Capgemini
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Capgemini Compensation & Benefits
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
How are the compensation & benefits at Capgemini?
Strengths in healthcare coverage, flexible benefit options, and accessible share ownership are accompanied by challenges in cash compensation fairness, raise velocity, and the generosity of time off. Together, these dynamics suggest a mid‑market total rewards profile that suits those prioritizing health coverage and ownership opportunities while being less compelling for those seeking higher pay and faster progression.
Positive Themes About Capgemini
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Healthcare Strength: Health coverage is consistently described as strong and affordable, with multiple medical, dental, vision, and mental‑health plan tiers.
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Equity Value & Accessibility: An employee share ownership plan recurs globally and is broadly accessible, with a new plan launched in 2025 that is positioned as an uncommon perk in consulting.
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Flexible Benefits: Flexible and hybrid work options, along with region‑specific choices such as plan tiers and holiday trading, provide customization to different needs and situations.
Considerations About Capgemini
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Unfair & Opaque Compensation: Pay is considered okay to below market overall, with concerns about fairness, uneven decisions within the same department, and unclear salary increment processes.
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Stagnant Pay & Limited Progression: Salary growth is often described as slow, with annual increases that lag market conditions or are minimal.
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Limited Leave & Time Off: Paid time off is viewed as starting low for entry levels and growing with tenure, and paid parental time—especially paternity—can feel short.
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