京群超媒體股份有限公司

Nothing particularly special.

Because senior management is eager to make money but does not have an in-depth understanding of or confidence in game operations, they become overly sensitive when watching the revenue figures fluctuate from day to day (some fluctuation in revenue is actually perfectly normal, okay?). Then they want to change the game processes, add game content and features, or hold marketing campaigns, causing all the employees to break down, because changing or adding things and holding events all affect the current development process. On top of that, senior management is eager for quick results, so in the end, many people have no choice but to work overtime.

In addition, the company's revenue is honestly not very good, so the benefits will not be good either.

Poor revenue => change this and that => exhaust the entire workforce => poor results => poor revenue—a vicious cycle.

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Years after leaving, I came across this company again and felt I still had to say something, so everyone can benefit and avoid stepping on a landmine.

This is f***ing the dark history of my career.

The boss has the mindset of a nouveau riche feudal lord.

He acts like an emperor in the company; if you don't suck up to him, don't expect to get by.

Have you ever heard of a company that goes through six planners in one year?

This is that company.

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Although industry contacts and online reviews were extremely negative, I was still stubborn enough to go and see for myself>>

As soon as I entered the company, I could smell incense from religious rituals (extremely traditional)

The interview lasted 3 hours. They talked a lot without offering me any water, then had me write a bunch of illogical logic tests

It completely challenged my worldview—what the hell kind of questions were those?

As soon as the female supervisor (an auntie) entered, she started drinking her breakfast soy milk and lecturing me about life, telling me to think about my future direction?

She asked for my manager's LINE, which was definitely a huge shitshow. I blocked her on LINE immediately after leaving

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A garbage company that only wants to pay a salary of 20,000 to hire people worth 50,000.

It seems to be close to the business park, with quite a lot of food options nearby, and there’s a FamilyMart right downstairs!

They seem to schedule two or three candidates for interviews at once, and because it was close to noon, they had me fill out a bunch of questionnaires and tests. After HR briefly asked a few questions, they left me sitting there waiting for an hour!!

On top of that, throughout the wait, I kept smelling waves of food drifting out from the meeting room. The interviewer didn’t show up until around one o’clock… And they were the ones who had proactively invited me to the interview in the first place… From what they said, it seemed like my asking price was too high? I was the one who felt that your explanation of the company’s projects was very unprofessional. Were you trying to hire someone with experience at a new graduate’s salary??

The interview ended hastily. I would never consider this company! Go hire monkeys instead!

You couldn't possibly imagine.

The rat infestation is severe... Rats with four legs on the ground, and also people with two legs standing... Human infestation.

The turnover and resignation rates are extremely high. Someone introduces themselves today and disappears the next day, the following week, the next month, or six months later... All kinds of disappearances.

Even the HR turnover rate is very high, because the overwhelming number of negative online reviews makes it impossible to find people, leaving HR in unbearable distress...

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Everything the netizens here say is

1. The top choice for experiencing hell. If you think military service is too easy now, come here to experience what hell is like.

2. Same as above—a great place to see the good side of heaven. Because you've stayed in hell, after leaving you'll feel like the entire Earth is heaven.

3. Proof that Tianyancha is right. If you don't check Tianyancha when looking for a job and end up falling into this pit, all I can do is mourn for you.

1. If you're a newcomer hoping to use this as a stepping stone into the game industry, you have to endure it. The problem is, hell is very difficult to endure.

2. It's a devil's training camp, yet it trains you to produce nothing, because the people above are completely unprofessional—so clueless it's absurd.

3. Because the company culture is extremely problematic, the turnover rate is arguably the highest in the world. As a result, when you join, there is often no handover at all.

4. Same as above: after failing to find people for a long time, they occasionally pull out their ultimate move—advertising an inflated salary to lure professionals in. At first, they'll flatter you, but because they think you're earning a little more (in reality, only around the market level), they'll immediately work you to death and make your life unbearable.

5. What it means to “work you to death” is 【orders changing by the second】. This is no exaggeration, and I'm not kidding: shortly after giving an instruction, they'll ask whether you've finished it, as if you're a magic lamp that can instantly conjure up whatever they want. If it isn't done yet, they'll start nagging until you go crazy.

6. They violate the Labor Standards Act. If you want to apply for compensatory leave for overtime, you actually have to ask the vice chairman, who makes things difficult in every possible way—in other words, they want you to give up so he can take advantage of you.

7. They violate the Labor Standards Act by making you join LINE groups, then bombarding you with LINE messages after work or on holidays and demanding that you explain how to handle things.

8. They frequently issue sudden orders that must be completed quickly, making you work overtime to the point of collapse, while the people above have flexible working hours themselves. They don't even work as long as you do; senior management often doesn't show up until nearly noon.

9. You work yourself to the bone to rush out a project, only for the upper management's lack of professionalism to make all your work pointless. Even when professionals explain that doing things this way will cause problems, they stubbornly insist on going ahead.

10. What the people online here (former employees) said isn't exaggerated. If you're stubborn and don't believe it, then I wish you luck proving that all those commenters were wrong.

1. After gaining experience at this company, all future jobs become extremely easy and enjoyable. Pain is relative.

2. Because the employees are exploited to an absurd degree, you will make a group of friends bonded by a shared revolutionary spirit.

3. Due to the absurdly high turnover, if you list this company in your work history, you can use it as a conversation starter at other companies.

1. This is unequivocally the worst company I have ever worked for in the industry; it cannot even really be considered part of the industry—it's merely the owner's playground.

2. There is nothing to say; it's a company where you have absolutely no idea what anyone is doing.

There are free tea bags and coffee sachets available to brew~~

1. The company has no professional product development process. Decisions are often made solely by a few people in charge, with constant changes in direction that exhaust the rank-and-file employees.

2. The people in charge are extremely unprofessional and do not respect professional opinions. Professionals who join can only act as operators—just follow orders.

3. The boss and person in charge are very stingy, yet pretend to be generous.

4. The employee welfare committee operates under a fake-democracy system; in reality, everything is decided by the boss, and employees have no substantive decision-making power.

5. The leave-application process is made to feel like signing a leave form during military service, and you still have to worry about the attitudes of senior management.

6. The boss is an old-school employer in their 50s or 60s who does not value talent and thinks that money can buy anyone. Basically, they throw their weight around because they have money.

When negotiating resignation from an important position, it is best to record the conversation at all times, because the boss may threaten to bring in gangsters to deal with you.

The company has a very lax product development process, with no professional market evaluation and no professional product planning. Often, developers and artists are expected to create products based on just a few words or a few simple sheets of paper with a few lines of text. The product is then repeatedly modified while being required to meet tight deadlines. In the end, problems such as poor product sales and difficulties launching the product are all blamed on the development staff.

The sales and product-planning functions are practically useless~

The company's surface-level decor is not too bad.

The location is poor, with no MRT station and no parking subsidy.

The company only wants to hire people at the minimum salary, selling them a vision and a dream to lure them in.

During the interview, they directly said that people often suddenly resign, and that they really like working overtime at home.

1. Severance pay is provided upon redundancy, because the company is afraid of being sued. However, they may try to persuade you to resign voluntarily to avoid leaving a record of having laid off too many people.

2. Because of the low wages and difficulty finding staff, the quality of colleagues is highly uneven. You may meet all kinds of people, from those who seem to soar in the sky to those who crawl on the ground.

The list is too long to include in full.

1. The salary is as low as it can possibly be. Your education and experience are disregarded; the company only wants to treat employees as disposable utensils. As a result, turnover is extremely high—at one point, 15 people left in a single month. (The company has approximately 50 employees.)

2. The management is short-sighted and focused on immediate gains. The company has many senior executives who contribute nothing, and most frighteningly, they still want to pass the company on to their incapable children. It is the classic mindset of a Taiwanese family-business boss.

3. They are eager to claim credit for minor achievements. At year-end parties and holiday events, they offer trivial benefits but make employees act as though they should be deeply grateful. In reality, salaries still do not increase.

4. If you want bonuses, they are only available when revenue targets are met. But given the products’ lack of competitiveness and the shrinking membership base, that is merely wishful thinking.

5. They violate labor laws: there is no overtime pay for overtime work. Communication-software harassment also continues after work; even if you do not frequently check the messaging software, you may be dismissed or smeared. You must look at the junk-group links sent by the boss, or you will be questioned. Supervisors blame the nature of the industry and use various forms of remote connection to make you work overtime from home during weekends and even the Lunar New Year holiday.

6. Job titles and salaries within the company are not necessarily related. In the past, there was even an assistant manager whose salary was lower than that of a specialist. Rewards are merely used to create a false impression.

7. Decisions change extremely quickly, but they are usually based on no market evidence whatsoever—only on gut feelings.

8. They are superstitious about feng shui, deities, and Buddhism. Even though this is an industry that requires creativity and keeping up with the market, they still cling to traditional-industry practices such as burning incense and performing sacrificial rituals.

9. The workload is extremely complicated and extensive, mainly because turnover is too high and transfers between departments happen very frequently, with no regard for your expertise or background. Under these circumstances, there are often not enough substitutes when someone takes leave, making it difficult to request time off.

10. The systems they use are very outdated. The conditions stated in the job-bank listing are worlds apart from the actual work. Anyone hoping to learn and further develop their technical skills should not believe the listing.

Conclusion: Here, you can see the most miserable future of Taiwan’s game industry. With losses exceeding 60% year after year, the company can only offer employees the minimum wage and can only recruit people with insufficient experience. Turnover is therefore extremely high, and people may be pushed out for all kinds of reasons, creating a vicious cycle. Continuous wrong decisions by senior management, a lack of funds to develop new products, extremely outdated technology in the mobile-game market, and an unwillingness to spend money on advertising, among other factors, have caused the product’s membership to plummet and its competitiveness to decline—yet they blame the unfavorable overall environment.

I can only advise job seekers to find another path and not stubbornly walk into this dump.

P.S. The company uses certain “methods” to manipulate the game. Those interested can search the relevant game discussion forums themselves.

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The processes required to execute projects are lengthy. Putting projects aside, even just requesting leave can require approvals from the section manager all the way up to the vice president, along with a verbal report. Perhaps the company really is as open-minded and lively as HR says, but in practice, it uses processes to imply to employees that they are not allowed to do certain things.

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Never received a salary raise

The company treats you as disposable staff

The boss cuts your benefits when the company loses money

The boss doesn't share the profits with you when the company makes money

There is no overtime pay.

Everyone at manager level and above is parachuted in; there are no internal promotions. The parachuted-in staff have no technical skills at all. The old woman VP only knows how to make things difficult for people. The system architecture has been used for over a decade, and they have no intention of modernizing it. The boss isn’t really the boss; Operations acts as if it were the CEO. The newly hired manager only talks about a bunch of new technologies but lacks the ability to drive anything forward.

Employees are treated as disposable. In a company with fewer than 50 employees, there are roughly more than 80 departures within a year. New hires often disappear the following month after being introduced. Please consider carefully before applying.