There are many pretty girls, but the vast majority are “pretty on the outside only.”

I previously heard that “Jusheng International Logistics” has recently been “washing out sales staff,” and it seems to be true. According to several of my friends, the company had continued “washing out sales staff” from February 2016 through mid-March 2017. According to “senior management,” this was because the company had been in a state of ongoing “losses.” On “certain forums,” it advised everyone that if you are a fresh graduate or are considering joining for the money, there is no need to waste your time, because the company has recently been very serious about “washing out sales staff” X3~~!! It is important, so I’ll say it three times~~!!

Regarding the above, there will certainly be people making the following dismissive or sarcastic comments:

1.) You are just afraid someone will compete with you for the job, or you were fired because your ability was too weak~~!!

2.) Sigh, another “strawberry generation” member...

3.) It is obviously a revenge post~~!!

4.) Another person blaming others... never reflecting on themselves...

5.) There is no economic downturn, only people who are not trying hard enough.

6.) Why can other salespeople do it while you cannot~~??!! And so on.

However~~!!! According to what this person heard from several friends, people who have stayed for a long time each have fairly reliable sources of information. To save time, here is a compilation of everyone’s accounts:

1.) Number of people “washed out” (including voluntary resignations/career changes and inside-sales supervisors):

2016/February – 2 people (actually 4 people, including 1 inside-sales supervisor)

2016/March – 2 people (actually 4 people, including 2 inside-sales supervisors)

2016/April – 4 people (actually 3 people; one salesperson was accepted by a shipping company and changed careers; inside-sales supervisor = ?)

2016/May – 2 people (actually 1 person; one salesperson was accepted by a shipping company and changed careers; inside-sales supervisor = 0)

2016/June – 2 people (actually 2 people; inside-sales supervisor = 0)

2.) Reasons and procedures for dismissal, jointly analyzed by several friends as the “final conclusion”:

i.) The one heard most often was: company losses (the sympathy card). Several weeks beforehand, they would first ask you to organize customer information; on the day they wanted you to leave, they would ask you to hand it over.

ii.) Poor behavior/attitude at the company: not nodding or greeting people, being rude to superiors, wasting too much time, and so on.

iii.) Poor performance, not casting a wide enough net, considering you lazy, and similar reasons.

The above reasons were the ones used most often. After that, they were directly analyzed as the “final conclusion” to save time.

Your company, Jusheng International Logistics, really is aggressively “washing out sales staff” and cutting people. The salespeople hired from February through May all had one thing in common: none lasted more than six months, and some were cut before even two months had passed. You are basically deceiving fresh graduates and students who graduated recently, wasting their time~~!!

Starting with the application and interview: if the company is losing money, it would be strange if the interviewer did not know the company’s situation in recent years~~~!!! You are simply deceiving fresh graduates and recent graduates into calling customers to collect preliminary information for you~~!! Before asking you to leave, they will require you to hand it over to senior staff to follow up on the leads~~~!! (At this point someone will certainly say: if you cannot close the deal, that is because you lack ability; it has nothing to do with the company~~!!)

Afterward, senior staff follow up on the leads, but this is where the key point begins!! New employees must quote prices according to upper management’s instructions, then have a supervisor check the quote before sending it. After we leave, they offer the customer a lower price, while supervisors have a “supervisor price” (which is definitely cheaper than cost~~!! For example: cost = 350, new employee’s price = 400 or more, supervisor price = 310–330). From the customer’s perspective, of course they will choose the cheapest option~~!!

(Example: A new salesperson who had been there for less than a month finally obtained a price after asking around. A supervisor then asked the new salesperson for the price. The new salesperson said 400, and the supervisor surprisingly said 350. The new salesperson immediately asked the inside-sales clerk, who also jumped and asked who had said that~~??!! The supervisor then skipped the subject and continued chatting about other things. Someone will certainly ask whether it was the same company or merely a coincidence. Unfortunately, this was not the first time. In fact, the supervisor and the new salesperson were asking about the same customer, with identical conditions {product name, mode of transport, route, shipping company... etc.}. Only the prices were different. Heh heh, there is no need to say more; everyone can guess what happened next.)

Two. Customers need time to cultivate. If they could be cultivated in one or two months, would we even be needed~~??!! Ideally, everyone could train while finding customers~~!!

Three. Some supervisors lose their own customers, so after firing the students they trained, they take over those customer accounts. If that is not selfishness, then what is~~??!! (Example: Two salespeople joined at the beginning of January and were fired before the end of February {they had not even visited a customer once or had an opportunity to go out on visits}, supposedly because of poor behavior at the company.) After being fired, the students gave their customer lists to a colleague who was still doing well at the company (hereafter, colleague A). Two days later, their supervisor called colleague A and directly said not to take them because he was following up. Colleague A also bluntly replied to the supervisor: “What difference does it make~~??!! You supervisors have a ‘master price,’ so your price is definitely better than ours as new salespeople~~!! You even want to take students’ customer lists—no wonder they were fired~~!!”

Four. Some supervisors cannot even meet their own performance targets and know that this industry has been difficult in recent years. But~~!! The top-level management still requires new employees (within six months = new employees) and experienced employees (six months to two years = experienced employees) to have two customers within two months, and four customers by the third month (one of them must be a less-than-container-load shipment)~~??!! Customers do not need time to cultivate~~?? Is it possible to make a sale within five visits~~?? Unless you know how to raise spirits or perform rituals, forget it~~~!!

Five. Everyone works for the same company, yet some people are shameless and brazenly tell you to hand over what you have developed~~!! (Example 1: Less than five seconds after salesperson A hung up, salesperson B immediately called the customer to discuss the details salesperson A had just agreed on, after first extracting the information from salesperson A. This was blatantly stealing a colleague’s customer~~!!!) Although many companies are like this, as long as the company makes money, it basically does not care.

Six. Most colleagues are engaged in office politics and internal rivalry, and supervisors do not teach new employees much~~!!! It is not nearly as good as described online~~!! Benefits = almost zero.

In summary, many people know about these things, but most merely “know” or “take a look” and have not personally “experienced” them. Even if they have, they will not say anything. They just treat it as a form of training, but that merely gives most companies an excuse~~!!! I advise everyone (especially fresh graduates and students who graduated recently): the forwarder (ocean freight forwarding) industry has not been suitable in recent years, unless you are truly capable or enthusiastic about pursuing a high salary. Within six months... (Even if you majored in the field, lasting more than six months is no problem, but before a year and a half you will want to leave.)

P.S. If everyone wants to know more detailed inside information about this company, I will consider listing it all one by one based on everyone’s response. If anyone has PTT, please spread this widely to others, so another group of fresh graduates does not become victims. Thank you~~~!!

Benefits:

Annual holiday bonuses: 0

Motorcycle and transportation subsidies: 0

Company documents and supplies: prior application required; small items are not a problem (but it depends on the personnel department’s mood).

How the company operates:

1. When asking the OPs in certain departments (especially supervisors) about shipping rates, you basically have to wait 5–10 days to get them (and they reply depending on their mood) = extremely slow~~~!!! Especially for new rookies~~!!

2. OPs in certain departments will “choose who to give” shipping rates and basic information to—in plain terms, they only give them to handsome guys.

3. Some salespeople treat certain departments as their own territory. If you want to ask for information, you must first ask “them” for permission. (At this point, the salesperson will ask which company it is; if they follow up, they will tell you to give up because they are already pursuing it...)

4. The receptionists are extremely arrogant and conceited (especially the employee whose surname is “Liu”). They pursue payment from customers with the harshness of a debt-collection agency, with no respect for hierarchy or boundaries.

5. This company’s shipping rates and services are much more expensive than those of other companies. If after-sales service is needed, this company (especially its supervisors) usually decides based on how much it can earn from you this time. (If the amount is small, they ignore you; if it is large, it depends on their mood and luck.)

6. The sales staff (including supervisors) are very inattentive, because customer requests are either things they have never handled or things they cannot accomplish. (Previously, an employee asked a supervisor whether they had experience with, or knew anyone related to, machine shrink-wrapping protection. The supervisor replied, “Ask the customer to find someone, but if the customer is willing to pay a little more, I can help find someone”...)

7. This is a company that “specializes in retirement.” Older and senior employees know about the company’s problems but do not want to change, fearing that younger employees will replace them. They do not want to change or learn new ways of thinking and operating (because they are afraid they cannot keep up).

8. Last year, 2016, a total of 15–20 people resigned (including inside-sales staff), and the company is still “washing out sales staff.”

9. The company has a “designated person” monitoring gossip forums to prevent damage to its reputation, and even tracing users’ ID locations. (This is a classic case of trying to cover something up—it is afraid of being “called out” because the claims are true. If the company fears damage to its reputation, it should identify the problems and fix them, rather than leaving them to rot~~!!)

P.S. This company is always hiring~~~!!! And no matter how well you perform, it is a waste of time, because before you leave, your supervisor will tell you to hand over all your customers~~!! Benefits = 0