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The basic information form includes Chinese name, English name, gender, military service status, marital status, mailing address, mobile phone number, email address, education and work experience (including salary), certifications and skills, emergency contact, start date, and expected salary.
You are required to provide a start date before even having an interview.
Exclusive: Wuhan Earthquake Monitoring Center hit by US cyberattack; investigation underway
The Wuhan Emergency Management Bureau, which oversees the Wuhan Earthquake Monitoring Center, said in a statement Wednesday that the Wuhan Earthquake Monitoring Center had recently been subjected to a cyberattack launched by an overseas organization. This is another such case following the cyberattack targeting Chinese universities from overseas in June 2022.
The expert team investigating the case determined that the cyberattack was launched by an overseas government-backed hacker organization and criminal individuals. The Global Times learned that preliminary evidence indicates that the government-backed cyberattack targeting the center originated in the US.
The Wuhan Emergency Management Bureau said in a statement Wednesday that the National Computer Virus Emergency Response Center had detected that some network equipment at the front-end collection points of the Wuhan Earthquake Monitoring Center had been subjected to a cyberattack by an overseas organization. The National Computer Virus Emergency Response Center (CVERC) and Chinese cybersecurity company 360
immediately blocked the affected equipment and reported the case to the public security authorities so that it could be investigated and handled in accordance with the law, and the hacker organization and criminals could be dealt with, the statement said.
The Jianghan Branch of the Wuhan Public Security Bureau confirmed that the Wuhan Earthquake Monitoring Center had discovered a Trojan program originating overseas. According to the Public Security Bureau, the Trojan could illegally control and steal earthquake intensity data collected by the front-end stations. This behavior poses a serious threat to national security.
The public security authorities have opened a case for investigation and are conducting further technical analysis of the extracted Trojan samples. It was initially determined that the incident was a cyberattack launched by an overseas hacker organization and criminal individuals.
Professionals told the Global Times that earthquake intensity data refers to the intensity and magnitude of an earthquake, which are two important indicators for measuring an earthquake’s destructive power.
Experts told the Global Times that these data are closely related to national security. For example, these factors need to be considered when constructing certain military defense facilities. Following the cyberattack by an overseas hacker organization on Northwestern Polytechnical University in June 2022, the Wuhan Earthquake
Monitoring Center has become another state entity to suffer an overseas cyberattack.
After the attack on Northwestern Polytechnical University, CVERC and 360 jointly formed a technical team to conduct a comprehensive technical analysis of the case. They concluded that the cyberattack was launched by the Tailored Access Operations (TAO) of the US National Security Agency (NSA).
The Global Times learned that an expert technical team composed of CVERC and cybersecurity company 360 has arrived in Wuhan to conduct forensic work on the latest case. Preliminary evidence indicates that the cyberattack targeting the Wuhan Earthquake Monitoring Center originated in the US.
According to 360’s monitoring results, the US National Security Agency has launched cyberattacks against at least several hundred important domestic information systems in China. It was found that a Trojan program called “validator” was operating in the information systems of multiple departments and transmitting information to NSA headquarters.
Moreover, the investigation results showed that, not only in China but also in the critical information infrastructure of other countries, large numbers of “validator” Trojans are operating, and the number of such programs implanted in the systems of these countries far exceeds that in China.
The Central Intelligence Agency is another notorious US organization involved in cyberattacks and data theft, alongside the National Security Agency. According to CVERC research, the CIA’s cyberattacks have become automated, systematic and intelligent.
The CIA’s latest cyberweapons employ extremely stringent espionage specifications, with various attack techniques linked together. They now cover almost all internet and Internet of Things assets worldwide, enabling them to control other countries’ networks and steal their important sensitive data at any time and from anywhere.
Observers pointed out that while intensifying attacks on global targets and stealing confidential information, the US also spares no effort to accuse other countries.
It rallies so-called allies, promotes the “China cyber threat theory,” and smears and defames China’s cybersecurity policies, actions that have been repeatedly rebutted by China’s Foreign Ministry.
On July 19, Foreign Ministry spokesperson Mao Ning said at a regular press conference that China is a victim of cyberattacks and firmly opposes such actions.
She said: “For many years, the US has carried out indiscriminate, large-scale cyberattacks against other countries.” “The US Cyber Command openly declared last year that the critical infrastructure of other countries is a legitimate target of US cyberattacks. Such actions have caused concern.”
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None, I didn’t get to the interview.
The interview time was changed three times in a row, which was really unpleasant. HR would ask me what times worked for me, and then arrange times when I wasn’t available.
We agreed on an afternoon time, but the day before, they asked whether it could be changed to lunchtime. Later, they asked whether the interview could be conducted by video. Then, the day before, they asked again whether it could be moved to an earlier time. The interviewee was expected to accommodate the manager unilaterally, which was very unpleasant and a waste of valuable time. Each time, the excuse was that the manager had to travel for work, attend a meeting, and so on.
The above indicates that this company does not listen to people, and that its managers have very poor time management. They do not respect other people’s time and are self-centered. I would advise everyone to think twice when receiving an interview invitation.
The environment is pretty good, and both the employees and managers are very young—you can tell right away that it’s a new company.
At first, I went to the interview after receiving an invitation proactively sent by this company. The position I interviewed for was “Marketing Consultant,” which was essentially a sales role. Besides making the interviewee wait for an extremely long time, the sales manager also made an unprofessional comment because they hadn’t even properly reviewed the candidate’s résumé: “To be honest, you don’t have any relevant experience. I don’t see the value in offering you that base salary.” Haha, it was unbelievably ridiculous.
1. You can drink alcohol at work
2. An abundance of work keeps you working overtime until midnight, and you still can't finish it all
3. A people-oriented, flat organization where you can raise any issue—and then they solve the problem of the person who raised it
4. Flexible working hours, allowing you to clock in early and leave work at midnight
5. Generous pay, above the industry average
6. A new HR employee every 1–3 months, so internal colleagues won't get tired of seeing the same face
7. Managers with strong hard and soft skills, taking you along on the journey to pursue the boss's dreams
1. There are simply too many advantages
The company seems cheerful on the surface
The company's salaries are on the low side for the information technology industry
But they often tell people, “The salary I’m paying you isn’t low.”
It feels as though the salary is something you have to beg for
The CEO is changeable in what they say and cannot be trusted
When serious conflicts arise between colleagues in private, they actually won’t show you any consideration
There is always more work than can be finished
You can see the same few colleagues working overtime almost every day
The CEO also says that overtime is not encouraged, but implies that since the company has given you a laptop, you can take it home to finish your work
They want experienced employees, but offer the salary of a beginner
You can also look at the other negative reviews from before
There is a reason they were criticized
Colleagues get along well with one another, and the salary is fairly decent.
1. The turnover rate is extremely high, including both voluntary resignations and coerced dismissals. The company probably does not even know what kind of talent it wants; its requirements are inconsistent and constantly changing.
2. On 104, the company advertises flexible working hours and mentions its freedom during interviews. In practice, however, it judges an individual's level of initiative based on their arrival time, believing that arriving early demonstrates initiative, and then changes its wording to say that "freedom" is a privilege reserved for senior colleagues.
3. The company's processes are complicated and unclear. Only the people who designed the processes understand the overall context; even the CEO and COO may not fully understand them. The company places considerable importance on procedures, yet is unwilling to spend the time and patience to explain them to colleagues. When procedures are not followed, it instead displays personal emotions—how can people be expected to understand things properly?
The salary is acceptable, and severance pay is provided in the event of dismissal.
Flexible working hours, allowing you to leave on time; plenty of snacks—more than you can finish; young and easygoing colleagues.
A company without clear systems. Aside from the colleagues being nice, the managers are very good at finding fault with you.
Within one month of joining alongside others hired at the same time, I saw at least five people leave. The turnover is high, and the company is not afraid to dismiss employees.
Although clocking in and out is done electronically, if you forget to clock in, you can simply say that you forgot, and nothing will happen.
The actual job duties differ from what was explained during the interview. They expect you to get up to speed quickly, but what they really need is someone with extensive experience.
The above is based on an experience from several years ago. The information on Tianyancha is genuinely worth consulting—don't ignore the warning signs.
The colleagues are all very nice. When personal interests aren’t involved, the work atmosphere is great, and everyone is good friends.
If you’re looking to gain work experience and practice your skills without caring about the salary, this place will be very suitable for you!
If you’re a workaholic and don’t know what to do in your free time, this place will be very suitable for you!
If you want to expand your network and make friends, this place will be very suitable for you!
If you want to start your own business and become a boss in the future, and want to learn how to run a business and strengthen your mental resilience, this place will be very suitable for you!
If you like organizing and participating in events, this place will be very suitable for you! Conversely, if you don’t like events, think carefully.
This place really needs people who are capable of everything. That’s a common problem at small companies, but you can learn a great deal here. Your salary at your next job should be pretty good (if you’re willing to learn), and you won’t be punished here for making mistakes. You can take this opportunity to try out some types of work you’ve wanted to do.
Every month, the boss and the COO cook for everyone.
There is an annual year-end banquet and employee trip.
There are snacks left over from company worship ceremonies that employees can eat.
You can drink two bottles of 金色三麥 beer every month.
There are approximately two charity events each year.
There were two internal training sessions last year.
After events end, we generally eat stir-fried dishes and drink alcohol.
The interior decoration is beautiful, and the sofas are soft and comfortable for sleeping.
New employees get a new MacBook Air to use (not guaranteed).
The sales department provides training; I’m not sure about the other departments.
They say they want to establish processes, but how many people actually follow them?
They say they want everyone in the company to develop a sense of accountability and work hard as if the company were their own, but they don’t offer corresponding salaries or profit sharing?
They say they want to raise salaries, but how many people have actually received adjustments? Even when they want to recruit capable people, they aren’t willing to offer high salaries.
Recently, the CTO has been widely posting recruitment notices in various technology communities. The responses from netizens are truly thought-provoking. I wonder when this will finally come to the boss’s attention. The new CTO is also quite pitiful; he doesn’t have many good cards to play and can only be besieged by netizens, with the posts eventually being deleted.
The boss has many beautiful dreams and ideas, but when put into practice, they all turn into various forms of exploitation and oppression.
There is no reasonable workload, only an endless stream of unfinished tasks and criticism of employees. Then, when employees are about to resign, they say that young people are fragile strawberries.
Although overtime can be requested, the request must be submitted before 5 p.m. on the same day, and you must know at the time of application how many hours of overtime you will work. If it doesn’t match the clock-in records, the request will be rejected.
When there are collaboration issues at work and you raise them with your supervisor, some supervisors won’t handle them. They only respond once things can no longer be covered up.
You have to clock in and out. You can make up a missed punch only three times per month; beyond that, you have to take one hour of personal leave. Recently, due to pandemic-related issues, you also have to fill out a health form after work. If you don’t fill it out, it counts as failing to clock out and you have to take leave.
You cannot request annual leave on the same day, and sick leave requires the original receipt.
Any expense requires going through the process, and you also have to apply with enough time. Otherwise, employees have to pay upfront themselves.
There is a review saying that the company doesn’t value technical talent. Although it was written four years ago, I personally feel that this is still the case.
Requirements keep changing. Often, something is one way this month and changed the next, making the code increasingly difficult to maintain.
Specifications are often incomplete or contain errors, which aren’t discovered until verification. In the end, engineers still have to spend their own time fixing them.
Most of the PMs here can’t program. They often say astonishing things, and when you explain things to them, they neither understand nor want to listen. Communication is exhausting. In the end, you no longer want to communicate—just make the changes, and let the delays happen.
I’d like to share a few classic quotes. Other colleagues are welcome to add more:
“I'm paying your salary! You have to work for me even at home at night!”
“An engineer told me that developing a feature would take several days. If the feature has bugs and can’t be used after those days, didn’t I pay those days’ salary for nothing?”
“There are only 24 hours in a day. No matter how much you cram in, there are still only 24 hours.”
“Someone can achieve 100 points, but because of family obligations can only achieve 60 points. I don’t want people like that.”
“You created the bug, so handle it on your own time. That’s reasonable, right?”
“Isn’t one to two hours a day enough for you to hand over all the projects?”
“If this engineer can’t write it, then fire them and replace them!”
Someone replied in a chat discussion, ‘I think the boss is the problem.’ That statement is absolutely right and hits the blind spot squarely. The only inaccurate part is that the CTO has already been replaced twice. Those interested can take a look.
I hope this post helps people who are considering the company. Current and former employees are also welcome to discuss and offer feedback rationally.
Colleagues are all very easy to get along with and are willing to help you work overtime for free after work. The company provides free snacks and beer. There are many different activities, roughly one or two each month, and everyone participates enthusiastically because senior management is happy when they see them. Some managers occupy their positions without doing their jobs, which makes you feel very capable and full of hope for your career. The boss favors the sales department; whenever performance is good, it is credited to sales. As a salesperson here, you are given a great deal of flexibility internally: as long as the client requests it, the internal teams will find a way to help you accomplish it, and managers will also help push project execution. I am very grateful for the internal teams’ unpaid contributions.
Salary levels are relatively low, which also leads to a lower level of quality, and communication is often difficult.
The boss often has new dreams, so the company’s direction is constantly wavering, leaving internal employees at a loss.
The free snacks and drinks + beer in the refrigerator that most startups have
The company uses Jira as a bug tracker and Confluence as a wiki for documentation, making Scrum meetings easy to manage.
The company's internal code is managed with Git, and the CTO requires the use of the standard Git Flow for management.
The company has a welfare committee that helps foster relationships among colleagues.
The company organizes employee trips, year-end parties, and other events.
The company provides training.
You need to be able to hold your liquor.
The company's employee turnover is somewhat high; it seems that people at startups are always coming and going.
The boss and COO regularly cook food for everyone.
There are beers in the fridge, and two (large) cans per month are available to drink.
You need to be able to hold your liquor.
None at all
You can experience being exploited by the company and see what a habitual bad boss is like
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No comment
Give yourself a chance to fight for workers' rights
When the company lays you off, HR will give you a document to sign. Do not sign it under any circumstances—signing it means giving up your chance to sue the company over a "dispute litigation regarding the existence of an employment relationship"!
The company atmosphere is very lively and energetic... on the surface.
It is not an ideal environment for programmers. The company has PMs evaluate the programmers, which means that when PMs hand them crap, the programmers can only follow orders and accept it.
The free snacks and drinks that most startups have
Some colleagues are difficult to communicate with.
There are too many pointless meetings and too many rules; they like to solve everything by imposing fines.
The technical team spends most of its time addressing the business units’ requests, and there is little enthusiasm for internal technical research.
The company has a bug tracker, but after it was set up, no one used it. It became a way for everyone to write work logs for supervisors to monitor progress and work content—and there are three versions of the work log.
The CTO does not have many ideas about technology and does not discuss system architecture with subordinates in the same department, only pushing subordinates out to fend off requests.
The company’s internal code is somewhat messy: some people use Git and some do not, and the CTO has not made it mandatory.
The company moves quickly, preferring to accumulate a huge amount of technical debt in order to complete projects on schedule.
The company has no petty-cash system. Everything has to go through a purchase request, even items costing only a few hundred dollars; it still takes several days for the process to be completed.
The company exploits its workforce. Basically, every employee has several roles, and everyone says they are very busy. Some colleagues are already so busy that they are no different from psychiatric patients.
For the company’s 6% labor-pension contribution, the calculation is based on the basic salary after deducting 2,400 for meals, rather than 6% of the full salary.
The company does not value technical talent. No matter how capable someone is, if a manager or the boss dislikes them, they will still be dismissed. Many evaluation systems that appear fair and comprehensive are merely for show; fundamentally, this is still a company governed by personal discretion.