Real, anonymous reports from people who interviewed for Consultant at Cgi Nederland, newest first and distilled into what to expect across the loop.
I had a recruiter outreach via LinkedIn first, and the whole thing started because I seemed to match their criteria. After that, HR contacted me and said they wouldn’t be able to align on my salary right away—specifically because I was working in Luxembourg—before we’d even had a proper compensation discussion.
I went through a pretty straightforward, low-friction process that felt mostly like getting-to-know-you and confirming fit. It started with an HR conversation and then moved to a second round that was virtual. The tone was friendly and the questions stayed clear and conversational, mostly centered on my background, what I’d done before, and what kind of work I was looking for.
The interview process typically starts with an HR screening followed by multiple rounds involving managers and higher-level leaders, focusing on fit and motivations rather than purely technical skills. Candidates experienced a mix of structured stages and varying levels of formality, often with clear progression and defined gates.
While some candidates faced demanding technical interviews, others reported a lighter focus on technical skills, often limited to basic concepts like SQL or practical project management scenarios. The depth of technical questioning varied significantly, with some candidates experiencing rigorous assessments while others encountered more conversational styles.
Many interviews emphasized behavioral questions and cultural fit, with a focus on past experiences, teamwork, and problem-solving approaches. Candidates were often encouraged to articulate their motivations and how they would handle specific work scenarios, indicating a strong interest in interpersonal skills.
Language skills, particularly in English and other relevant languages, were highlighted as essential in several interviews, impacting candidates' experiences and the overall assessment process. This requirement was sometimes treated as non-negotiable, influencing the outcome of the interviews.
Compensation discussions were a recurring theme, with some candidates feeling that salary expectations were set prematurely, affecting the negotiation process. There were mixed feelings about the competitiveness of offers, which contributed to overall dissatisfaction despite positive interview experiences.
Candidates noted varying experiences with feedback and communication throughout the process, with some feeling left in the dark after interviews. Timeliness and clarity of feedback were highlighted as critical factors that influenced candidates' perceptions of the overall experience.