| Overall Score | 3.1 | 3.7 |
| Type | Global Enterprise | European IT Consulting / Services |
| Employees | 5000-6000 | 55000 |
| Founded | 1965 | 2014 (merger of Sopra Group and Steria) |
| Headquarters | Sydney, NSW (NZ HQ: Auckland) | Paris, France |
| Revenue | Private | $5.8B |
| Salary Range | $75,000 - $160,000 | $40,000 - $120,000 |
| Specialties | Managed Services, Cloud Infrastructure, Data Centre, Application Development | Consulting, Managed Services, Cloud, Digital Transformation, Public Sector IT, Enterprise Applications |
| Certifications | Microsoft Partner, AWS Partner, Cisco Partner, VMware Partner | Microsoft Partner, AWS Partner, SAP Partner, Oracle Partner, ISO 27001 |
| Green Flags | Privately held Γ’β¬β no PE pressure, no quarterly earnings
Low offshoring (~20%) Γ’β¬β most work delivered locally
Genuine work-life balance in most teams
Rarely does mass layoffs Γ’β¬β stable employment
Largest locally-owned IT company in Australia | Strong French and European market presence with deep public sector expertise
Successful digital and cloud transformation journey from legacy IT services
Good work-life balance culture by consulting industry standards
Employee share ownership program creates engagement
Strong design and UX consulting capabilities (via Sopra Steria Digital) |
| Red Flags | Below-market salaries (A$85-95K average vs A$128-138K market)
Career stagnation Γ’β¬β 'dead man's shoes' culture
Internal politics favour tenure over talent
Graduate program used as cheap labour pipeline
Manager quality varies wildly between teams | Heavy French market concentration β 60%+ revenue from France alone
Below-market compensation for top-tier consulting talent
French language essential for career progression β limits non-French talent
Public sector dependency creates political and budget cycle risks
Integration challenges from multiple acquired entities |
| Worker Pros | Stability Γ’β¬β private ownership means no restructuring cycles
Work-life balance is genuinely good
Local delivery Γ’β¬β your job isn't being offshored
Good graduate programs with real mentorship | Strong European market position and brand
Good work-life balance by consulting standards
Employee share ownership creates alignment
Public sector expertise provides stability
Digital and cloud transformation capabilities are genuine |
| Worker Cons | Salaries are 20-30% below market rate
Career progression is slow Γ’β¬β 'dead man's shoes'
Manager quality varies wildly Γ’β¬β your experience depends on your boss
Innovation is limited by risk-averse culture
Internal politics favour loyalty over competence | France-heavy revenue creates geographic concentration risk
Below-market compensation for top-tier consulting talent
French language requirement limits international talent
Public sector dependency creates budget risk cycles |