15 Bewertungen von Mitarbeitern
15 Mitarbeiter haben diesen Arbeitgeber mit durchschnittlich 2,8 Punkten auf einer Skala von 1 bis 5 bewertet.
7 dieser Mitarbeiter haben den Arbeitgeber in ihrer Bewertung weiterempfohlen.
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Jetzt Profil vervollständigen15 Mitarbeiter haben diesen Arbeitgeber mit durchschnittlich 2,8 Punkten auf einer Skala von 1 bis 5 bewertet.
7 dieser Mitarbeiter haben den Arbeitgeber in ihrer Bewertung weiterempfohlen.
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Not much, as stated if you have other job opportunitie / options, do not join this company
A lot (see different comments / details in various sections)
It is important for the company to begin by acknowledging and valuing feedback from its employees and other stakeholders. Feedback, including comments on platforms like kununu, can provide valuable insights into areas that require improvement within the organization. Instead of focusing on how to erase or dismiss negative feedback, the company should embrace it as a starting point for constructive dialogue and change.
Regrettably, the work atmosphere within the organization is currently experiencing significant challenges. Instances of workplace bullying have been observed, where individuals are subjected to inappropriate behavior and mistreatment, however there are no consequences for these upper managers eventhough mistreatment has been reported. Additionally, some issues are indicating a lack of inclusivity and equal opportunities for all employees. Also practically no Swiss employees are working there, as they tend to seek opportunities with more reputable companies within Switzerland. Most employees come from abroad (Germany or France). The company is not able to attract Swiss talents - which already says a lot.
The consulting brand has limited recognition and awareness in Switzerland, particularly in the German-speaking regions. However, it enjoys relatively higher visibility in the French-speaking parts of the country. Unfortunately, challenges arise due to the leadership's lack of focus on project delivery. They tend to prioritize selling projects at lower prices without allocating sufficient resources. As a result, clients are left dissatisfied with the quality and outcomes of the projects.
The work-life balance within the organization can be highly challenging, especially if your capabilities and competence are recognized. In such cases, you may find yourself juggling multiple responsibilities simultaneously, including various projects, proposals, and tasks. However, on the flip side, there are instances where the work-life balance can be quite favorable. Interestingly, there is a significant amount of idle time, commonly referred to as "bench time," where certain individuals manage to avoid substantial work obligations without any repercussions or reprimands. This creates an environment where some individuals appear to be able to get away with doing very little, while others bear the burden of heavy workloads. Also then the recognition is not given the people working heavily, promotions even tend to go to people who perform less work.
Initially, the company aimed to attract talent by promising faster career progression compared to competitors. However, this claim has proven to be inaccurate, particularly since the French parent company gained more influence. As a result, the opportunities for quick promotions have diminished.
During my tenure, I faced limitations in pursuing further education. While the company offered basic courses, there were no provisions for supporting employees in pursuing more substantial educational opportunities.
At the entry level, there is some room for negotiation in terms of salary, allowing individuals to secure a favorable compensation. Employees who receive promotions often do not experience significant increases in their salary, resulting in a wide range of salary bands across similar positions.
This inconsistency in salary raises can lead to disparities where some individuals may be earning considerably more than their peers in similar positions.
No real iniatives around
The colleagues at lower levels within the organization are exceptional individuals who contribute positively to the work environment. However, when it comes to leadership, there is a notable absence of collegiality. The team experiences poor treatment and feels as though they are being exploited or taken advantage of. There is a distinct lack of camaraderie and collaboration between „the boss“ and the team. Even if this has been brought to attention, the leadership does not care.
Not really many „older“ colleagues around
The leadership within the organization often fails to take genuine responsibility for their actions. Their primary focus lies on achieving key performance indicators (KPIs) rather than prioritizing the well-being and development of their employees or even considering the needs of the clients. There is a strong emphasis on generating sales, which often leads to a loss of focus on delivering quality work and meeting client expectations.
Furthermore, it is noteworthy that some members of the leadership team lack a consulting background and instead come from different industries. This lack of consulting expertise can result in inefficiencies and challenges in understanding the intricacies of how consulting works. Clients have even openly complained about these directors and senior directors, however the managing directors / VPs do not care as they just tend to see that there was a sale of project - sale is higher priorizied than delivering projects. Even bad running projects are beeing hyped internally and no transparency is given on what is really going on.
Office conditions very poor. E.g., During summer time is the air very bad.
Communication is taking place within the organization; however, it appears that there is a lack of clear planning and strategic direction. Over the course of several years, there has been a recurring repetition of the same messages, indicating a lack of progress or concrete actions. The organization is positioned as a start-up-like company with the goal of establishing a stronger presence and brand recognition in Switzerland. However, the specifics regarding how and when this will be achieved have not been effectively communicated. This lack of clarity probably stems from a potential absence of a well-defined plan within the management team.
Inequality becomes evident within the organization as there is a significant imbalance in the representation of women across different levels. While there are some women occupying positions at the highest and lowest levels, there is a noticeable absence of women in middle management roles.
Additionally, a concerning perception exists among some members of the leadership team that having a child as a woman equates to an inability to pursue a successful career. This mindset perpetuates gender biases and restricts opportunities for women to progress professionally and assume leadership positions.
Initially, tasks at lower levels within the organization may hold a certain level of interest. However, if you prove yourself to be a capable manager, you may find yourself performing tasks that span across various levels, ranging from consultant to senior director. This is often due to a lack of expertise or knowledge at higher levels.
Unfortunately, despite the efforts and contributions made on your part, there tends to be a lack of appreciation for the tasks you have successfully completed. Also even if you are hard working, you do not tend to get the promotion if you are not the „favourite“ of the leadership team. Some managers are thrown off projects / could not deliver on projects due to lack of experience and knowhow multiple times but still are praised and even given high bonuses, best ratings and promotions.
The people - and I mean the hard working consultants, senior consultants and managers. There is some fantastic talent around!
The leadership team....
Perhaps bringing in some senior people that truly understand the Swiss Market and have a solid client network. Also, and this is going to be the most difficult part, if you want to play with the big firms in Switzerland you will have to invest and you will have to do that for a few years. However, my perception is that there is no real commitment from France to put the pedal to the metal and invest in Switzerland....
Toxic - you can hardly find anyone in the team that has something good to say about the current situation within the company....
None for consulting services...
Overall there is a feeling of "quiet quitting" people just seem to do the bare minimum, me included. This results in a better work-life-balance then you would expect from a consulting company
I still have not figured out, how and where to get on interesting trainings. Then again you probably don't want to do too much training as that is in conflict with the chargebility targets....
For me personally salary is fair and pension fund was also good. Besides that very little to no benefits. On more junior grades packages are substantially below industry average
On paper yes - and we also try to sell sustainability services, but we don't even have proper recycling happening in the office (e.g no place for aluminum cans)
People pull together in the misery, but due to the constant pressure from the leadership team there is little trust and people are trying to focus on their individual success
Hard to judge as there are none around...
Lot's of empty promises - there has been a promise of a new strategy, promise of support, promise to re-evaluate bad working environment, promise to look into compensation and benefits....but so far no tangible actions. The top leadership team is not on the ground in Switzerland and mostly "manages" the organization from abroad
The current office in Zurich is really bad! I stay away from it as much as possible as you can't really work there. There is a plan to move into a new building 2024/25...but communication around that is also very fuzzy
Very little - we have now been waiting for a new strategy for month
...there are a few D&I activities
I personally always had interesting client projects that made me forget about the internal problems. However, navigating internal processes (timebooking, invoicing procurement) has been a nightmare. There is a backoffice for those activities but the processes are so broken that these activities take more time then the actual consulting work we should be doing....
There were a few good and interesting projects mostly due to the client.
Due to the constant change in the strategic vision for the Swiss market, the company is not able to develop business in Switzerland. This leads to a few projects with Swiss clients.
With a thin project base, there is no real space to flourish and learn. The salary is on a minimum level and there is a lot of uncertainty if your position is safe or your bonus will be paid.
By setting ambitious growth plans, consider the time it needs to develop a new market. It is not only hiring that is needed.
Take responsibility for your actions and communicate in advance and appropriately.
Over my multiple years of experience working for Capgemini, the work environment and culture gained in toxicity. The management misleads the employees with false statements and cannot provide short-, middle- or longterm planning and vision.
There is no space for personal or target-oriented development since the employees are just thrown into any kind of project (often internal projects) as long as it's billable.
Difficult standing within the Swiss market. While the Swiss activities were driven by other countries in the past, no real network or client relationships could have been built. While trying to build the Swiss location as an alone-standing unit, the only real effort was to hire people just to let them go after not being profitable.
Clients do not know the brand in the Swiss market.
If you are on a project it's completely dependent on the client. In addition, the internal management is throwing some extra work at you, trying to develop the business in Switzerland. On Business Development duty it's often working long hours due to unstructured proposals, lack of expertise, and incorrect role allocation. If proposals are not finished it is also common to work on weekends. If you want to participate in any further development like certifications it is also expected to do this in your free time. In general, they are looking for people to shut up and work till midnight.
Fast promotions are one of the teasers to attract a young workforce. Nevertheless, intransparent decision-making behind closed doors provides no insight into the process. For your personal development, the feedback will be provided with a number. (Difficult to strive from). Even if feedback is requested, there is no honest feedback to learn and develop from.
The leadership is not interested in any criticism or improvement points on their own management style.
There are some possible internal learnings and development courses, but it's highly focussed on the Capgemini goals. For external courses (CAS, MAS, and others) is no money available, therefore no support is granted.
Capgemini pays at the lower end of the consulting range and does not provide real benefits to the employees. Overtime cannot be compensated even if stated in the contract.
Capgemini poses as a sustainable company and promotes sustainability awards won, but in the end, no one is living it. If the flight is faster than the train the flight will be chosen.
Due to the fact that the management is creating an environment of uncertainty, the colleagues have a bond through pressure. Nevertheless, since promotions and bonuses are decided behind closed doors, colleagues are often in a competition not willing to work honestly and openly together.
In general, no issues can be found with this point. Nevertheless, the company only hires a rather young workforce.
Since it's consulting I guess most of the leadership learned to not take any responsibility. This is lived throughout every aspect of the business. Any kind of responsibility is passed along and decisions are often delayed until they are obsolete or the damage is already done.
They are preaching entrepreneurship, while unable to steer the ship.
There is no appreciation for the work, which is done.
The workplace is more than outdated and does not provide the infrastructure for basic needs. It can be mistaken for a construction site.
Even if the leadership is pushing the come back to the office, the space is too small for the employees and seats need to be reserved.
Project allocation could be done on the same day as well as any other activities, which occurred ad-hoc. "Client work" or business development always comes first, which leads to no effective team communication.
Cancellation of bonus payments is announced at midnight before pay day, without any prior explanation or signs of cancellation.
It strongly depends on the line manager.
First and foremost it's not possible to decide on any skills to learn. Whatever brings revenue is sold to the client. Therefore, it is possible to get setup on an interesting project, but this is sheer luck. Even if you are on an interesting project, this often develops into a long-term opportunity, since the client is paying and no one is interested in your learning curve. (projects longer than 1 year)
teils spannende Projektinhalte
nachhaltig führen, Kultur etablieren, zeitgemässer Umgang, faire Bezahlung, neues Office an zentraler (!) Lage, grundsätzlich: ziemlich viel
beim Kunden je nach dem spannend und angenehm, innerhalb der Firma sehr schlecht, viele unprofessionelle Prozesse und schwache Führung
der Name ist in der Schweiz unbekannt
man geht nicht in die Beratung, um wenig zu arbeiten, hier wird man jedoch richtiggehend ausgenützt, keine Flexibilität seitens CG
man wird nicht gefördert
für die Umstände sehr schlecht, im Vergleich zur Konkurrenz ein Witz, insbesondere die Bonuszahlungen, die nicht bezahlt werden
nicht vorhanden
innerhalb CH gut, CH hat jedoch im Firmennetz nichts zu melden, Leute werden auch gerne einfach kommentarlos entlassen, wenn sie ihre Meinung sagen, unglaublich schlechte Kultur
ältere Kollegen werden rausgemobbt und teils kommentarlos entlassen
das grösste Manko, Führung gibt es nur top-down, die Managementebene lebt leider noch im letzten Jahrhundert, altbackene Führungsstrukturen
sehr schlecht
sehr schwache Kommunikation, keine klare Strategie
Frauen werden nicht wertgeschätzt
je nach Projekt spannend, man ist jedoch der Führung ausgeliefert und wird selber eher zurückgehalten
Sehr Kollegial auf Arbeitsebene und coole Führungskräfte, die einen wirklich unterstützen
Das Image in CH lässt noch zu Wünschen übrig. Aber da kann jeder seinen Beitrag leisten, das zu ändern.
Es ist natürlich immernoch Beratung, aber das ist einem ja klar, wenn man sich für den Job entscheidet. Face Time gibts aber nicht und wenn nicht viel zutun ist, macht man eben früher Feierabend
Beförderungszyklen sind regelmässig deutlich schneller als bei den Mitbewwerbern - das passt zur frühen Verantwortung.
Es könnte immer mehr sein, aber ich bin ziemlich zufrieden.
Capgemini Invent berät sogar Kunden hinsichtlich Sustainablility
I love my colleagues ;)
Altersdurchschnitt branchentypisch ziemlich jung.
Mein Chef fördert mich und unterstützt mich nicht nur bei Beförderungen etc.
Super Touch-Notebooks, Büroausstattung könnte besser sein.
Wegen der kleinen Truppe in CH noch etwas hemdsärmelig, aber die Informationen kommen an und es passiert viel in dem Bereich
Leider sind Frauen immernoch unterrepräsentiert, aber gerade in der Führungsebene ändert sich da international einiges.
Wer Verantwortung übernehmen möchte, bekommt sie auch sehr früh - für mich ideal. Ich kann mir die Aufgaben recht gut aussuchen.
Culture, Startup Spirit, Freedom to shape your own path, no hierarchical thinking
Great startup-like team spirit
There is a certain focus on the work-life-balance, but still, it is a consulting job.
Access to a broad spectrum of learning opportunities. It is heavily supported from the leadership
You get a lot of support, also from the entire global organization, no matter the topic
lots of freedom to shape the organization and offering
Honestly super great work environment and team spirit, very thankful for that
It’s a very supportive atmosphere to work in and I feel like I can always reach out to my colleagues for help
My supervisor never requires me to work late into the night and I have plenty of time to do what I want to in my free time
Great team spirit, we often call for feedback despite the home office environment
I appreciate that the working environment doesn’t feel rigid and hierarchal, I feel like my input is always valued and that’s very important to me
My supervisor always takes time to make sure I’m doing well and understand my tasks I really appreciate his feedback as well
I feel comfortable to ask questions and my teammates always find time to answer them
I get to access a lot of different projects and I find my tasks very different and interesting
Die Schätzung und Freiheit bei der Arbeit, sowie das Management.
Das Umweltbewusstsein stärken.
Das Team ist einzigartig. Alle verfolgen dasselbe Team und unterstützen sich untereinander. Zudem wird die Arbeit extrem geschätzt.
Das Image könnte aufgrund der Grösse von Capgemini Invent Schweiz verbessert werden. Die Freude bei der Arbeit in diesem Unternehmen sollte unbedingt nach Aussen getragen werden. Das Image von Aussen unterschätzt meiner Meinung nach das Unternehmen.
Da die Arbeit sehr geschätzt wird, gönnt man neben langen Abenden auch den Praktikanten zwischendurch einen früheren Feierabend.
Im Bereich Talent-Förderung könnten viele Unternehmen von Capgemini Invent lernen.
Obwohl das Umweltbewusstsein Verbesserungspotentiale enthält, wird die Sozialität bei Capgemini Invent definitiv gross geschrieben.
Der Kollegenzusammenhalt ist absolt einzigartig. Das Team wurde wahrhaftig zu einer kleinen zweiten Familie
Man merkt absolut keinen unterschied ob ein Kollege älter oder jünger ist. Das ist gelebtes Unternehmertum und Diversität.
Das Management ist sehr freundlich, nahbar und legt viel Wert darauf, dass die Praktikanten als voll integrierte Teammitglieder angesehen werden und dementsprechend Verantwortung übernehmen können.
Das Office von Capgemini Invent ist zwar ein bisschen ausserhalb vom Zürcher Stadtkern, die Räumlichkeiten sind aber gross und lichtdurchflutet.
Die internationale Ausrichtung des Unternehmens sowie die Zusammenarbeit mit technischen Kollegen macht die Kommunikation extrem spannend.
Egal ob aus persönlicher oder beruflicher Ansicht. Diversität und Gleichberechtigung wird bei Cagemini Invent wahrhaftig gross geschrieben.
Die Aufgabenauswahl ist sehr offen und die Inhalte sind sehr spannend. Es sind keineswegs Praktikantenaufgaben, die man übernimmt.
Sehr positive Arbeitsatmosphäre über alle Bereiche und Standorte in der Schweiz
WLB ist abhängig von den Möglichkeiten, welche einem geboten werden und wie man diese nutzt. Diese sind im Vergleich zu anderen Beratungen gegeben. Verständnis für persönliche Flexibilität wird gezeigt
Die Beratung ist auf Wachstumskurs. Insofern existieren vielfache vertikale und horizontale Karrieremöglichkeiten
Relativ überschaubare Truppe, die einen guten Spirit zeigt und die Basis für eine tolle Unternehmenskultur bietet
Gute Ausstattung bezüglich Räumen und Hardware
Offene und ehrliche Kommunikation eingebettet in eine Feedbackkultur
Marktgerechtes Gehalt und Zusatzleistungen
Hoher Fokus auf Chancengleichheit
Immer interessantere Projektformate entstehen, was für Abwechslung und Lernerfahrungen auf allen Beratungsebenen sorgt
kei
Wird propagiert aber nicht beachtet.
Es gibt kaum Kollegialität untereinander, da hier das Vertrauen sowohl untereinander als auch zum Management fehlt. Man kann hier sehr schnell enttäuscht werden und das Management neigt sehr schnell dazu die Mitarbeiter zu schickanieren. Ich war noch nie in solch einem mangelhaften Unternehmen mit fehlendem Respekt zu den einzelnen Mitarbeitern beschäftigt.
Man möchte auf dem Markt als junge und dynamische Firma auftreten, daher habe es ältere Mitarbeiter sehr schwer hier eine Anstellung zu finden, auch wenn sie noch so erfahren sind.
Sehr unterschiedlich, den meisten sollte man nicht trauen, zumal einige Manager die Schweizer Mentalität nicht kennen und auch die Landessprache nicht beherrschen. Hier kommt das Gefühl auf, dass eine interne Mafia augebaut und leider auch unterstützt wird. Schikanen vom Management sind täglich zu erleben und Mitarbeiter die das nicht aushalten, kündigen oder werden gekündigt. Dabei wird kein Wert darauf gelegt, ob Mitarbeiter eine hohe Fachkompetenz haben oder nicht.
Nicht jeder kann in Grossraumbüros arbeiten.
Projektabhängig
So verdient kununu Geld.