Workplace reviews and discussion: 天旭國際科技有限公司

This is a pretty good gambling company; you could call it a happy company.

The prerequisite is that you know how to dodge responsibility, drift along, pretend to be busy, and flatter people.

You generally receive around 16–17 months’ worth of salary per year. During the interview, HR will say 19 months to attract you here.

Everyone negotiates their salary as high as they can. After all, people join the gambling industry for the money. If your annual salary isn’t over one million, you might as well go to a regular company.

You get a 150 meal allowance whenever you come to the office, plus another 150 if you stay past eight.

The company doesn’t care whether you work overtime, which counts as a benefit, I guess.

Many single employees come back to clock in after dinner or working out.

300 × 20 = 6,000. You get it in cash, and it isn’t even taxed.

The boss spared no expense hiring a lot of people. Testing is the only department that’s relatively grueling; the other departments are very comfortable.

With so many people, the workload is distributed, so basically you don’t need to work much overtime.

There are still quite a few people who like to pretend to be busy and stay after work to earn overtime pay.

At this year’s year-end banquet, they added a 50,000 “Niu Niu” award to reward the company’s top ten overtime workers.

Earning it yourself is the most practical.

The advantage of negotiating a higher monthly salary becomes clear: overtime hourly pay is calculated based on your monthly salary.

Maintain a good relationship with the senior executives from mainland China, and you can take unauthorized leave and clock in fraudulently.

You can come to the office at noon, and no one dares say anything.

Team-building activities can even exceed the allotted budget.

Meal allowances and overtime pay are small change to the boss.

The boss himself owns several dozen supercars.

It’s very suitable for friends who want to make money to join.

The drawback is that all the department-leader positions were filled two years ago, so there are no opportunities for promotion.

That’s why they’re afraid of being replaced; anyone whose achievements outshine the leader gets suppressed.

There are only a few technically strong department leaders, while there are quite a few strong team members.

However, there has been a wave of resignations this year, with more than a dozen people leaving the company every month.

The mediocre drive out the talented, and the people who remain are those who can’t find higher-paying jobs.

Department leaders also have extra tax-saving benefits, and some of them like to brag about it to everyone:

“I earn more than you, but pay less tax than you.”

The people who can throw their weight around in the company are the HR ladies. See the other post for details.

They lack professionalism and expertise; the early experts were all recruited by headhunters.

As for the people who joined later… it’s hard to say.

If you offend them, you’ll be warned even for buying breakfast at ten o’clock.

Then there’s COCOS, which is also extremely overbearing.

M Management really has a way of doing things: bypassing the leaders of other departments to manage their team members directly,

and requiring others to submit progress reports to them.

When H5 was first established, they kept suppressing the H5 leader.

They even proposed merging H5 into COCOS, apparently very afraid that their own position would be threatened.

However, they treat their own team members fairly well.

The one who specifically targets his own people is Team Leader B.

When a team member bought breakfast for some female colleagues, B told HR that someone was harassing the female colleagues.

Another team member from National Taiwan University wanted to transfer internally. At first, B said he would provide full assistance.

In the end, the backend team was willing to accept him, but B went to HRD and reported him, so the transfer fell through and he resigned on his own.

COCOS also has a very clever method: after a while, team members are switched to different leaders.

On the one hand, this prevents senior management from seeing that any particular team is especially capable.

On the other hand, team members think they just need to endure it for a while until the leader changes.

Next is the app team.

If you can get in, you absolutely should. There are seven people each for iOS and Android.

They launched only one app in three years.

Tell me, isn’t this a cushy department?

Next is H5.

It can be considered to have withstood pressure from the COCOS leader

and became an independent team—the department whose headcount grew the fastest last year.

However, because they recruited so many people so quickly, anyone and everyone joined.

It became the least selective department in the company.

Technically, though, they chose PixiJS instead of CreateJS.

I’m scratching my head too.

Finally, the backend team.

The backend team here is also quite impressive.

They say an API is ready, but calling it returns 404 or 500.

They clearly haven’t called it themselves and use the frontend as QA.

When someone asked why the server couldn’t connect, they said nothing had been changed.

Then, mysteriously, the server started working.

I sat near the backend team, and the backend leader directly and repeatedly berated team members at their desks.

I thought that only happened in traditional industries, but it happened right before my eyes.

I’ve never seen any colleague go looking for him. It’s an extremely cold-blooded department.

One morning, that person arrived at the office and was called away by HR.

When he returned, he packed up his things and left.

Be very careful when applying for a backend position.

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