Send you off on your own, never talk to you again, then randomly let you go one day when they no longer need you - Senior Financial Information Technology Consultant Capco Employee Review
Extremely high turnover
General lack of organization/management
Made up, ambiguous metrics they will use against you to justify not giving you a raise
Capco Response
2mo
Thank you for your feedback and for your many years with Capco.
We recognize that individual experiences can vary, but overall attrition at Capco has remained relatively low over the past few years. We also have a structured performance framework in place, with clear metrics and weightings that are openly available to all employees to support transparency and consistency in how performance is assessed.
Autonomy is something many of our consultants value, and we aim to balance this with structured performance discussions and feedback, and clear expectations for progression and rewards. We continue to refine how these are applied in practice to ensure a consistent experience across teams.
Varied client work — Different clients and project types, which keeps things interesting.
Real project mobility — You can move between projects when you advocate for yourself (within reason).
Approachable leadership — Senior leaders are open to conversations if you reach out.
Good development resources — Plenty of training and growth opportunities if you take advantage of them.
Strong teams — Colleagues are smart, capable, and great to work with.
Entrepreneurial environment — New ideas are encouraged, and there’s room to take initiative.
Cons
Long hours vary by project — Like most any professional job, some engagements require extended hours for prolonged periods, but work–life balance really depends on the client and team.
Additional internal responsibilities — Depending on level, there can be a significant amount of firm‑support work outside of client delivery.
Domain alignment not guaranteed — You may not always be staffed on projects that match your domain expertise.
Coaching alignment constraints — Coaching relationships are tied to domain, which limits flexibility in choosing formal mentors.
Long engagements (sometimes) — Some projects run for long durations or through multiple extensions. It can provides stability but may reduce variety in client and project experience depending on what you’re looking for.