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Hi Fishes I have been contacted by Capgemini hr team for offer release. How much do they give for 3.5 YOE I have offer of 12. Any scope for joining bonus? If yes how much. Technology: Apigee What are the other benefits from capgemini if any ( internet expense, medical coverage, no of leaves, food wallet ?)
Could you pls help , I am nearing to Mt last working day.
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Not true at all! There was very simple criteria, staffing projection at no less then 10% metric. Stop starting shit, you're messing with people's livelihoods giving Un-needed anxieties, just not cool
To be clear we had one minimal round of layoffs in March, this was based on projected staffing needs. Our industry has a typical attrition rate of 14% YoY however over the past 2 years we have only seen 8%. This caused a swell on the bench even though we only slightly missed numbers. To realign the partners decided to make a small cut weighted by position, the main metric we looked at was the potential for future staffing, those that did not hit at least 90% of their metric goal was put into a pool for further research. Resource managers with HR reached out to that resources network (CC, past managers, local PPDs, etc) to determine staffing potential. Those who did not pass that round went through a 3rd round of vetting to get us to a specific number of layoffs. Then this past month, Deloitte did what Deloitte always does, we counseled out 4s, nothing my new here, there was not another round of layoffs, had nothing to do with tuition reimbursement. Think about it, how would we EVER be able to recruit again if we pulled shit like that, the $2.2m budget for tuition isn't worth the brain drain.
D1, great identification of a trend. I'm also curious about whether or not the ones let go were also international. (I'm neither for the record)
Thank you for the elaboration D1.
@d1, you are incorrect about this last round. I personally know non 4s that were let go and their network was not consulted for due diligence
People leave this time of year for GSAP, new opportunities, etc ... I definitely was confused by a few emails. You say the cuts were steep, but what is your point?
^Sure. Buts it's pretty easy to guess who got laid off based on SC's with 1.5 years experience, which is the topic of this thread, since they'd only need 3 more months for like $60K
D8 the signing bonuses were not lost
&m1, I don't think anyone is debating that big D can do what is needed for their business, but the approach was off for a firm that preaches transparency and predictability. People were laid off with no real explanation. If it was performance, then they really had time to communicate this to the individuals. If it was because pipeline is weak, then they should have communicated this on firm calls, etc
@D6 - I get my service line newsletters and we have calls ... data centered status of the market was part of the routine. What service line are you part of where they don't have that report out as a practice?
Also know for a fact that in my office 20% of 2nd year SCs were cut. One of which (a friend of mine) had 85% utilization, mainly 2s as PEs, and was on track for promotion as of mid year.
Performance is impossible to compare across a given office. Everyone is in their own world and so it comes down to how lucky you are with your individual leadership
This is bullshit. It is not performance related. Tracking performance is really difficult in large organizations. PwC let people go in February, and there have been more cuts recently under the auspices of the annual CRT. Better to move to a botique.
So someone came up with a formula to predict future staffing potential and that is what determined the May cuts?
Take the March staffing email from your RM, it has all of the BA, C and SC resources. Copy and paste their emails into outlook and you can see exactly who was let go, what office they were, their Start class, resume and past projects. The cuts were very steep.
@D7- elaborate on what you know about the reimbursement process? I would think it is silly to let go GSAPers unless they are going through the motions waiting now for a payout (=performance issues). I'm sure that happens plenty. I'm in that network and the theme your are pushing haven't come up.
@D7 I am part of the post mba 1.5 year class who wasn't let go. The folks who were let go (from my recruitment) were the ones who the firm based on the "criteria" , "knew" that they would not make manager this year and/or had lower utilization than their peers. It's tough since they would have received the tuition reimbursement had they stayed on for another 2-5 months. Also, we get signing bonus when you join the firm which has a 2 year minimum holding period, which my buddies lost out on. The timing sucks...
I agree on the future potential staffing opinion. Several people I know were let go with 60-85% utilization yet 2/3 in YE. Have heard of other 4s that were not canned but they have great networks (grapevine, can't verify the latter statement). While I do agree that some people might have been let go because of performance issues, I don't think we need to be generalizing and making it seem everyone was let go because of performance issues...
How is future potential staffing determined? Pipeline of the ppds in network?
People were pulled off of projects that could staff them until October
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I'd be surprised if no law suits come out of all these layoffs