A detailed comparison of two major Australian Managed Service Providers.
Feature
Capgemini (inc. Empired)
Codux
Overall Score
2.8
3.7
Type
Global Integrator
Boutique / High-Growth
Employees
1500-2000
10-30
Founded
1967
2018
Headquarters
Sydney, NSW (Global HQ: Paris, France)
Spotswood, VIC
Revenue
Private
Private
Salary Range
$95,000 - $180,000
$70,000 - $110,000
Specialties
Cloud, Microsoft Dynamics, Enterprise Applications, Consulting
Microsoft 365, Teams & Modern Workplace, Cloud Migration, Cybersecurity, IT Advisory / vCIO, Digital Transformation
Certifications
Microsoft Partner, AWS Partner, Salesforce Partner, SAP Partner
Microsoft Partner
Green Flags
Large global scale Γ’β¬β can handle enterprise projects Some genuinely talented people in specific teams Good vendor partnerships and certification support
Modern, software-first approach to IT services Strong focus on Microsoft 365 and Teams expertise Flexible work culture with emphasis on learning Boutique advisory model (vCIO) differentiates from commoditised MSPs Positive client testimonials across multiple sectors
Red Flags
66% offshore workforce Γ’β¬β highest of any major Australian MSP Annual restructuring cycles Γ’β¬β predictably unpredictable Acquired 4 companies in 5 years, erased all brands Below-market salaries (A$113K average vs A$128-138K market) Razer data breach: US$6.5M in damages awarded BOQ and ME Bank offshoring scandals documented Glassdoor reviews describe 'toxic' culture in some teams
Very small scale limits career progression Below-market pay for senior roles vs enterprise MSPs Limited brand recognition outside Melbourne Boutique size means less job security during downturns Narrow technology stack focus (heavily Microsoft-centric)
Worker Pros
Exposure to large, complex projects Global brand opens doors Some teams have excellent managers
Modern tech stack with Microsoft-centric focus Flexible, contemporary work culture Strong emphasis on learning and development Direct client exposure across strategy and delivery Autonomy and ownership of work
Worker Cons
66% offshore means onshore roles are increasingly 'bridge' positions Annual restructuring creates constant uncertainty Below-market salaries with opaque promotion processes Four acquired companies erased Γ’β¬β expect yours next Executive bonuses while staff are made redundant
Small scale limits career progression Below-market pay for senior roles Limited brand recognition outside Victoria Heavy reliance on Microsoft ecosystem Less structured HR/P&C than larger firms
Both Global Integrator and Boutique / High-Growth have strengths and weaknesses. Your choice depends on your priorities β whether that's career growth, salary, work-life balance, or technical exposure.
Use the side-by-side comparison tool for a deeper look, or check out individual profiles for detailed employee reviews.
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