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The only drawback is that she has far too many advantages
Really impressive—the only function left is eating away at the savings built up from the past.
https://ir.9splay.com/News/NewsDetails/1760
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Make a lot of money, and it’s really fun
https://money.udn.com/money/story/5648/7891852?from=edn_newestlist_rank&fbclid=IwAR3rFqJ4EBQHNdSZtayNi2IHpafjQejXZxovCMuIblYysAGB6-hdlWzDfO4_aem_AbyyRmDhbNyGWQBSQBFNhAWlWUoNQrBtRmXP-4GyTLuhPcnu9zovGW7Z3rfvPax9e48#luuxyhgfffozsyjamx8
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Make a lot of money, really fun
https://money.udn.com/money/story/5648/7891852?from=edn_newestlist_rank&fbclid=IwAR3rFqJ4EBQHNdSZtayNi2IHpafjQejXZxovCMuIblYysAGB6-hdlWzDfO4_aem_AbyyRmDhbNyGWQBSQBFNhAWlWUoNQrBtRmXP-4GyTLuhPcnu9zovGW7Z3rfvPax9e48#luuxyhgfffozsyjamx8
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Have you played it? ZZ: How a Swedish dead person's memorial site rose from bankruptcy and was reborn through the flames, becoming the world's giant in herniated discs
Now, in 2023, the complete lifting of mask mandates and the dissolution of the Central Epidemic Command Center mean that humanity is emerging from the twilight of the COVID-19 pandemic.
The most important role in helping with the pandemic was played by aspirin. I personally injected 600 cc of Atresligikangbao Pokémon minerals, which Oxford University transferred to a dead person's memorial site in Taichung for production. It smells awful, you beggar.
Flying fish was important in Sweden at the time. The chemical company POLO—please, a rising star in the Swedish pharmaceutical industry, a vehicle loan that would cause heart disease—went bankrupt not long after it was established.
The company had completely lost its competitive advantage. This was not a phenomenal trend; they were all hiding in wells, with hierarchical management. Local anesthetics × antihypertensive drugs—these drugs were somehow synthesized into two different versions of giant beasts.
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1. Suitable for newcomers to hone their skills
2. …I can't think of anything else
Some departments are practically treated like crown prince departments; you never know what they do all day.
Some departments work overtime every day like dogs—what are they so busy with? Most of the time, it's because a manager makes one decision and everyone starts scrambling pointlessly.
Before joining, I thought it would be fine if it was a little demanding—after all, I would be learning something.
After joining, I found that the senior executives were arbitrary, middle managers incompetent, and the people at the bottom worked overtime desperately (even the first half-hour after the end of the workday would be taken away).
Then, without warning, they laid off a large number of people (you had to pack up and leave within half an hour of being notified).
I sincerely urge all newcomers who harbor aspirations for the game industry not to join.
It depends on the period.
Early period (Minquan East Road): Work was not subject to many restrictions, working hours were quite flexible, and benefits were generously provided. There were few employees, so team cohesion was fairly strong.
Middle period (Nanjing Fuxing): Salaries were paid on time, plus overseas company trips.
Late period (Neihu): None.
Boss:
Early on, he painted many grand visions but gave preferential treatment to relatives and close associates, leading to a loss of talent. He had somewhat poor control over his emotions and would roar at people for no reason. In the end, he drained the company, was caught, went to another company to serve as a vice president, and even came back to poach employees, leaving shareholders with a mess and taking them for a ride.
Senior management:
Basically, about 90% of them were the boss's golfing buddies, classmates, or people who had lent him money. In terms of ability and connections, they might have had some of both, but their abilities were basically unrelated to this industry. As a result, their decisions were the kind that would leave even an intern scratching their head. Since they lacked ability, from beginning to end they merely went along with the boss (simply put, they flattered him). In meetings, they would voice all kinds of wild ideas, then throw them to subordinates afterward, and finally blame the people below them. Midway through, they said they wanted to establish SOPs, but whenever problems arose, they would each hide as if they were dodging debt. Naturally, all the punishments were shouldered by the people below. Framing and shifting blame onto one another was probably their daily purpose at work. From beginning to end, they never made the company much money; they only gradually exhausted the dividends earned in the early period, while still claiming they were incredibly capable. To show just how terrible they were, here are a few examples:
1. Senior executive surnamed J: From beginning to end, he never seemed to know what selling points the games he signed had. Every title he signed lost money. He talked on the phone every day, as if afraid the whole world would not know. Whenever there was a real problem, he blamed this and that, never considering where the fundamental mistake lay. His favoritism toward certain departments was extremely obvious, and when it came to flattering the boss, he was probably number one.
2. Senior executive surnamed Jiang: At first, he said he would do livestreams to sell gift bundles, but the entire livestream studio consisted only of employees. After making a lot of noise but producing little, he simply went to another department and lived happily every day. He spent working hours smoking on the first floor, making TikToks, calling people to discuss day trading, and arranging mahjong games. It was completely unclear what purpose he served at the company.
3. Senior executive surnamed Chen: A senior executive who joined in the middle-to-late period. He carried a little notebook into the meeting room every day. He could not even tell Google and Apple apart, yet he was part of the decision-making level. When handling the company's office relocation, he spent a great deal of money on design, but again hired relatives. Nothing much came of it, and in the end they simply continued using what others had left behind. Eventually, he fled along with the boss, and from beginning to end it was unclear what he had been doing at the company.
4. Senior executive surnamed M: An executive who rose up from operations. He was not very temperamental, but lacked the sense of responsibility expected of a supervisor. Whatever the boss instructed, he would agree to, and when problems arose, he would quietly push subordinates forward to take the fall.
Middle managers:
Basically, the middle managers at this company were just messengers. Since the senior executives each acted as though they were incredibly capable, middle managers had neither the authority nor the courage to speak up. As long as they could deal with upper management and avoid getting themselves into trouble, that was enough.
Frontline employees:
The current state is that everyone is waiting for bankruptcy. Most employees spend their workdays simply waiting to clock out. They open something work-related, but in reality watch YouTube or browse game forums beside it. They clock in and eat breakfast in the morning, smoke a cigarette and chat after eating, then wait for lunch. After lunch, they smoke a cigarette and wait for the group-order afternoon tea, then arrange a group outing to buy coffee and take a walk. They return to their seats, watch videos, and wait to clock out. “Don’t know if there’s anything to do; if there’s nothing, don’t bother me” is more or less the current situation.
The company is now so broke that it has begun laying off large numbers of employees, because the money earned in the early period has been completely squandered by those supposedly brilliant executives. The stock was delisted, while the CFO remains firmly in his seat. By mid-2022, the financial statements showed very little remaining, yet they still stubbornly launched a Japanese-style game. Revenue was so poor that it was worse than running your own private server. So if you want to go work there, I think you should hurry. You would basically have nothing to do and could enjoy an easy ride, and before long you might even receive severance pay—what’s not to like?
P.S. You guessed correctly: I was the one who got laid off (I wasted a long time of my youth watching a company get run into the ground, like a prime-time TV drama).
The lower-level employees who can stay here generally have very good tempers; otherwise, they could not tolerate this lousy company and its bunch of incompetent managers. So the regular employees are generally easy to get along with. That is also the only advantage of this company.
Most of the benefits listed on the employment website do indeed exist, but they are deducted from your salary, and you still have to fight to get them. Even when you legally make use of those benefits, managers will make sarcastic remarks that during working hours you should only sit at your desk and work, haha.
A quick search will turn up news about the company being hollowed out, so I will say no more. The managers even show off to each other about how little they paid to hire people as disposable labor. And it is not only employees who are treated this way: the games the company operates are also mostly disposable Chinese-made products or outdated copycat games. Only young people who genuinely want to make games can endure the terrible environment and low pay and keep working at it. Unfortunately, those who are responsible and willing to work hard are often pushed so far that they lose their passion for games.
Every few months, you hear that someone has once again been forced to resign voluntarily because the company does not want to pay severance. Some people may naively think that staying here and putting up with a little hardship will allow them to learn some professional skills. Unfortunately, the work assigned to the people who stay here is already severely overloaded, and there is simply no one who can teach you.
The management team is one fat sheep after another, and many of them do not play games or have impressions of games stuck in ancient times. Most of these people are higher-ups’ trusted associates. Even when they make a mess of things, all they do is adjust the organization so they can slack off somewhere else, or change their job titles and continue being useless.
When employees complain about low pay, management will even bring up bonuses to deflect criticism. Yet the bonus for an entire quarter is treated as though it were being tossed to a beggar on the street. The reason is that management is so incompetent that they cannot even estimate schedules. They come up with an utterly absurd workload and then ask why you are not working overtime?
The company was already delisted in July. Anyone who would still want to join a company where every internal employee is browsing job websites is truly admirable. By the way, last year’s year-end bonus was only 0.2 months’ salary, and some people received only 0.15 months. Note: 35,000 × 0.05 = 1,750.
If you want to join a company so stingy with its year-end bonus that it cannot even give out New Year’s red envelopes, you are sincerely welcome, haha.
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The habitual boss got arrested—everyone celebrates
https://www.google.com/amp/s/www.chinatimes.com/amp/realtimenews/20220429003801-260402
1. Colleagues are easy to get along with
2. Familiarity with the Labor Standards Act
3. Improved ability to withstand pressure
《If you care about a company’s prospects when looking for a job》
Then I’m sorry, there are none here.
The boss only acts as an agent for disposable reskinned mobile games, or spends a ton of money developing (copying) outdated games from several years ago—and makes them even less fun to play than the originals.
《If you care about your monthly salary when looking for a job》
Then I’m sorry, there’s none of that here either.
They only want to hire ready-to-work talent at low salaries, then continuously exploit them, wring them dry, and casually throw them away afterward. Don’t doubt it—that’s exactly how disposable this place is.
《If you care about annual raises or promotions when looking for a job》
Then I’m sorry, there’s nothing here in that regard either.
They claim salaries are adjusted in April, but it’s already the end of April and there’s still absolutely nothing.
You say having no raises or promotions is okay?
You’re being too optimistic. They’ll give you NT$3,000 when promoting you from specialist to supervisor, then reclaim it with double the workload.
If you get promoted to assistant manager, there may be a little more pay, but you can say goodbye to overtime pay and compensatory leave from then on.
Still want to move up?
Don’t kid yourself. The upper management is all made up of the boss’s cronies who don’t do any work. You’ll never get the chance.
《If you care about year-end bonuses when looking for a job》
Then I’m sorry, there’s still none of that here.
The company will only give you half a month’s salary, then say that the company didn’t make money this year and everyone needs to weather the difficulties together, while proudly declaring in speeches, “Our company never mistreats its employees.”
《If you care about relationships among colleagues when looking for a job》
Then congratulations, this place finally has that.
However, a reminder: since a large number of people quit every week, make sure to make plenty of friends, so that the rate at which you meet people doesn’t fall behind the rate at which everyone quits.
If you want to experience
low pay and long hours every month,
a year-end bonus of less than one month’s salary,
a company with no prospects,
and a self-important boss,
then you’re very welcome to open 104 right away.
Zhen Hao Wan Entertainment sincerely invites you!
You can learn about the Labor Standards Act. I’ve also heard that the boss’s father is very wealthy, so there’s no need to worry about the company going under.
1. The games are always just reskinned mobile games, and the managers even spout bullshit about how you can learn a lot here. Even a baby can copy things; I don’t know what you can learn here besides the Labor Standards Act.
2. To build on that, anyone passionate about creating games absolutely should not come here. Taiwan still has sweatshop game companies, but this one is both exploitative and completely devoid of creativity.
3. The higher-ups understand games even less. Copying others is bad enough, but what’s the point of copying games that have been outdated for two years? They even started two projects at once to copy the same game.
4. Extremely stingy. When negotiating your salary, they constantly emphasize that perfect attendance is worth NT$3,000, but in practice the company will go to any length to prevent you from receiving it.
5. There are countless rules, all designed to nickel-and-dime employees over a minute or two: you can’t buy things during work hours, use the microwave during work hours, or wash dishes during work hours. They also casually threaten to mark you absent without leave, which in practice violates the Labor Standards Act.
6. Being one second late not only means losing your perfect-attendance bonus, but they will also force you to take leave. This also violates the Labor Standards Act in practice (the deduction should be proportional).
7. They squeeze employees’ time this badly, yet the boss has no problem giving speeches during lunch breaks—and doesn’t extend the lunch break afterward.
8. Some of the company’s welfare expenses are actually paid by the employee welfare committee. Isn’t that still employees’ money??
9. The pay is low, yet they still demand people who can hit the ground running. Afterwards, they even tell the government that they train unemployed young people and should receive subsidies, when in reality they provide not even one second of training.
10. Employee evaluations are basically mysticism. Even when you complete all your work properly, they may still complain that you don’t look enthusiastic.
11. Anyone with common sense leaves almost immediately after joining. Those who remain are either deeply submissive or people who treat game development like manufacturing.
12. Bizarre self-confidence: they think their company is extremely strong and their projects are amazing, and that the opportunity to learn from them is your honor. I was also lured in by this attitude.
13. Cross-department communication is an absolute disaster; planning and programming just waste each other’s time.
New hires in game planning absolutely, positively should not join. They will keep brainwashing you into thinking this is standard practice in the industry, when in reality, although Taiwan’s game industry is pretty bad, it isn’t all like this. Stay too long and your creativity will be ruined.
If you’re just looking to write code or draw, it should probably be fine—as long as you don’t mind the company being stingy.
The colleagues are fairly easy to get along with.
If you have another offer, by all means, don't come here.
1. High turnover: someone resigns every week, and new hires almost never stay for a full year.
2. We are perpetually understaffed. The reason we can never find people is that the company always wants to use low salaries to hire people who are both experienced and capable.
3. Employees are expected to report and work on holidays, with no compensatory time off or overtime pay.
4. The company is stingy and constantly tries to shortchange employees' pay in small ways. For example, you cannot receive your post-probation salary until the fifth month (the first incomplete month does not count), and it also tries every possible method to keep employees from receiving the NT$3,000 perfect-attendance bonus.
5. It is constantly publishing various poorly designed disposable mobile games, forcing employees to give them five-star reviews while complaining that they cannot make any money.
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The entire company is just chaotic. When it was growing from a small company, they wanted to establish a set of SOPs, but in the end they came up with something that was practically no different from having nothing at all. The division of responsibilities is tangled together like vines. When you have a question, you have no idea who to ask. A bunch of people have resigned, and then the handover of responsibilities depends on whom you get along with better and whom you want to dump the mess on. In the end, it became what it is now. The company was divided into various “centers,” and then a bunch of people were inexplicably promoted—especially one vice president who talks nonsense all day, constantly flatters the boss, drives away a bunch of people, and even caused the company to lose tens of millions, yet somehow faced no consequences. They just blamed everything on the pandemic and said Taiwan was doing poorly. Then they gave employees an annual bonus of 0.3—what a joke. Another middle-aged woman was also ridiculous. She started by using livestreaming as if it were something incredibly impressive, shouting loudly all day. When it ultimately went nowhere, she went to cooperate with FamilyMart, then acted as if she had accomplished something powerful and amazing. In the end, it was once again all thunder and little rain. The unfortunate ones were the people who had to clean up after her. She simply said, “Transfer me back to the PR department,” and left everyone else to figure out the remaining problems. What a joke. The company moved to Neihu, claiming it would give everyone a spacious environment to work in, but used the original mono interior design. The large desks that had been left behind were all given to the departments under that vice president, while everyone else merely moved over the positions from the original office and was still crammed in like hell. Basically, it was just to let those who love flattering the boss enjoy themselves. They used to work overtime like crazy, but now it is much less frequent because the entire company is already full of idle employees. Everyone just pretends to be busy and waits to clock out. In summary, the senior management is incompetent, obsessed with enriching themselves, and loves showing off; whenever something goes wrong, they make subordinates take the blame, and none of them has much of a sense of responsibility. The company is currently just barely hanging on, and I think it will be difficult to find a future here. If you want to come here and coast along together, hurry up and join—at least the base salary is pretty good.
1. The colleagues are all very nice
2. The project budget is substantial, so there is a lot of room to learn and try things
3. The perfect-attendance bonus is NT$3,000
4. There are occasional project bonuses
5. The turnover rate is very high, so if you stick it out, you’ll get promoted
6. If you’ve worked at a small company before, you’ll feel that the game industry’s budget is heaven; but compared with other, larger-scale game companies, it is of course still somewhat limited.
7. Some department managers are quite capable at management
8. Korean-market projects are launched fairly often; overseas project experience is a plus on your résumé
9. A good place for fresh graduates to hone their skills
10. Fruit is provided on Monday, Wednesday, and Friday afternoons. There are also drink orders—the “drink angel” orders drinks every day. When revenue is good, there’s Häagen-Dazs and Starbucks
11. Some senior executives put on performances in the boss’s group chat every day; it’s absolutely spectacular
1. You are required to report data on holiday mornings as a duty; it does not count as overtime, and sometimes it drags on until the afternoon
2. The product strength is relatively lacking
3. It’s very busy and demanding; coming here to slack off is impossible
4. You may be tagged on Line at any time, regardless of the hour. If it’s urgent, you may still receive a phone call. I think this is fine, but it depends on the person
5. Toilet paper is not provided, and you have to bring your own laptop. This invention deserves a Nobel Prize
There is a quarterly meal allowance.
Entry-level colleagues are generally easy to get along with.
The job description for the position applied for differs from the actual job duties.
The turnover rate is high; people frequently resign or are laid off.
There is basically no training. The assigned tasks are often miscellaneous, and you frequently have to fulfill the boss’s wishes. However, supervisors only focus on the final performance and do not consider whether the work arrangements are reasonable.
You will not learn much after joining, and the salary is relatively low. Job seekers are advised to think carefully before applying.
The cleaning lady is the most conscientious.
The seating is cramped, with everyone packed together like sardines. Then, ever since someone who spends all day holding his phone, speaking loudly, and wandering around everywhere as if afraid no one knows he is doing something important took over the company—or whatever his title is—every department has been mixed together. Responsibilities are chaotic, and it is completely unclear who to look for when something needs to be done. Every idea and change is implemented or revised whenever he suddenly thinks of it. The so-called SOP is merely something used to deceive our own people and make them feel self-important. Put bluntly, it is just a collection of people’s chaotic ideas cobbled together without regard for whether they conflict with one another. In any case, no one follows them, and they are useless.
The senior management team also brought in a group of classmates and basketball buddies. It is completely impossible to understand what they have to do with the game industry. The newcomers are either uncles who do nothing but attend meetings and copy notes into notebooks, or aunties loudly shouting and thinking they are very impressive. When serious matters come up, all they can say is, “I’m not clear either,” “I don’t know either,” or “This should not be my responsibility.” But when they are in front of the boss, suddenly it is, “I have an idea,” “Yes, yes, yes,” and “Okay, okay, okay”—endlessly flattering and sucking up to him. Then they make their subordinates carry things out: if it goes well, the subordinates are “the best”; if it goes badly, they push the subordinates out to take the blame.
In ordinary situations involving important problems, this group of executives does not have the courage to make decisions either. In the end, they simply follow the original manufacturer’s lead. Only when something goes wrong do they say what should have been done, and then they punish a bunch of unrelated people or front-line staff. Some time ago, a group of people left. The employees promoted afterward were promoted simply because they happened to fill vacancies, without regard for ability. This has left everyone unsure what they are working toward. Apparently, as long as you are lucky, can play basketball, and know how to cling to powerful people, ability is not very important.
Punishments are handed down constantly, with no apparent logic—everything depends on whether the boss is in a good mood. In the end, all I can say is: if you are thinking of joining, you probably should not be too capable. Be good at bluffing and sucking up, and preferably build a relationship with some senior executive who has powerful connections. You are guaranteed to have a great time.
Probably all that’s left is that most of my colleagues are easy to get along with.
Useless beyond belief, rotten beyond belief
They always like doing meaningless things
They always like making simple things complicated
They always like creating a whole bunch of SOP procedures
Without realizing that no one is actually following the SOP procedures
Useless beyond belief, rotten beyond belief
At the start of the workday, they first complain that you can’t eat breakfast
Without realizing that a bunch of assistant managers don’t come to work until after 10 a.m.
Then they secretly go downstairs to buy breakfast (I heard they sit in the area in front of the vice president)
Thinking that no one knows what they’re doing
But I saw it all
Useless beyond belief, rotten beyond belief
For all kinds of nonsense and delusional talk from upper management, call me No. 1
Subordinates work themselves to death, while they don’t even try to fight for departmental benefits
When recruiting externally, they don’t even know how much salary to offer
Instead, they ask subordinates how much they think it should be
When recruiting externally, they don’t even know what to call the position
Instead, they leave everything to their subordinates
Are you the assistant manager, or am I the assistant manager?
Useless beyond belief, rotten beyond belief
For promotions, KPIs, and bonuses, it’s enough just to hear that they exist
Whether you get disciplined, and how severely, all depends on whether your connections are good enough
If there’s an error in the game rewards, they directly dock your pay by at least 10%
When an important file is lost by a certain department, they only give you a demerit
When they calculate your salary incorrectly, there isn’t even any news of disciplinary action
I’m seriously at a loss for words
Useless beyond belief, rotten beyond belief
When upper management makes mistakes, they stupidly pretend to be cool and brush them off as if nothing happened
When subordinates make mistakes, they chew them out relentlessly and add disciplinary action
As for the company’s policies, upper management can simply flip their lips and change the rules however they want
Incompetent people will always remain incompetent; don’t expect them to change
Salary is paid on time and has never been delayed. The company has the kindest and most helpful HR staff I have ever encountered (after joining). The company quite often provides snacks and drinks. The agency/development operation is large enough and willing to hire newcomers to take charge of important work, so people new to the game industry can learn quite a lot and gain plenty of interesting experience.
Severe overtime: The company culture strongly encourages overtime, to the point that it is almost semi-compulsory. Supervisors may well be unhappy if they see that you did not work overtime. (However, overtime can generally be counted toward overtime pay or compensatory leave.)
Frequent meeting reports: This is probably a common problem at large companies. Be mentally prepared to attend 6–7 meetings per week. If you work as a game operations PM, there may be even more (it seems you may have to give reports at least twice a day).
Inexperienced leadership: No one at the upper levels of the company understands games, plays games, or knows how to make games. Most of the time, they only care about the financial figures. So if you love games, communicating and working here will be very difficult.
Heavy reliance on personal relationships: Here, position and seniority are everything. If you want upper management to adopt your opinions or gain opportunities for promotion, professional expertise alone is not enough. You may also need particularly good communication skills or to build a good relationship with your supervisor (and their supervisor). Otherwise, you will have to stay longer... if you can endure it.
Uneven knowledge and information: Some departments and colleagues provide fairly detailed information during handovers, but most of the time, your colleagues and supervisors will not have more experience than you. You may therefore have to explore and learn the relevant knowledge on your own. If you just want to earn a living and do not want to learn proactively, the job will probably be extremely frustrating.
In short, this is a very demanding job. However, your résumé will look much better after doing it.
The colleagues are nice; the benefits were (originally) very good.
They only represent cheap, money-grabbing mobile games from China. You have no say in scheduling; they set unreasonable schedules and demand that you follow them strictly. When they need you, they make you work crazy overtime to accommodate the company; when they no longer need you, they transfer you to another department and then lay you off. They parachute in a bunch of well-connected buddies with high seniority as managers, fawning over the boss’s and general manager’s wrong decisions while setting excessively high targets for the staff below and coming down hard when they are not met. Their understanding of games is limited to seeing them as money-making tools, and they even make the people below work overtime to put on an act for the boss. What a fun game company.
It’s only natural to be useless when there are still people even more useless than you.
If you’re unsuitable, you’ll simply be transferred to another department to continue enjoying your easy life.
The work content is unclear and difficult to track—just show up on time and wait to clock out.
Whatever the task, just say “I don’t know how” and push it far away.
At work, the TA is all about spreading rumors and gossip about every employee (the aunties).
There are tons of violations of the Labor Standards Act that deserve to be reported.
If you don’t reply to messages, the boss will chew you out relentlessly.
There are tons of people who report back after work or send you a private “hello,” as if they’re very hardworking.
Goals are all shouted out verbally, but in practice, nobody wants to carry them out.
You do it first; then they’ll consider whether to give you the bonus.
Useful people are worked like dogs, while useless people are treated like precious treasures.
Ordering afternoon tea and drinks is practically its own department; people take turns ordering afternoon tea, and the loudest ones have voices to die for.
The interview feels like a game—you can even use your phone, showing no respect for the interviewee.
Collect a high salary while sleeping at work until you snore.
It’s a great place to come for retirement, but you still need to identify your own TA first and cling tightly to the right big shot :)
Convenient location and nice colleagues
Can develop your own potential
The salary is nothing special, and there are a ton of disciplinary penalties
Bonuses are dangled like a big prize, but you can never actually get them
The boss’s old-fashioned motivational speeches are incredibly awkward
The senior executives parachuted in from outside only pay lip service and favor their own cronies
While you’re working hard, they just run their mouths and make snide remarks
After all your painstaking work, the credit goes either to their department or to one of their cronies
If you have no connections or personal ties, trying to climb up from the bottom is no better than dreaming
When new hires join, no one has time to train them
Things are simply thrown at you, and you’re left to figure them out yourself
If you do it well, that’s only to be expected; if something goes wrong, it’s your fault
One person is expected to do the work of three and take on multiple roles
Who cares how much work you have on your plate or whether you can finish it?
If you finish it, that’s what you should do; if you don’t, you’re inefficient
If you do it well, that’s only natural; if you don’t, you lack dedication
Taking leave or using compensatory time off is basically working from home
You can’t miss a single message or phone call 24 hours a day
After reporting in on Saturday morning, one phone call from the boss makes the entire day disappear
Every day, they endlessly analyze why players aren’t buying into the game
The real problem is that the game itself is simply poor quality
There is a smoking room inside.
There are many parachuted-in executives at this company, all of them the boss’s brothers. They have little ability and only know how to put on a good front for their superiors, then push problems down to subordinates or other departments. As for the department I joined, I don’t know whether the manager doesn’t dare to refuse or is simply too spineless: whenever someone else pushes something over, they accept it even if it has nothing to do with our department. Then they say they feel overwhelmed because they’ve taken on too much. What exactly is contradictory about that? They insist on taking everything on themselves to put on a show for the boss, but the specialists underneath are the ones who suffer.
There are no real weekends. The company-wide groups never stop, and you can be tagged at any time. Once you’re tagged, you have to respond. Sometimes you’ll suddenly be asked to provide data and a reasonable explanation. If you don’t read the messages, your manager will privately notify you to check the group and answer the question. I rolled my eyes so hard they nearly reached my backside.
Even when you work overtime, you may not necessarily be allowed to sign an overtime form. Many people work until the early hours without receiving overtime pay, or are only allowed to sign for two hours of overtime. They may even tell you to come in and work unpaid on Saturdays.
There’s also an older woman who is very arrogant. If she dislikes you, she’ll do everything she can to block your documents, and she also spreads false rumors. She loves ogling the young men in the company—a stereotypical middle-aged woman.
As for the games, they only sign similar, equally lousy ones, and then question why our revenue is poor. WTF? We weren’t the ones who signed them, and revenue isn’t something we can control. They never question whether they chose the wrong games in the first place.
The boss never reflects on their own problems and only thinks that employees who leave are traitors.
Recently, they’ve been downsizing and laying people off like crazy, and people are leaving in droves too. Think twice before joining.
It was a fairly thorough introduction to the company.
After the first interview, they said they would notify me within a week, but after two weeks had passed, they called to request a second interview.
The second interview was okay, but throughout the process they kept asking which other companies I had interviewed with and whether I had seen any reviews of this company online, and so on.
After the interview, they said I would be hired. As usual, I waited two weeks before calling to ask about the decision myself.
They then changed their story and said they were not hiring me because the position was full. What a bunch of lunatics.
The environment seems okay, I guess.
I initially received a notification to report for work, saying that after the documents had been reviewed, they would send another email or call to notify me, and that I should report the following Monday. (I asked HR what to bring and what time to report, but they answered that they weren’t sure, which was a bit puzzling.)
After waiting two days without hearing anything, I called to ask. The response was: “The documents are held up, along with the staff downsizing and other issues, so she wasn’t sure whether this position was still accepting applicants.” We kept going around in circles, so I eventually asked directly, “So this position is no longer available, right?” Only then did she reply, “That’s right. Sorry.”
From now on, there must be an official written notice for it to count as a genuine job offer; verbal assurances don’t count. Everyone should also pay closer attention and make sure to confirm.
(This caused me to impulsively turn down some opportunities⋯
The employee turnover rate is high, and the benefits get worse year after year, but it’s easy to find a job in the industry after leaving.