Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
Read the community guidelinesSorry, but personally, I couldn't see any advantages.
1. Position: Software Sales
2. I waited for the interview at a round table in an open workspace. Several current sales employees were sitting nearby making phone calls, so I inferred that the sales staff do not have assigned seats.
3. There was no HR staff member; the interviewer directly handed me a personal-information form to fill out.
4. After I had been writing for less than 10 minutes, the interviewer urged me to start the interview first.
5. When I went in for the interview, the interviewer was very busy, and I had to wait for a while, suggesting that the company was understaffed.
6. I broadly described my experience, while the interviewer looked exhausted and kept rubbing their face and eyes and leaning back. This was a highly unprofessional interviewer.
7. The interviewer’s questions were disjointed: “Does every one of our CloudSign projects require discussions involving five or six million, or even over ten million? We have to compete with SAP?” Based on your company’s existing products shown online, do you think that is possible? If your company later becomes a distributor for other foreign products, isn’t it unrealistic to try to fly before learning to walk?
8. The interviewer said to me, “I thought you had a lot of experience selling large projects, but it doesn’t sound like it.” My résumé clearly states that I only have experience with a few ERP projects. I really have never sold projects worth over ten million—my apologies.
9. The interviewer said that the current competitor is Dingxin, but apparently did not understand Dingxin’s products. What is ERP II? How much does TIPTOP cost? I had to tell them that the previous TIPTOP deals I had sold closed at approximately two or three million, after which they changed their statement and said, “That’s acceptable. Five projects a year would also amount to over ten million?”
10. The interviewer asked about my understanding of the current ERP market. I explained something very basic, but they seemed unable to respond. They also claimed to have sold SAP for many years. I have no interest in hearing about your boastful history.
11. Perhaps my experience intimidated them, so the interview ended hastily. To be honest, I do not have extensive experience either; I have simply had experience managing operations. Or were they worried that a subordinate might replace them?
12. After the interview ended, I was asked to complete the remaining information at the round table and then hand it to a sales employee sitting beside the table. How insensitive can you be? Personnel information is personal data! Please—someone like this can become a manager? No wonder the company keeps hiring for multiple positions. Do people leave after working there for only a few days?
13. The interviewer was not an HR employee and did not appear to be a sales manager either. (Sorry, but I have worked in sales for over 10 years and managed quite a few people; you do not look like a sales manager at all.) They seemed more like a technical employee. Having a technical manager interview sales candidates—what a strange company.
14. The above is provided for everyone’s reference; please assess the situation for yourself during the interview. This is my firsthand, real experience. CloudSign personnel are welcome to challenge any of it.
1. When responding to job candidates’ questions, they did not deliberately conceal anything and made a strong effort to explain the company’s situation. They also made a strong effort to understand the candidate’s situation. At least, they did not lure you in with empty promises and then assign work unrelated to the job description on 104 or significantly different from what was agreed upon during the interview.
2. Although they use a traditional personnel information form that investigates your family background going back eighteen generations, they still proceeded with the interview when I refused to provide information unrelated to the job application.
3. They were fairly respectful in conversation and did not make me feel uncomfortable.
4. Those who are interested can still go for an interview and discuss whether the opportunity meets their expectations.
1. The internal technology stack is relatively disorganized. They have not yet clarified their development technology plans or skill requirements, but already want to hire new people. I suspect the attrition rate after joining would be high.
2. The person in charge cannot assess how much salary should be offered to a technical employee who needs to understand VB.NET, know Oracle and ExtJS, and have refactoring skills to modernize the legacy system into C# and React, while also maintaining various external projects that may use different programming languages, such as ZK. They only know to refer to the salary from the previous job.
3. The senior engineer could not clearly explain the development process or tech stack. The candidate had to keep asking questions layer by layer to learn how development actually works internally. If you do not ask carefully, there can easily be a gap between the expectations regarding the technical development process during the interview and after joining the company.
4. During the interview, the interviewer seemed somewhat inattentive because they were reading the résumé while listening to me. As a result, there were several instances where the manager mixed up details of the work experience I described, making the conversation feel a bit like talking past each other.