Both are very bad.

This is also my personal experience after being outsourced to this place by a certain company, X Fan. This review is meant as a reminder for people preparing for interviews.

The biggest problem is not necessarily that the work is difficult, but that there may be a gap between “what is said during the interview” and “what you actually encounter after joining.”

Some senior employees will tell newcomers to do things their way, then investigate and hold you accountable when something goes wrong. When an incident occurs, they will tell you, “Didn’t I tell you?” or “Didn’t I tell Kevin?” Then you become afraid that if you do not learn well enough, you may suddenly be fired.

Do not rely only on verbal explanations regarding your job title, actual duties, the client’s attempts to shirk responsibility, and the responsibilities you will have to bear. HR Lynn will chat with you casually while actually obscuring the impact of various clauses on you, relentlessly pressuring you to decide quickly. In the end, you will find that it is like being trapped in a maze during Ghost Month: whenever you ask about the key points, they dodge them.

Before the interview, HR will describe the work as very simple: just cooperate with the team and follow the procedures. But after the actual work involves multiple layers of outsourcing and different assigned work sites, many matters are not so easy to separate. They will not be divided as clearly into layers as a rice burger.

Newcomers are often at the very bottom. Above them are supervisors, team leaders, and senior engineers, and there may also be an outsourcing company or another management unit in between. When a problem really occurs, everyone knows it is urgent, but it is not always clear who has the authority to handle it or who is ultimately responsible for the result.

Especially when the assigned work site is not fully controlled by the original company, engineers can easily encounter situations where “the on-site staff asks you to handle something, but you do not actually have decision-making authority.” If newcomers do not know the internal nuances, they can only keep asking senior employees; however, different experienced employees may have different ways of doing things.

When an error eventually occurs, it is still the frontline staff who have to face the customer.

In short, this is not simply a question of whether the work is tiring. It is about whether authority and responsibility are clear and whether management is adequate. When newcomers run into problems, neither of these two companies will step forward to deal with them. X Fan in particular never coordinates with the customer, knows nothing, and is terrible.

If, during the interview, they keep telling you, “It’s very simple,” “Don’t overthink it,” or “We’ll talk about it after you join,” you should instead examine the contract, job duties, and scope of responsibility carefully.