Sources and scope
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Read the community guidelinesThe environment is very new—so new that there aren’t even any computers yet. There are also many luxury cars in the showroom on the first floor, plus no three-festival bonuses.
Let me state the conclusion first: I really don’t recommend going.
I initially asked for a salary of 60,000 because the other party required me to “handle everything, provide a one-stop service, and build the company’s social media presence from scratch.” That is a reasonable market rate. However, the business manager told me, “You have to first agree to come, and only then can I negotiate the salary with the boss.”
Fortunately, I gave him a deadline for my response while also applying to other companies. In the end, another company was willing to offer me the salary I requested directly.
When I came back to ask about Xin Zong’s intentions, the business manager changed his story and said:
“Our full-time salaries are 38,000–45,000. Your request is too high, so we can only consider hiring you as a contract employee.”
Talking points and contradictions
1. Inconsistent salary ranges
Posted on 104: 35,000–50,000
What the interviewing manager actually said: the maximum for full-time positions is 45,000
→ This clearly contradicts the publicly available information.
2. A verbal-sell trap
They said, “Agree to come first, and then I’ll negotiate the salary for you” → This is essentially asking the applicant to make a commitment by another name.
Then came the empty promises: things like “You can become a full-time employee if you meet the targets during the contract period” and “We’ll add staff and raise salaries later”… I’ve heard these promises far too many times. Usually, they’re things you can see but never actually get.
3. Unreasonable actual conditions
They offered 45,000, but it was only a contract position with no protections of full-time employment.
Who would have to be out of their mind to accept that?
A reminder for newcomers
Most of Xin Zong’s interviewers come from sales backgrounds. They are articulate and very good at sales talk.
But sales talk is not the same as protection, and promises are not the same as reality.
What you really need to pay attention to is this:
The salary range listed in the recruitment announcement does not match the actual offer at all.
Promises of converting contract workers to full-time employees, raises, and additional staff are all part of the “empty promises” routine.
I urge everyone to be very careful with this kind of company, evaluate it cautiously, and don’t be lured in by empty promises.