嘉慶動物醫院

(When I first started working there) the colleagues were very friendly and proactive, helping one another like family; the workspace was clean and well-organized; continuing-education subsidies were available; resources were plentiful, and the work offered an appropriate level of challenge.

The boss never takes leading by example seriously, always breaking the rules they themselves set first. They frequently pursue further education, yet their thinking never improves. Salaries are always paid late. They like taking on difficult clients, claim to listen to opinions but only practice pseudo-democracy, and communicate poorly both with pet owners and with employees within the hospital. They recommend that owners proceed with surgeries they are unfamiliar with simply to practice their surgical skills. Even when the hospital lacks sufficient resources, they are unwilling to refer cases elsewhere. The labor and health insurance coverage they provide is far below the actual salary bracket.

The manager was parachuted in to manage despite being a complete outsider to the medical field, yet was unwilling to learn the industry's basic concepts and procedures. They wanted to implement a new scheduling method but provided no concrete instructions, instead directly asking employees to arrange the schedule; when employees could not work it out, they accused them of being uncooperative. The proposed confidentiality clause was so ridiculous that industry professionals would find it laughable—for example, it required that no information whatsoever about cases treated at the hospital be discussed with anyone outside the hospital. The manager seems unaware that medical progress over the past century has been built on the open sharing and discussion of data.

The colleagues are good (except for one very thin doctor who claims to specialize in ophthalmology), but they have all left by now.

The hospital cat is very cute.

The space is decent, the equipment is adequate, and the medications are well stocked.

The prices are commensurate with the quality compared with others in the industry.

There is so much to criticize:

1. The director is constantly flirting and specifically targets nearby employees or married women.

2. During interviews, the director makes grand promises, but has poor investment judgment and only ever gets scammed by failed investment schemes.

3. Cooperation with other hospitals has repeatedly failed, creating countless conflicts in the industry.

4. The director often says they are going to pursue further training, but has outdated ideas and does not seek improvement. Recently, they were even found dozing off at various seminars.

5. The director refuses to trust their own employees and cannot accept other people's opinions.

6. Salaries have never been paid on time. There are no year-end or holiday bonuses (only at times like these does the director say that the employees are all family and should weather the difficulties together and think about the hospital's operations).

7. The director does not analyze treatment risks with pet owners, aggressively pushes unnecessary procedures, and then shifts the blame to the employees who handled the case when problems arise.

8. Policies change from morning to evening, but the director always insists on double standards: officials may set fires, but ordinary people may not even light a lamp.

9. The director has no management knowledge and hired a manager who claims to have worked at a large company but does not understand how medical operations work. As a result, the manager plans various unreasonable policies (for example, employees must deduct bathroom time from their own break time; during a one-hour break, they must calculate and subtract the time spent using the restroom themselves).

10. The director's infection control is extremely poor. After touching animals infected with contagious diseases, the director does not wash their hands before touching other, healthier animals, causing infections within the hospital.

11. During meetings, the director says that anyone who disagrees with hospital policies should resign, but after someone actually resigns, the director says that person has no loyalty.

12. The manager is an administrator of a group on a well-known social media platform and emphasizes how much they love cats. However, when their own cat was hospitalized and suffered frequent nosebleeds for a month, they visited only a few times. They came only when it was finally decided to euthanize the animal, took selfies with it, and posted them online to solicit sympathy.

13. The director owns another supposedly nonprofit charitable animal hospital, but its internal infection-control awareness is extremely poor, and its staff are untrained volunteers. Patients are referred from the nonprofit hospital to this hospital for treatment, after which the treatment fees are reported back so that the nonprofit hospital can solicit online donations.

14. Because the manager likes only cats, they schemed to have the hospital dog, which had been kept for many years (the director can be seen holding that dog in promotional images for most of the hospitals), put up for adoption. They told outsiders that the hospital was merely fostering the dog and seeking a kind person to adopt it, but in reality they abandoned it. Outrageous.

Veterinarians and veterinary assistants are being recruited extensively at present. Please think carefully before applying.