Recommended:
An all-around talent who loves role-playing.
The officials in CoolCode’s key decision-making units have little hands-on experience with products or the market;
They make decisions based on fantasies,
making unrealistic demands for differentiated products in the market without spending money, while demanding extremely low costs and exceptionally high net profit margins comparable to Apple.
Develop products without spending money, earn extremely high gross profits from consumers, fill the coffers, and make the company a fortune.
Small-boss system — everyone is the boss of their own product department; satisfying the fantasy and thrill of running a company.
Remember, you are the boss and must take full responsibility for decisions; senior management has nothing to do with it.
Decision-making authority usually consists of cloud-based, non-expert senior managers giving technical guidance. You have no decision-making power,
but remember: because you are a small boss, you still have to take full responsibility.
Highly recommended for those who are willing to fantasize, complete a department’s work project single-handedly, and take full responsibility;
also suitable for office workers whose faith in promoting and indoctrinating others about the brand resembles direct selling.
Not recommended:
Employees have no career security; salaries and benefits are poor.
Senior management recruits aggressively whenever they think of something, then makes sweeping changes a few months later after deciding it is unsuitable.
There is always a significant gap between what employees are told and what they actually do, and decisions change from day to day.
They call it continuous optimization,
but if it has been “optimized” for several years, why is it still being optimized?
This is enough to prove that senior management is incompetent;
they constantly find topics to consolidate their own positions and extend their careers; the high turnover rate reveals the truth.
The company’s positioning is vague and unclear. It jumps on the metaverse and AI, insisting that every product must be related, while the decision-making group never clearly knows where the company is positioned.
Salary —
Ordinarily, companies state the lower end of the range so applicants can determine whether the salary meets their needs, or even whether it is enough to support their family budget.
CoolCode interviews, however, always use the same script: “The company benefits are excellent, with mid-year bonuses, year-end bonuses, annual raises, and promotions.
The annual salary is at least XX months.”
In reality —
For years, the norm has been 12.x–13..... months, occasionally 14 months, which is below the industry standard;
there are almost never salary increases, while employees are expected to take responsibility for everything from start to finish on their own.
This company is suitable for workaholics who are financially secure and love their work.
The interview starts with an introduction to the company.
They posted a late-career position, and the opening listed at the end of 2023 was still recruiting through February. Are they just wasting the HR budget?
1. The new headquarters in Neihu is beautiful
2. Flexible work environment
Apart from the traditional core Case team / Thermal team,
during this period of transformation, various new BUs have sprung up, but
1. The actual salaries offered by the new BUs differ drastically from what was stated during interviews; it is even common for people to receive only 60–70% of the promised amount. Lure people in from large companies first, and worry about the rest later?
2. Most BU heads are not professionals in the relevant fields. Most are outsider marketing talents and imaginative dreamers who make beautiful PPTs, obtain financial support from above, and then establish departments.
3. Because they are leaders from unrelated industries, they do not understand how different companies’ organizations operate, product details, or market demands. As a result, various processes are chaotic and positioning is unclear, yet they are unwilling to improve. Ambiguity provides more room to shift blame, resulting in chaotic management of the new BU departments.
4. As mentioned above, most are not from relevant fields and cannot distinguish who truly has experience and who is merely good at talking. This gives rise to all kinds of smooth-talking people who make beautiful PPTs and exaggerate revenue figures, then get the opportunity to establish departments. After all, if it does not succeed in two years, they can talk about it then.
5. Due to various political considerations within the new BUs, a pile of new organizations has been established. They are presented as improving company integration and efficiency, but in reality efficiency is extremely low, making it convenient to engage in exclusionary practices.
If you are willing to accept low pay and are a dreamer with good speaking skills,
you are welcome to join the various fantastical products and create all kinds of dream BUs.
It is definitely the best place for dreamers and fantasists to shine.
Beautiful building (superficially)
If you want to go in and work hard, think twice..
The people at the top spend all their time making PPTs and drawing up a bunch of fantasies, just trying to survive and hold on to their positions.
They actually have no direction themselves, so they can only exploit the people below them. Now they keep requiring everyone to submit weekly OKR records to show that they are managing...
A bunch of people with only a little marketing experience are managing the company, and their actual management of those below them is extremely xxxxx... inadequate.
They can call white black and the dead alive—more skilled than politicians.
Young people.... really, don't waste your lives.
Older people..... go in and retire.
1. There are many opportunities during the company’s transformation.
2. The new office was just established and has a great environment.
1. The company is chaotic during the transformation.
2. There is a lot of infighting in my department that other departments don’t know about.
3. The job posting makes the position sound glamorous, but the actual work is just running errands.
4. You never get overtime pay for working overtime. The claim that you can take time off in lieu is also just a pretext.
5. The people there are very good at bragging; they can make something dead sound alive.
6. The managers all come from marketing and sales backgrounds. If you want to delve into technical R&D, don’t go there—the products are all white-label goods.
7. The company is a rip-off; it even charges for parking.
8. The company’s veterans are very good at flattering the CEO, and they constantly pay lip service to “raising issues when there are problems.” It’s truly pathetic.
9. Whenever there’s a meeting, it lasts at least two hours. I’ve attended five-hour meetings.
10. Sometimes there’s nothing to do all day, so it’s suitable for coasting toward retirement.
None
Some of the positions listed above don't even exist. After coming in, you have to complete a bunch of tests and wait for a long time, only to be told that the position doesn't exist. I don't understand the purpose of calling people in.
Company style—the only constant is change~~~ If you’re someone who prefers a stable environment, this isn’t suitable for you.