The department managers and colleagues are generally supportive, but the salary growth in non-technical departments is poorer. In principle, the company follows the Labor Standards Act, and overtime can be claimed.

There is a lot to learn. People without a foundation can gain some experience here, but the technical depth and alignment with the market are somewhat lacking. You may need to work on different projects for several more years before you get the chance to encounter new things.

About 80% of the negative reviews on Tianyancha come from the other half of the organization. Some complaints are genuinely filled with too much hatred and are somewhat exaggerated. I also don't know how that side managed to accumulate so much resentment. Unless you are applying to certain specific departments, just take those reviews with a grain of salt—this place really isn't as bad as some people claim.

To be fair, I would still personally recommend this company. Aside from the relatively low pay, it is a warm and humane company. Capable people can complete their tasks here with ease; it's not a problem.

Benefits keep being cut back in the effort to reduce costs. The layoffs a while ago actually affected everyone, and there are many projects, but the project, technical, and maintenance teams are all seriously understaffed.

The company has not realized that its offers are too low to retain people. It keeps cutting or freezing raises, and new hires often leave after working here for a while because they feel there is simply too much to do. Sometimes, to save on labor costs, the company does not fill vacancies, resulting in a staffing gap every few years. Please, save your own soul!

The company has no dedicated project manager system. Project managers are often the people responsible for execution, who take on the role themselves. Revenue is recognized based on the WBS in work logs, which means repeated adjustments cannot be truthfully reflected. Work logs should be called costs, yet they are used to calculate revenue. In short, this is a case of a bad practice becoming entrenched.

Upper management is becoming increasingly centralized, with less flexibility, yet the results are not reflected in performance evaluations. The company now operates with profit centers but still refuses to adopt a dedicated project manager system. How can anyone be evaluated fairly when the player is also the referee?

Some unprofessional salespeople make exaggerated promises and sell things that cannot meet customer needs. When execution gets stuck, the company treats it as an excuse. It's really a case of “if you can do it, then you do it.”

Some people are disasters, but they are ****, so they never get blamed. Have they ever wondered why everyone around them can change jobs or resign, while they are the only one still stuck in place?

Whenever someone wants to resign, they are transferred to another department first and then allowed to leave; afterward, the company criticizes other units for having high turnover rates…

Just pay people properly and the turnover rate will come down. Seriously.

Also, if a task requires three people, don't assign only two. There is absolutely no backup staffing. When one person leaves, another will follow, creating a domino effect that is bad for the company.

There is nothing wrong with pursuing new areas, but don't treat every trend like soy sauce and dip everything into it. Some things simply have no future… Why waste manpower here?