Capgemini

Cracking Capgemini's interview is the easiest thing in this globe. They release offer letters very soon, maybe in a week or two. They provide laptops so that you can handle things from home as well.

Capgemini will pay you a fair salary only if you have a cross-offer; otherwise, you will be underpaid.

The non-technical managers are the worst, as they don't have any idea about technical complexity and, hence, fail to estimate timelines. So, they expect miracles from developers.

A non-technical manager may take your project interview in one framework and then assign you work in a different framework with very strict timelines, perhaps less than five days.

Non-technical managers can directly fire you, and even HR has tie-ups with them. HR will not listen to your reasons.

Non-technical managers will call you on Saturdays and Sundays to ask for work status and build unnecessary pressure on your personal life.

Non-technical managers assign work to you, considering Saturdays and Sundays as your working days.

NOTE: I was working on the project named PLEIADE, and I am sharing my experience based on it. It may be that Capgemini is a good company.

Remove the Non-Technical Manager and keep on the developer and senior developer.

By removing Non-Technical Managers, you can increase compensation for the real heroes of the project, i.e., the developers.

Learn from major investment banks and good service-based companies where all individuals contribute code. Not like Capgemini, where these managers have zero contribution to the project, yet they perceive that the project works because of them.

I bet the management can list five tasks done by these Non-Technical Managers that are good for the project. I am sure you will find ten bad tasks, but not even one good for the benefit of the project.