香港商女媧創造股份有限公司台灣分公司

Colleagues are easy to get along with

My salary was withheld three times within six months.

The first time, they gave advance notice, and the withheld salary was paid a few days later. The most recent time, they only informed us the day before payday. Two weeks have passed and I still haven’t seen the money, with no proactive announcement either—taking convenience to the extreme.

When asked, they said the investors’ money hadn’t arrived yet, so they still couldn’t pay our salaries? The company insists that its finances are absolutely fine despite its cash-flow problems, claiming that everything is the investors’ fault. Every time they say this will be the last time salaries are withheld, but then what happened???

1. I can't understand why the Design department develops any feature without providing documentation or a process. Even though we're development R&D staff, we're expected to create PRD documents or flows on behalf of the designers. Doesn't the boss often say that UX should be a top priority for robotics products? When UX isn't even doing UX work, are we supposed to build products using telekinesis? I also wish I could generate power with love.

2. The company has no PM responsible for prioritizing requirements, so priorities are constantly adjusted; however much work WIP there is, that's how much WIP there is. It's true that different products' code can be maintained by different people, but even the suggestion to hold Code Reviews every week has gone nowhere. Do you think your understanding is automatically the same as mine? Even my mother hasn't necessarily understood me after giving birth to me more than thirty years ago, so how can you expect my output to be understood by you?

3. My former supervisor often talked about balancing the three elements of QTR, but I have never understood what benefit senior management gets from constantly pressuring product R&D staff to lower Quality just to meet deadlines. Is it simply because a startup has no Resouce and Time, and therefore the quality of the output can be reduced? Is it really so difficult to understand that you want the horse to be good while also refusing to feed it grass?

4. One of the company's senior executives is extremely devoted to COSTDOWN. Regardless of whether it's EVT or DET, the testing equipment available to everyone is pitifully scarce. If we genuinely want to do things well, RD, UE, and QA should all be allocated enough equipment. Is everyone really that confident in the CODE they write and the flowcharts they draw? So this is what product development is like. Even clients in my previous contract projects weren't this casual about things. This is the first time I've seen something like this...

5. Fine, we don't have a PM. But I don't understand how meetings can be solely about stating problems, without assigning deadlines or tasks. Everyone at this company seems to love holding meetings, but very few people actually get the work done afterward. Am I the only one who isn't suited to being a salaried wage earner?

6. Once a FEATURE is completed, neither the project owner nor the UE manager conducts acceptance testing, and then we just keep changing it over and over. I only want to ask one thing: “Changing it isn't a problem, but the changes need to have a goal. What are the objectives and acceptance criteria for the changes?” No one answers when I ask. Perhaps my level of cultivation is simply too shallow...

There are no shortcomings; these are all distinctive features.

Claims that investors respond well to the product: Every investor who sees the robot demo applauds enthusiastically! There is so much investment money that the boss even has to turn investors away! The ability to swindle money is impressive! But when it comes to hiring newcomers, they often say the company does not have enough money and cannot hire anyone!

Claims that the company has an extremely high market valuation and highly valuable stock: This is a very promising company; in the future, it will either go public or be acquired! I have been hearing this slogan for almost three years! What a wonderful dream!

An extremely strong ability to cut costs: With the cheapest, leanest use of personnel and resources, it can build the best robots in the world; robots from other companies are all expensive, lousy pieces of junk! In reality, there are countless problems with the products, and they are not properly fixed!

Employees can develop cross-disciplinary skills: Android employees are told to work on BSP; BSP employees are instructed to research AI development; AI engineers are constantly asked to integrate APIs; EEs are assigned to be PMs; and IDs are sent to do marketing.

You do not have to work hard reading papers: The weekly report includes paper sharing, and the CTO asks why papers need to be read. Just use Open Source directly!

The CTO is highly capable: He is extremely intelligent and can easily bridge knowledge across different fields, earning the CEO’s deep admiration! Employees do not know how to appreciate him and should seriously reflect on themselves.

The company is excellent at opening sources and saving expenses: When asked to give a team member with an A performance rating a raise, there was still no raise after half a year! A true champion of saving money! Team members’ salaries are so low that I feel like crying.

The boss considers himself a very reasonable person: When employees think the boss is wrong, he finds a way to talk until they agree that the boss is actually right. If they still do not agree, he tells them to go back and reflect carefully on their own!

The boss uses employees’ personal matters to show concern: 1. “Wow! You’re still working overtime this late! Oh, right! You don’t have a girlfriend! Then working overtime often should not matter, right?” 2. “Have you ever considered reflecting on why you do not have a girlfriend?”

Continually developing new features with the most limited manpower: “The new feature has to be demoed next month, so figure out how to get it done quickly. If you need any resources, tell the boss—except for hiring people!”

The boss has excellent crisis-management skills: When the CTO’s own project runs into trouble, the boss only finds out at the last critical moment! He immediately calls an emergency meeting and requires all managers who were not previously involved in the meetings to help the CTO handle the problem. If the managers have opinions or objections, the boss first bangs the table and berates everyone! Then the CTO, who ignored the managers’ suggestions, bears no responsibility at all! Meanwhile, a whole group of managers obediently comes to clean up the mess!

The boss often mentions and praises colleagues who fought for the company in the past: Former employee A was actually very inexperienced and still had a lot to learn! Employee B did not handle a certain project well in the past and was actually very incompetent! Employee C had only an A performance rating and still dared to ask for a bonus; in my eyes, their performance was only a B! All of these people still had plenty of room to improve and learn!

The boss does not allow managers to discuss company problems while dining with team members => Problems have long since spread everywhere by word of mouth among colleagues in different departments! Is the boss simply slow to realize things, or completely unaware?

Very courteous to strong candidates during interviews: He talks about equity during the interview to entice candidates to join, while a group of people who are working themselves to the bone for the company are still waiting for the equity that was discussed during their interviews.

The boss generously promises employee benefits: “As long as everyone works hard, I guarantee that everyone will make a fortune from the stock!” => Even after receiving the contract, do not celebrate too soon; when you leave, the boss can still refuse to give it to you if he is unhappy!

The first time I wanted to resign, the boss personally asked to talk. He provided a document in black and white with the company seal and emphasized that the equity was very valuable and would make a fortune upon an IPO! Even if I left midway, I could still receive 18% interest! Stay, and I guarantee you will make money!

Six months later, when I wanted to resign and asked about the equity: The boss became furious, berated the employee for being greedy, and accused them of abusing special privileges—wanting to receive interest without paying to subscribe to the equity! (There was no subscription platform at all, so do not celebrate too soon just because you signed a contract.)

The rights the boss voluntarily grants employees may become tools to humiliate them after they leave => Employees can train their EQ.

The boss is willing to have a heart-to-heart conversation with employees shortly before they leave, asking them to part on good terms and saying they are always welcome to return in the future! He also does not forget to lecture them about a few things they did wrong in the past! He emphasizes that resigning is the employee’s personal problem and asks them not to say anything negative about the company after leaving!

When the boss mentions that he himself has gone several months without receiving a salary, he is implying that departing employees should not come to discuss their equity! The company is almost out of money! But then he also mentions that investors recently invested several million US dollars, and that it is such a shame for employees to leave! => Is he trying to play the victim or brag? I cannot tell!

When you finally discuss equity with the boss upon leaving, be mentally prepared! The boss will do everything possible to provoke and humiliate the departing employee with psychological tactics so that they will give up the equity, even though he said while they were employed how much he valued employees!

The things said during retention discussions and at final departure are completely different! No matter how much the employee contributed to the company before, once they leave, the boss will harshly criticize the departing employee to placate current employees and emphasize the company’s legitimacy! (The departing employee’s current situation is a warning for current employees’ future!)

Do not set your expectations for the equity too high; the boss will find a way to prevent employees from receiving it! Even if it is only slightly more than ten thousand in interest! (What a joke, considering the boss told everyone that he would definitely be very generous to departing employees and would not haggle!)

The boss’s promises are best taken with a grain of salt! The boss can simply forget or deny promises he made.

The boss does not change his attitude faster than one can turn a page: He is simply two-faced by nature!

As long as money is not involved, the boss will always treat you like a good friend. If you additionally invest your own money in the company, the boss will treat you like his own child. Even if you frequently cause problems at the company, the boss will definitely support you and find someone else to take the blame! In the end, the people who do the actual work are always treated like trash! Make one small mistake, and the boss will keep using it to attack departing employees! What a grateful boss!

The employee turnover rate is not high: There are more than 70 employees, while the company employee ID numbers are above 140, so it is only around 0.5—still below 0.87.

This is a high-quality startup and a great company: Worth dedicating ten years to! It has a CEO with extensive management experience who claims to have an excellent reputation, and a highly intelligent CTO! Excellent benefits! Extremely valuable stock options! In Taiwan, you are guaranteed not to find another company with a market valuation comparable to this one!

Employees can also learn excellent social and workplace experience here and develop powerful EQ skills! You will gain a great deal!!!

Excellent quality, flawless, and not joining this company would be a major loss!

The work is not rigid; it is varied.

Funding is unstable

Senior management has a habit of lying

The reward system is not transparent

There is a tradition of superficiality inherited from landing merchants

Few people take responsibility, but many take credit

Specifications and requirements change constantly

There is no core technology, so there is nothing to learn

None

The interviewer had a ton of questions

I only asked him two questions, and he immediately flew into a rage

There’s always an entertaining show to watch every day.

My favorite episode was the one where the robot was stolen by the former CTO.

I was so tired today that I fell asleep as soon as I got home. In my dream, there was a woman repairing the sky. She told me many little secrets…

1. A certain leader breaks the code and blames the previous person, saying the architecture was written so badly that changing one thing makes everything break. You’re 20 years older than these startup employees—besides whining and pulling little tricks, what can you actually do? (Oh, and taking credit too.) If you have the ability and generosity of spirit, you could rewrite everything yourself. But based on my observations, you seem to prefer changing constant values, randomly changing 1500 to 150, for example. Anyone interested can look at the commit history; you’ll see many changes that merely toggle the comments on and off on the same line of code ^_^

2. An employee wanted to resign and was called into a small room, where she was told: “Actually, we could stop you from leaving; we’re just being kind by choosing not to.” Sir, have you ever read the Labor Standards Act? There’s no need to act like a gangster or threaten her not to become too close to current employees and influence their judgment.

3. Current employees on a certain team were called into a small room and told not to become too close to people who were leaving or had already left. Controlling whom employees can be friends with too—how frightening.

4. A certain leader really loves taking credit, claiming to be the person responsible for the launcher, but whenever there’s a bug, saying someone else is responsible. They’re really good at it~

5. A certain leader: the people under you are better at using Git than you are. You don’t need to clone so many copies of the same code. Shall I teach you how to switch branches?

6. A certain leader tells subordinates that a task isn’t important, but repeatedly misjudges the boss’s wishes. Whenever the boss asks about it, they spinelessly push the blame directly onto their subordinates.

7. A certain leader says that for employees currently at the company, “heart” is more important than “ability.” I suspect that’s because the person who said it doesn’t have much ability.

8. If you always leave work on time at 6:30 p.m., you’ll be considered lacking dedication. Please accept the Eighteen Dragon-Subduing Palms—the desk-pounding technique learned from Chairman Gou.

//One more

A certain senior executive likes to say they come from Qualcomm, when in fact they merely worked at a company near Qualcomm. Come on~

I use Chrome every day, but I don’t say I work at Google.

Then the dream ended. The woman repairing the sky headed toward the other side of the strait, and my dream also faded away… What a strange feeling… It seemed as though I had been dreaming this dream for such a long, long time…

You can leave and arrive on time as long as you’re not being singled out.

If you negotiate your salary, you can get the startup industry average (maybe).

The workplace is pretty good—it’s in the city center.

I heard the product is about to launch.

What this company cares about most is whether you’re committed, but commitment is measured by your working hours ^__^

Rather than making a substantive contribution to projects, you’ll be more favored by the boss if you sit around at the company longer watching shows or handling private projects.

There’s no definite schedule and no definite product spec. Everything is an illusion.

There’s no system, but plenty of rules. The most important rule is that whoever comes in as a senior is the boss; you’re responsible for answering whatever they say—just agree.

You can’t criticize the company, the work, the product, or the boss; otherwise, you’ll be fired.

Although it’s a startup, you’re guaranteed not to get stock (before the vesting period is reached, they’ll find all kinds of ways to get rid of you). If you’re thinking of joining, don’t factor this in.

The average technical ability of the people who have stayed is currently not very high. Especially those who joined more recently but have more years of experience—it’s simply,呵呵.

There’s no core technology. They can only rely on software, hardware, and system integration, but outsiders lead insiders, and constant changes in direction mean the work basically never gets finished.

The water dispenser is often out of water.

The company has more than 50 people, but there’s only one men’s restroom, and it’s unbelievably smelly and run-down. The women’s restroom is also fairly dirty, but at least it has three stalls…

Having dreams is beautiful

Too numerous to list

1. Having a dream

2. The colleagues on the front line are easy to get along with

3. The boss says: “The company belongs to everyone.”

4. The robots are cute

1. You’ll soon discover that the dream has been shattered.

2. Many mid- and senior-level managers were parachuted in, claiming to be highly capable and able to do everything. When their changes cause problems, they only blame the previous employees for not handing things over clearly.

3. The company belongs to everyone, but although it was promised that employees would receive stock after completing three months, there has never been a clear policy—they keep pretending nothing is happening.

4. The quarterly bonuses agreed upon in the offer have been unpaid for more than a year, and they can even be canceled unilaterally.

5. There will never be a public letter regarding employee rights. They pretend nothing is happening to the very end, and if you ask about it, they may even slam the table.

6. The long-term employees who were owed salaries and bonuses and took on the risk of building the product from nothing are the ones who get laid off after the company gets on track.

7. When some parachuted-in managers want to bring in their own people, they transfer the existing employees to other departments regardless of their expertise. They may even snap at them: “That’s how society works. If the boss tells you to do something, you can only do it.”

1 You can practice EQ every day

2 An OEM/foundry culture, making it easy to transition seamlessly to an OEM/foundry in the future

Objective facts:

1 There is a record of delayed salary payments

2 There is a record of delayed performance bonus payments

3 A certificate of good conduct is required for hiring

1. Many slogans, and they’re inspiring

Come start a business—everyone here is a boss (?)

We do what we say. If we don’t, you can point at my nose and chew me out (??)

Everyone, keep it up—we’re on the final stretch

Brother, we’re counting on you

2. Flexible working hours

Flexible start times, no end of workday—work (ㄐㄧㄚ) hard (ㄅㄢ) to contribute to the company

3. A gathering of first-rate leaders

Many leaders with extensive mass-production experience, bringing together genius-level talent from every field. Their ability to solve the problems people raise is top-notch

4. Quarterly bonus payment and evaluation system

Not sure whether current employees have received them (???). You can ask the pros and cons—depends on the individual, sir/madam

5. The boss’s strong strategic planning and management abilities are beyond doubt

Really strong—they have two companies

6. The product has already been launched in mainland China

We’re about to hand in an impressive report card

7. Very promising, with stock ownership

It’s been “shallow” for two years. Keep it up—it’s going to explode with growth~~~~~ Taiwanese stocks, perhaps (????)

1. Someone claims to work overtime every day

Watching a movie first and then coming back to collect your things also counts as overtime; spending a few minutes collecting your things before leaving also counts as overtime~

2. Employees form cliques, corrupting the atmosphere and influencing others

Nuwa’s brand-new creations are proactive and upward-looking. These people have already been given their lunch boxes, and some are even cursing the little bitches while eating their boxed lunches.

I can’t think of anything else. It’s a company full of drive and aspiration.

Wishing you smooth production, a successful launch, and success in everything.

1 Want a stage to showcase your strengths, with many opportunities

2 The company has great potential. If it successfully achieves its goals in the future, those who own shares may have the opportunity to earn an explosive income

3 Innovative products

4 Snacks are available every day

5 The boss is extremely dedicated and works with an entrepreneurial attitude

6 The boss is very capable of raising funds in the business world

7 Flexible working hours with two start and end time options

1 In addition to having good abilities, you also need the right attitude to more easily gain the boss's favor

2 If the company succeeds, and if the boss is also willing to give you shares

3 Old-fashioned ideas

4 But they are limited in quantity

5 You are either starting a business or on the way to starting one

6 Therefore, when funds became tight, the boss chose not to proactively inform anyone because they did not want to cause unnecessary panic among the entrepreneurial partners, stating that subsequent funding was already under negotiation and that they were very confident

Pros and cons depend largely on the individual

Positive and proactive people always see the advantages

Negative and resentful people always see the bad side

7 In the office, there are only proactive, upwardly motivated people

The colleagues in the early days were highly capable and very nice, making collaboration and getting along with them enjoyable. (“Early days” refers to before Nuwa was massively invaded by Rousong.)

1. The CTO who came from Rousong abruptly cut the entire original firmware team in order to replace them with people from Rousong.

2. The quarterly bonus still had not been paid even after a year. When leaving the company, if you ask the boss for it, the boss will use all kinds of reasons to avoid paying you.

3. Salaries are approved inconsistently, so prospective employees should negotiate their salary carefully.