How are the career development opportunities at GIC?

Decent pay, many events, nice pantry. Many departments and teams to explore. Stable and comfortable to retire. Strong brand name

Very political, top management heavy with many VPs and few working level staff, poor career progression. A lot of strategic or big plans but little prioritisation or actual drive in running the projects. A lot of reorganisation happens very frequently for no rhyme or reason, not communicated to staff either. Some are generally nice but most is for show and not genuine. Colleagues do not go for lunch together and split up, remaining in their cliques. Terrible for long term advancement and upskilling and personal growth. Highly dependent on managing upwards, if the bosses like you, rather than being a good employee or manager to subordinates. Direct contractors are welcome to join the events but otherwise have very little chance of conversion so company is only good as a stepping stone.

Good benefits and growth opportunities

Bureaucratic and slow to move

Permanent staff appear to have a good experience. Modern and interesting tech stack in some teams. Well-known brand that looks strong on a résumé. Competitive salary.

Poor onboarding experience — no clear guidelines or documentation to help new hires ramp up. Contractors are treated like second-class employees. No engineering leadership — you're often reporting to non-technical people who don’t understand software development. Credit for work is sometimes misattributed; collaboration can be unbalanced. Toxic culture for contractors: no mentorship, no recognition, and little sense of belonging. Contractors are excluded from team decisions and career development opportunities. Contract extensions feel arbitrary — even strong performers are let go without explanation or feedback.

Relative reasonable pay and have opportunity for development

Bad work life balance competitive environment

Salary came in on time. Good office. Free drinks and snacks for pantry

Threatening Work Environment: On numerous occasions, management used threats of layoffs as a way to manipulate and control employees such as probation warning. The use of such threats created a highly stressful environment where people were constantly fearful for their job security. Tool for Layoffs: Management often relied on a tool to determine layoffs, which felt impersonal and lacked transparency. There was no clear or fair process behind decisions, leading to confusion and frustration among employees who were unsure about their performance and future. Toxic Work Culture: Instead of fostering collaboration and trust, leadership’s approach created division among teams. The constant uncertainty and fear of layoffs negatively impacted morale, making it impossible for employees to feel confident or motivated in their work. Lack of Support and Development: The department lacked proper mentorship and growth opportunities. Instead of focusing on career development, management's primary focus seemed to be on cutting costs and pushing people out, which resulted in a toxic atmosphere where morale was extremely low. Overall, this environment did not promote personal or professional growth, and it felt like management was more focused on maintaining control through fear rather than fostering a positive and productive culture.

High pay, great recognition from company branding

Horrible culture, boss is not transparent and does not know how to manage team. It’s really based on stroking your boss ego to shine and seniority of the department will always be given more authority despite having old and outdated and egoistic mentality is not receptive of changes. So contractors… don’t think of converting to perm because the company would rather employ people outside than give a chance to contractors

Permanent staff appear to have a good experience. Modern and interesting tech stack in some teams. Well-known brand that looks strong on a résumé. Competitive salary.

Poor onboarding experience — no clear guidelines or documentation to help new hires ramp up. Contractors are treated like second-class employees. No engineering leadership — you're often reporting to non-technical people who don’t understand software development. Credit for work is sometimes misattributed; collaboration can be unbalanced. Toxic culture for contractors: no mentorship, no recognition, and little sense of belonging. Contractors are excluded from team decisions and career development opportunities. Contract extensions feel arbitrary — even strong performers are let go without explanation or feedback.

- Relatively good benefits and work life balance (team dependent)

- Pretty hierarchical company structure - Career progression doesn't seem ideal for fresh graduates

Amazing growth opportunities for career development

very stressful hours, no work life balance

Good work life balance and good working environment

Slow career progression if you are not a scholar