends and relations. And they also recruit their own relations or friends who then soon after obtain better favors and benefits (including monetary) than rest. They can influence HR to pick and choose their own people. Then what's the point of having HR who indirectly endorses Indian individuals only? 3. They like people who only know how to talk but gets things done through the others. So what's the point of working hard? At the end of the day, their own people get promoted left and right. Else, you will need to know how to get a good name with the management. So what does this show? Due to all of these and it's because they think this company belongs to them, management turns deaf ears and blind eyes to other good thoughts and perspectives.

Awful work/life balance * 12+ hours/day work expectation. * We are told to lie and fill out 8 hr/day timesheets, despite being explicitly told to work more than 8 hr/day every day. * I have talked with other employees who are on anxiety meds because of the work expectations. I've had people on other projects reach out to me to see if my project was any better about work/life balance, only to have to tell them it isn't. * Expectations of meetings from 7am to 11pm because of collaboration with offshore. Bureaucracy * No formal onboarding for job requirements. * New hire orientation is a waste of time for most roles as it's too generic. * Dozens of hours of "mandatory training" that has little to do with actual job and is expected to be done outside of work hours. Most trainings are 90% common sense and don't let you test out. * My account manager and people manager are the same person, which means when I bring up concerns about the account, my manager has skin in the game and is unable to separate his responsibilities to the account and to me Feedback * After 6 months on the job I have received no formal performance feedback * I have found no way to give any formal feedback about my manager * When I give my manager casual feedback, he acts sympathetic and validates it and then doesn't change anything Culture * There is a pervasive culture of fear around not looking bad in front of the client, which leads to risk-averse behavior. This hurts innovation. It also hurts the relationship with the client—there are many awkward conversations where it's clear client employees would rather be seen as coworkers rather than some kind of overlord relationship. * There is a culture of blame. Management communicates the need to document all conversations so we can blame people if they agree to something and then later change their mind. This is true both between different CapGemini teams on an account and between CapGemini and the client. * Chaos. So much chaos. Neither technology nor process are documented. Very low "bus factor" for so much information. I'd say maybe this is just the client that I'm working with, but it seems that CapGemini explicitly chooses these kinds of clients because that's how they show their value--take a Fortune 500 company with technology practices so poor that a consulting agency seems necessary.