Capgemini

Very flexible in terms of where you want your career to go – you can drive your career.

Flexible in terms of working from home when needed (depends on project) and sabbaticals, illness, etc.

Happy to pay for professional certifications and the like.

Massive company, so there are many experts to learn from.

Works in many sectors.

The AIE is an incredible scheme which prototypes the hottest tech!

Not a bad starting point in a career in tech.

The culture/values don't really mean anything when you barely ever interact with Cap.

Training for Graduates is minimal and completely different depending on the department. Some train very well, for example, a 3-month training period before actual work. Others just throw you in with no training – it's very disorganized with no pre-written path for many departments.

No official rotation. You can ask/fight to get changed, but depending on your skills/experience and available positions, you could be stuck doing something you hate.

No technical interviews for Grad software developers leads to working with people who are inexperienced, have many bad practices, and are a pain to work with, especially when they earn the same or more than you!

Many people end up in positions unsuited to their skills. Software developers are stuck operating as PMOs or Testers for years.

Pay/package is quite poor compared to other consultancies or any tech company, really. The pay also doesn't take location into account.

Many silly corporate videos that must be watched and are patronizing.

People who talk the talk and tick the corporate boxes will get promoted despite not being valuable team members. It's hard when someone wearing a suit doing nothing gets all the credit and superior pay to the hard-working delivery teams.

Software developers are, in a way, an afterthought. Only now are Macbooks becoming a standard. We're still stuck buying rubbish Lenovo/Dell laptops, leaving developers working in Windows.

Very few projects in London. Capgemini focuses on the projects it can win – cheaper in worse places where no other consultants want to go.

Many projects are so poorly run that it's killing the delivery teams. Crazy timescales, teams too small to manage, and some higher-ups just shaking hands and saying, "Yes, we can." It's particularly evident when we have to hire other contractors to make up for the space.

Ratio of technical people to business people is silly.

Still stuck using archaic corporate software. A lot of the internal software is a joke.

Progression is limited in that it's slightly who you know. They'll get you onto the good projects and put in a good word, and getting the right project. Delivery isn't screamed about unless the project is pulling in massive revenue.

Too much focus on shifting work to offshore. It's cheaper, yes, but it leads to very poorly implemented solutions and more work for onshore people to fix.

Often doesn't feel like you're part of the company due to the distributed nature of consultancy. It's lonely.

Doesn't provide as much variety as you might think due to lack of people, leading to people being stuck on projects too long (1.5 years+ is very standard).

Formalize your interview/hiring process, as well as the technical element for technical positions.

Focus on your technical people and retaining them; they're the ones that actually make you money, not the guys talking loudly in suits!

Formalize your grad program across the entire company. I shouldn't have a completely different experience to another grad just because of which department chose us and who has their act together.

Aim to become a meritocracy: value the people who deliver something great. Don't make them wait for some silly "promotion cycle." Reward their skills now before they leave!

Stop saying yes to ridiculous client requests.

Give grads a choice in what they do when they join, maybe re-implement some kind of rotation scheme.

Give better, structured training to grads.

Rethink the need for working on client site all the time.

STOP PUSHING OFFSHORE, PLEASE.