鉅亨網股份有限公司

The HR lady is fairly attractive.

The interviewer, a PHP engineer, was unbelievably awful.

The questions themselves were problematic,

and he still expected others to agree with his answers.

If you're good at groveling,

you might consider coming for an interview.

Work flexibility: members of the data center can always openly play mobile games and watch YouTube during work hours.

They value personal relationships: the managers brought in by the chairman are all his own people. They vigorously flatter him and unrealistically follow along with his dreams and grand plans.

Extremely cost-conscious: they would rather die than give raises to frontline employees, yet they can hire a bunch of high-salaried managers who lack ability but hold high-ranking positions.

Courageous: they can shamelessly promote things that cannot be accomplished.

Good at reporting: even when targets are not met, they can muddle the results into claiming that a bunch of things have been completed.

Highly resilient under pressure: the company loses money year after year, yet it can keep a bunch of redundant, long-serving employees on the payroll and support them.

Rapidly efficient: when the company decided to lay people off because of its losses, it simply told employees not to come in the next day—choosing the period before the New Year holiday to save on year-end bonuses.

The only drawback is that there are no advantages.

It markets itself as a fintech company, pays media-industry salaries, and operates with traditional thinking.

It has no expertise and cannot plan. Everyone who truly understood investing and trading has left (for example, Allen from Allen's World, who brought in substantial traffic).

It only knows how to trade on the value of its old brand and refuses to face its steadily declining traffic and reputation, deceiving itself.

The chairman is preoccupied with his old toys and unwilling to replace the outdated with the new, choosing to regress and return to old ways.

It dismantled much of the cloud architecture and Scrum that had been painstakingly built, simply because it subjectively believed these things interfered with development speed.

Those considering joining this company are advised to think carefully, especially anyone applying to a department or unit that needs to interact with the chairman's network of contacts.

Normal working hours, no overtime required, Agile development with a division-of-labor system, convenient location, and a pleasant office environment

The organization is undergoing restructuring, and additional staff are still being recruited, which somewhat affects the progress and operation of related projects.

There is an annual bonus, but it is not much.

1. Cultivate multitasking abilities, with an emphasis on continuous learning

Upper management really likes having people without relevant expertise lead professionals, for example:

a. The MIS manager also serves as the DevOps manager

b. The sales director also serves as the marketing department manager

c. The product department director also serves as the data applications department manager

Organizational adjustments are used to force unsuitable people into certain positions, for example:

a. An engineer also serves as a PM

b. A backend engineer also serves as a DevOps engineer

c. A marketing specialist also serves as a video and audio editor

2. Great importance is placed on personal relationships and work experience

a. One employee clearly has no ability and knows nothing, yet frequently spouts off and makes grandiose claims in front of supervisors during meetings. In reality, other people handle the crisis management and problem-solving.

b. One employee misused their permissions and deleted a large amount of important data that could not be recovered, yet no action was taken afterward and no related review was conducted.

c. During a personnel freeze, one employee used an exception to bring a personal friend into the company for their own selfish desires, and they happily spent all day discussing mobile games.

All of these people are supposedly outstanding senior employees personally selected by the big boss, and they certainly look extremely busy every day!

3. Avoid being rigidly bound by systems and regulations, and make adjustments according to circumstances

To accommodate the company’s financial situation, the company can deceive employees about salary adjustments and promotions. It says there is a personnel freeze, yet some people can become exceptions and be promoted to director, while the personnel changes that were originally supposed to be made are not made at all.

4. Show consideration for employees, with generous year-end bonuses

To encourage employees who work hard, the year-end bonus paid at the beginning of this year (2021) for last year was truly abundant. The amount received by people with above-average performance ratings and those with the highest performance ratings differed by less than 0.1 month of salary. Presumably, this was intended to encourage those people to work hard—how thoughtful!

5. Train employees in increasing revenue and reducing expenses

Upper management’s way of increasing revenue: Cut a large number of highly capable employees to increase revenue.

The way to reduce employee training expenses: Do not give salary increases, and pay at most 0.5 months of year-end bonus, so employees can experience the hardships of life.

6. Train employees in the ability to give reports

Most senior managers and senior employees lack professional expertise and are unwilling to face reality. Therefore, as long as you can paint a rosy picture, talk about wonderful future plans, and hide the declining and worsening aspects, your report can receive a perfect score. You can get through an entire year without doing any work, while also learning how to bluff and portray certain results as your own achievements. That way, you can meet your annual KPIs—what a comfortable life.

7. Train communication skills and EQ

Upper management will not listen to what ordinary employees express; they only see what they want to see. During the communication process, they may also suddenly become angry, so be careful not to become the target of their misplaced anger.

I think that since the company pays a salary, there are no drawbacks.

None

All the shortcomings mentioned before are true, and things are still the same now.

There is not much overtime.

1. Everything mentioned above is true. Departments are very good at passing the buck, so if your supervisor is powerful, you have it easy; if you work under a weak supervisor, you’ll be worked to death.

2. The company has laid off a great many people recently. Its business model has serious problems, and top management keeps changing its mind. No wonder it isn’t making money.

3. Colleagues only look out for themselves. Everyone willing to take responsibility has left; what the company wants are people who simply follow orders.

None

Recently, the company changed its leadership and laid off an enormous number of capable people in just a few days.

Moreover, it is favoring a highly senior employee who knows how to do little more than agree with upper management.

The interviewer was very kind and professional, and we had a great conversation.

The HR representative did not understand the field very well and asked some baffling questions. They kept probing for personal information, which made me feel very uncomfortable.

None

A very unusual company

Most employees have impressive educational and professional backgrounds, but the turnover rate is astonishingly high.

The job responsibilities described during the interview differ from those after onboarding, and senior management’s decisions change quickly. Department mergers and changes in employees’ roles are quite common.

When work is forced on you, you can only grit your teeth and swallow it; if you can’t keep going, you quit. The repeated handovers between old and new employees and changes in roles create a vicious cycle.

Especially if you apply to a small unit, you still have to deal with the attitudes of employees in other larger units. As long as they invoke a favored manager, they can order you around. If you want to cultivate patience and peace of mind, you could give it a try.

The interviewing manager seemed very professional and was kind.

The HR manager kept asking questions about my family and personal privacy.

The questions did not focus on my professional expertise, which made me feel very uncomfortable.

Most colleagues are very nice.

The company’s organization is a complete mess, with constantly changing directives, unclear positioning, and intense interdepartmental conflict.

Speaking specifically about social media marketing, the role is expected to support sales (advertising, sponsored content, etc.), media promotion, marketing campaigns, and more. Interdepartmental conflict is severe, resulting only in internal friction. Neither HR nor the company respects people or professionalism. At this point, the company is merely relying on the accumulated value of its brand and doing things that take it backward, effectively tarnishing its own reputation.

BY A former employee

None

At first, they said the turnover rate was high.

Later, I thought about it and realized there was a reason.

Because each department pushes off any tasks it can,

overall, it is not a friendly work environment.

It is understandable that new employees cannot keep working there.

The work location, annual leave, coffee, and tea bags are all quite good.

Over the past three years, the annual turnover rate has been around 35%, and people have been laid off every year. Of the employees who joined two years ago, fewer than half have stayed, which is a bit frightening. The benefits look very good on the surface, but turnover has remained high. The company’s meager advertising revenue also has to contend with fierce media competition from Facebook and Google, and there are no other sources of income. Don’t expect an year-end bonus; it’s best to negotiate a higher monthly salary. The organization is also somewhat chaotic, and it doesn’t make people want to stay for very long.

None

Position interviewed for: FinTech Data Analytics Project Specialist – Data Applications Department

The interviewer had a very good attitude and was very serious and thorough when introducing the position and speaking with the interviewee.

However, the company's senior management handled the interview process extremely poorly.

After the first interview, it was agreed that if I was not hired, or if I received another offer, we would inform each other.

But since the expected notification time for an offer had passed without any notice, I assumed I had not been selected. In addition, I had received another offer and informed JG NET that I would give the other company a formal response on a certain date.

As a result, JG NET called me that day (Thursday) and said that I could wait until HR called me before responding to the other company.

The next day (Friday), HR called and spoke with me for a short while, saying that the call counted as a second interview, and asked me to postpone notifying the other company. I agreed to postpone it.

The following Monday morning, I was notified at short notice to go in that afternoon for an interview with a senior technical employee—meaning a third interview. I went.

At the end of the interview that day, HR asked me for the contact information of a supervisor or colleague from my previous company, hoping to interview them about my previous work. They also wanted this done as soon as possible. Although I said that I did not like to disturb colleagues from my former company, I agreed because this was supposedly the completion of the entire interview process and, after the reference interview, I would basically receive a formal response. That evening, I gave HR the contact information of a former colleague.

On Tuesday morning, HR replied that they had finished interviewing my former colleague and told me to wait for notification.

When there was still no reply by six o'clock, I wrote to ask about it. Shortly afterward, the HR representative called, and what they said left me speechless.

They said that the final review had been submitted to the general manager for approval. The general manager had apparently said that, since it was nearing the end of the year, the position was frozen and no one would be hired.

So were the previous interviews just mock interviews? I had effectively gone through three interviews.

They also completely failed to consider that the interviewee might lose other offers because of this, showing absolutely no respect for the interviewee.

The general manager is essentially just messing with people by opening positions that the company has no intention of filling.

The technical team is quite geeky, and from the way they talk, you can tell that the company's development process is fairly well established.

There is a whiteboard coding test during the interview process. If you are preparing for an interview with this company, it is recommended that you do some relevant preparation beforehand.

They are quite obvious about whether they like a candidate or not. When you give them the impression that you are not the person they are looking for, they will not be very proactive in engaging with you, and the atmosphere became somewhat awkward toward the end of the interview.

The interviewee faced three interviewers at once, which shows how seriously the position is taken.

HR may not have a sufficient understanding of the actual requirements of this position, so it felt like somewhat of a wasted trip...

The work environment is very good, but internal strategic directions change quickly, and there is significant staff turnover.

The chubby woman at this company is highly arrogant, as if she were the boss and everyone else had come to beg for her charity. She also has to mix two or three English words into every sentence, which considerably worsens people’s impression of this company.