Capco reviews

Thank you for your feedback. Hearing from employees gives us an opportunity to improve the experience of our people. Like any consultancy, there is a broad range of work at Capco—from strategy development to implementation. On any client engagement, employees are working with leading blue-chip players in Financial Services, helping to solve hard, complex problems. Alongside PMO-type projects, there are a range of innovative projects that are shaping the FS market, where our consultants identify new opportunities to drive meaningful change. Our people are the most important part of Capco, and we are committed to helping you advance your career. Our growth rates continue to outperform the market, and our learning opportunities and leadership teams support rapid development and progression for top performers. Our robust, employee-driven events calendar is one of many ways we demonstrate our commitment to our inclusive, #BeYourselfAtWork culture. Over the past 12 months, we have taken the following steps on our D&I journey, and look forward to doing more: • Appointed a record number of female Partners, Associate Partners and Executive Directors. • Reconfirmed our commitment to DE&I and our zero-tolerance policy on discrimination, unfair behavior or harassment. • Introduced active monitoring of promotions for under-represented groups. • Set goals to increase diverse representation within our workforce and leadership teams. • Developed action-based DE&I plans across all our businesses. • Appointed our first Global DE&I leader. • Rolled out new DE&I training to all leaders, with training for all employees to follow. • Launched three global affinity groups (Women@Capco, Ability@Capco and Pride@Capco) to complement the wide range of local affinity groups already in place. We see a future partnership with Wipro as being nothing but beneficial to Capco employees. Capco will retain its identity, core processes and terms & conditions, and will be supported by a global player, enabling us to complement our consulting offering with enhanced implementation and technology expertise. This is good news for clients—who get a more holistic solution to issues—and for Capco, which will grow. This scalability creates more project opportunities and more rewarding careers for our people. If you would like to discuss your feedback and any suggestions in confidence, please reach out to Mary Keller, US HR Director or Dee McDougal, Global Head of Diversity, Equity and Inclusion.

We are pleased to hear that you enjoyed working with your Capco colleagues, and found them to be talented people from whom you could learn. As a consulting firm, Capco is a people business and we appreciate the importance of recognizing, developing, and nurturing talent. Capco is focused on learning and development, with milestone programs for each level in the organization and a leadership development program, as well as numerous offerings focused on specific skill development. We recognize those making strong contributions with Talent Awards and Spot Awards, along with competitive compensation and advancement opportunities. Regarding your point on performance management, the quality assurance measures we have in place, such as independent reviews of promotion cases, ensure that outcomes are fair and that the peer calibration process is robust. Feedback plays a key role in performance improvement. We emphasize the importance of scheduling regular review sessions with your Project Manager and Coach. These sessions provide an opportunity for you to assess key strengths and any developmental areas, and to plan for the future. Finally, as with any progressive firm, Capco regularly evaluates it’s organizational structure and ability to meet the demands of a changing market. Occasionally this leads to changes within the business, however any changes are always made in close consultation with those impacted.