建漢科技股份有限公司

Most colleagues get along fairly pleasantly.

1. The salary is below the market rate. There is a retention bonus, but as many people online have pointed out, you have to pay it back when you resign. Don’t assume you can hold out for long—the turnover rate is extremely high. Many capable mid-level managers have also been forced out. To save on bonuses, the company will pressure people to complete their resignation procedures the day before Lunar New Year’s Eve (even though they had originally agreed with HR to complete them after the New Year). It’s not hard to guess that the general manager was acting up again.

2. Working hours and atmosphere: It depends on the department. The top hardware manager is a major problem, the software manager is acceptable, the PM manager is quite domineering, and I think the general manager is the source of the problems. Engineers are expected to work very long hours. Engineers can claim overtime pay, but managers cannot. If you leave too early, the general manager will call you out and criticize you in the meeting the next day. The basic expectation, depending on experience, is to work at least 12 hours a day to avoid being criticized, and managers are held to an even higher standard. Overtime on Saturdays and Sundays is frequently required, so many people slack off and simply fill the required hours. As long as your working hours are high, it is like having a protective amulet—the general manager will cover for you even when you make mistakes. Even if documents that require signatures for execution are repeatedly delayed and this obstructs other departments’ work, the department whose work is delayed will be blamed for poor execution. The top hardware R&D manager is notorious for lacking integrity and being a chronic procrastinator. The way to get a smooth signature from him is to find a pretty young woman to act coquettishly; otherwise, he will drag things out forever.

A pile of meaningless work is added, no staff are added, and the resources still have to be completed on time.

A few of the hardware R&D managers have very poor technical abilities.

The general manager is always going on about cost-cutting. Endless cost-cutting, limitless cost-cutting. He strips people to the bone, gives directions recklessly without understanding the situation, and humiliates people.

Most supervisors are pretty good.

I asked a bunch of people who had been there for more than three years, and no one had ever received a raise.....Bonuses have to be repaid upon resignation...which is why the turnover rate is so high.

Excellent at painting rosy pictures

1. The company has no sales team and is more than three years behind the industry. There are no new products; it is completely living off its past successes.

2. A subsidiary of the XX Group? All the good orders are taken by XX.

3. Reassigns R&D staff to the production line as temporary operators—not laying people off, but forcing them to resign.

4. New employees are working on computers from seven years ago. How can efficiency be good?

5. Does not purchase equipment, yet demands high efficiency from employees. If you bring your own computer, you are required to sign an agreement allowing the company to use it rent-free and inspect its contents at any time.

6. Personal computers may be brought into the company but may not be taken out. Security guards at the entrance open car trunks, back seats, and bags to inspect personal belongings. There is absolutely no privacy or respect for human rights; most importantly, senior management never has to undergo inspection.

7. Other than swearing, senior management is completely incapable of handling the business.

8. A pile of brainless, disruptive policies. The boss only has cost-cutting on his mind; everything else is unimportant.

9. Performance bonuses are tied to retention bonuses. If you resign, you have to return all of them. Who exactly took my bonuses?

10. Unless the general manager is replaced, absolutely do not go!

The boss's famous sayings:

1. Boss, I need more staff. What? If you can't finish the work, just work overtime. Leaving at 10 p.m.? There are still two hours until midnight. Still not finished? Aren't Saturday and Sunday available too?

2. If there aren't enough hardware people, have them make up for it with software. Aren't you all engineers? You should all know how to do it!

3. Boss, this new project needs a budget of 1 million. Boss: Is this project making money? If it's not making money and you come to me for money, are you trying to swindle me out of my money?

4. Boss, this project is urgent. Can I claim overtime or take compensatory leave? Boss: Has this project generated revenue? It hasn't generated revenue yet, and you have the nerve to claim overtime pay? How dare you ask me for compensatory leave?

5. Boss, I think this major project needs someone dedicated to it. Boss: Just have someone from each team work overtime on it. Why do you need a dedicated person? If you can't finish it, work overtime; if you still can't finish it, figure it out yourself! We can't lose the order!

6. Boss: I’ve already worked things out with XXXX and secured a major order. I have a great relationship with XXX, and a major order is coming. Employee: Five years later....

I'm too tired to say more...... XX probably sent him here to destroy this company.

Performance (retention) bonus

You have to pay it back when you leave...

There are always new colleagues.

High turnover; think carefully before joining.

The interviewer only asked about the product I was responsible for, clearly wanting to steal product ideas.