A detailed comparison of two major Australian Managed Service Providers.
Feature
Capgemini (inc. Empired)
Datacom
Overall Score
2.8
3.1
Type
Global Integrator
Global Enterprise
Employees
1500-2000
5000-6000
Founded
1967
1965
Headquarters
Sydney, NSW (Global HQ: Paris, France)
Sydney, NSW (NZ HQ: Auckland)
Revenue
Private
Private
Salary Range
$95,000 - $180,000
$75,000 - $160,000
Specialties
Cloud, Microsoft Dynamics, Enterprise Applications, Consulting
Managed Services, Cloud Infrastructure, Data Centre, Application Development
Certifications
Microsoft Partner, AWS Partner, Salesforce Partner, SAP Partner
Microsoft Partner, AWS Partner, Cisco Partner, VMware Partner
Green Flags
Large global scale — can handle enterprise projects Some genuinely talented people in specific teams Good vendor partnerships and certification support
Privately held — no PE pressure, no quarterly earnings Low offshoring (~20%) — most work delivered locally Genuine work-life balance in most teams Rarely does mass layoffs — stable employment Largest locally-owned IT company in Australia
Red Flags
66% offshore workforce — highest of any major Australian MSP Annual restructuring cycles — 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
Below-market salaries (A$85-95K average vs A$128-138K market) Career stagnation — 'dead man's shoes' culture Internal politics favour tenure over talent Graduate program used as cheap labour pipeline Manager quality varies wildly between teams
Worker Pros
Exposure to large, complex projects Global brand opens doors Some teams have excellent managers
Stability — private ownership means no restructuring cycles Work-life balance is genuinely good Local delivery — your job isn't being offshored Good graduate programs with real mentorship
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 — expect yours next Executive bonuses while staff are made redundant
Salaries are 20-30% below market rate Career progression is slow — 'dead man's shoes' Manager quality varies wildly — your experience depends on your boss Innovation is limited by risk-averse culture Internal politics favour loyalty over competence
Both Global Integrator and Global Enterprise have strengths and weaknesses. Your choice depends on your priorities — 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.