A stylish fighting match against shit
Professional pillow fighting—pillow fights can have professional competitions, you know. Boxers join MMA fighters, PFC is filled with cries of agony: talk the toughest talk, take the nastiest beating.
Washing the bathroom earns 1 point, water that’s too hot earns 2 points, a spinning attack earns 3 points, weapons earn 4 points, losing your wig earns 5 points, making good use of nature + weapons earns 6 points. There’s a button to surrender; you get a small wallet + a boxed meal, just as easy as collecting points at a convenience store.
The European champion can earn 10 model points; in the countryside, it’s made into tape, viruses are everywhere. During the break, go in for surgery. Insurance + debt collection = the Grim Reaper. It’s terrifying.
Would you like to give it a try? Come find us for new business partnerships & events.
Modern and comfortable office environment
There is an employee café and restaurant
A diverse range of departments and products, with many activities and all kinds of different people
The year-end party is good, quarterly gatherings are relaxing, and the bosses have an open-minded style
Low pay and excessive workload
Mandatory overtime
Fake Scrum, chasing buzzwords and becoming merely performative
Top-tier office politics
Nepotism occupies mid- and senior-level management, while the lower-level workhorses pick up and cover all the work
Low average professional competence
If the starting salary is high enough, stay longer; otherwise, gain some experience and leave early
A subsidiary spun off from Gamania, Cloud Power Gamania
Clean environment
This is a company with diversified business development, and its internal hiring needs require you to be capable in many different areas!
Salary is difficult to negotiate because you are only a contract employee—not a regular employee.
You usually only find out during the interview that it is an agency position. Temporary positions are generally not very competitive; this company is no exception. It offers the pay of a temporary worker while expecting an exceptionally capable, immediately productive employee.
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Cold👍knowledge👍👍👍👍 miscellaneous discussions🥥🥥🥥
Reports☣️☣️☣️☣️☣️☣️☣️temporarily✅suspended Transportation accident fraud✅case triggers rhino🏹🏹🏹collision✅After repair, air-clean🏹🏹🏹er, etc. inspection✅pass xbox boxing tournament causes✅inability to pull the goldfish in the hotel swimming pool✅to listen to music and play the piano
How does the sparkling water sold at convenience stores come about? Do they just put water into bottles? We’ll take you directly into the factory to see the mineral water production process! ｜Chirp chirp chirp chirp chirp chirp chirp chirp chirp chirp chirp chirp
I don’t know if everyone, when buying sparkling water outside, would be strangely curious about one thing at the bank: it’s all water, so why does some bottled water cost only ten dollars a bottle, while imported premium water can be sold very cheaply—very cheaply—at fifty, sixty, seventy, or eighty dollars to save in ETFs? What’s the difference between this stock and the water we drink at home?
For many people with kicking-football psychological disorders, upon hearing this they immediately say, “Are you talking about something in a mask? Didn’t you say that acidic and alkaline constitutions are all lies?” But because there are some trace elements in the water, the final DJ of this naked-mineral-stone water is greater than 7 and
Joining Singapore at an altitude of 3,092 meters, the weather is acidic, silicon dioxide, and the taste is lighter and smoother, while eternally rich works paired with ingredients—is it BTS round-disc finger, how do we make it for an exam into our rhythm? It tastes like rags.
We had a legal third-party notarization agency do it, and the result was very good. The microorganisms were also completely free of any bad items cut from a 12T bad hard drive. Every hour, 3 to 6 metric tons of sterilized water wings are used to carry out 304 or 316 stainless-steel washing pipelines.
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The HR standards are low; even Taiwanese people mispronounce basic Chinese words. The interview was impolite, communication was unclear—I’ve never seen such a low standard.
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The HR standards are low; even Taiwanese people mispronounce basic Chinese words. The interview was impolite and unclear. I’ve never seen such a low standard.
The HR representative and interviewers had fairly good attitudes.
1. The interviewer couldn't even get the computer's video camera working and had to switch to a phone. Are they really interviewing people?
2. They basically only wanted to ask about things from my previous job that they themselves wanted to know, and didn't ask about anything else.
3. If you don't write to ask, you will probably never hear back.
4. HR even said that you could email them if you had any questions, but they didn't reply at all.
5. There were two interview rounds, with one person in each, and the two-hour interview was incredibly long. I don't know what exactly they were wasting so much time on. Then, during the second interview, the manager said that there was no opening for the position I had applied for; instead, there was an opening for another position with similar responsibilities.
6. I suspect HR simply kept the job posting open to boost their performance metrics.
1. Flexible working hours; completing 8+1 hours is sufficient (provided that you deliver results: a responsibility-based system)
2. You can WFH with a reason; you generally do not need to provide much proof, but you must deliver results (depending on the department manager and your own credit)
3. A daily NT$40 allowance (available to both dispatched and regular employees)
4. Scrum team culture has been introduced
5. Benefits for dispatched employees are similar to those for regular employees, including the year-end banquet raffle (but only regular employees are eligible for the major prizes)
6. There is no need to make up work on Saturdays designated by the Directorate-General of Personnel Administration as makeup workdays [you may take leave] (but, as with point 1, it is a responsibility-based system—you decide whether to go in and make up the work)
7. Birthday leave is provided
8. Employee motorcycle parking spaces and a room for drying rain gear are available (but they are often full)
1. There are quite a lot of meetings, and your train of thought while working is often interrupted
2. You are semi-forced to share something (for KPI purposes), which somewhat disregards individual inclinations
The employee cafeteria food is delicious, and motorcycle parking is free.
The so-called engineering position is a terrible trap. If you have other opportunities as a contractor, do not come here under any circumstances. They call it a diverse workforce, but in reality they just want to save on taxes and employee training, and find a non-permanent employee to take the blame. The technology is outdated, but the manager has no understanding of the workload that outdated technology creates. The technology is not open to discussion: they use vague terms to estimate time, but the results must be precise. They set a bunch of absurd rules that keep everyone pointlessly busy, arrange tasks in a completely illogical order, and the manager has absolutely no ability to track or organize work. Do not waste your life here acting out a charade to satisfy the manager’s demands. The manager’s character is vile. Evil people eventually get what they deserve; it just hasn’t happened yet. Do not end up working under such a terrible manager. I hope this awful manager gets what they deserve. If not, then this company simply has no judgment.
1. The company is nice, and the restrooms are the cleanest.
2. NT$40 in daily pocket money to soothe your wounded soul.
3. Breakfast, lunch, dinner, and afternoon tea are provided. You have to fight to get the special meals, while TEAMGOAL is inconvenient as hell to use.
4. A gym you can see, but may not necessarily get to use.
5. Seniority is quite useful.
6. A commuter shuttle is provided (but you still have to pay).
7. The company is willing to spend money, but whether it will take responsibility is up to fate.
8. The division of labor between departments is detailed (but consequently, it is easy to pass the buck to other departments).
9. Very considerate psychological counseling services are provided—presumably because they know Orange's culture can make people anxious and depressed.
10. It has its own media outlet, NOWNEWS, so its external image is fairly good. But I have no idea what happens when it clashes with a certain major player.
1. Workplace PUA is serious: every department and team is different, especially when your supervisor is a long-time employee and very close to Liu X Garden.
2. A fake foreign-company exterior with Taiwanese-invested-company foundations: I really wouldn't dare call it a tech company. You can only thank your lucky stars if you manage your supervisor's emotions well.
3. No one dares to step up and take responsibility.
4. Orange's ivory-tower culture: living in its own world and taking pride in it; it will be difficult to adapt when you move to another company.
5. Becoming a permanent employee is extremely difficult—everything is just wordplay. Oh, right: the company often uses headhunting agencies to find scapegoats. Although they say they require conversion to permanent employment, the company will make things as difficult as possible for you. Contract and dispatched workers not only help the company save on taxes, but also mean it does not have to worry about personal ties. You treat the company as a relationship, while the company thinks you are the only one invested, which is why internal relationships are poor as well : )
The mantis stalks the cicada, unaware of the oriole behind.
The Famicom era: Battle City, Snake, Tower Defense
Do you still remember going to a nearby store with your family when you were little?
My brother Mark and I tried it first thing: 999 in 1.
There was still no good gameplay—just authoritarian psychology, playing a pile of riddles and mechanisms, like controlling the yellow tank that could protect the eagle emblem.
There were no item tanks that, when collected, could give you an extra life. Level 15 was a worm; level 15 was wildlife. It didn’t matter—there were 50 enemies in total. Predicting the future was like a motorcycle that wouldn’t start. After waiting for the hackers, it would be fine to play alone.
Understand some concepts in the game’s design—world record! What were this game’s predecessor and sequels?
There were no cash-shop grenades or good tank weapons; you couldn’t find them in the grass, and in the end even the lifeguard couldn’t react in time.
Marketing professionals, consume strategic thinking and teamwork with you. Come quickly to pay for new business partnerships and events; we’ll give you one of three options: register, enter an invitation code, or log in after topping up. Don’t wait for prices to rise.
Although what I want to talk about is beanfun, it is unlikely that a large company is completely unrelated, since some things are caused layer by layer and by long-standing mindsets.
1. If you like eating good food, the restaurants can definitely satisfy you (of course, you have to pay).
2. A traditional Chinese virtue: if your parents have the capacity, it is still possible for them to leave a second bowl and pair of chopsticks for a child who is not earning money.
3. Remember to have passion and enjoy calculating your working hours. No matter how you make up or act it out, remember to at least “fill” 8 hours on the “documentation” (it will be reviewed); of course, anything extra relies on passion. Being on duty/on call is a responsibility.
4. If you are obedient or good at saying the right things, code quality and the problems caused later are not issues. Everyone has things to do and work requirements, and it is not necessarily you who has to take responsibility and handle them.
5. They often mention and cultivate and instill “accountability” and “passion.” They talk about it so often that I do not even know which side has the bigger problem: the frontline or management.
6. If you do not need to bear the primary financial pressure (or expect someone else to shoulder it in the future), or only need to have something to do and a merely acceptable reputation, it is quite suitable; early in your career, you can build up some experience.
7. If you do not care about the working hours and content, it is okay. After all, you only need to spend time, so to some extent it is an easy place to get by.
8. If you have secured a position, think the pay is good, and plan to treat it as your last stop or just stay for 5 or 10 years to make some money, or if you previously developed your career at a system manufacturer, you should adapt relatively well.
1. Some leaders or upper managers seem to lack experience and may have been promoted too quickly. You may feel that their seniority does not quite match what you would imagine someone in the same position at a solid organization should have. They may still be on the front line or, at most, intermediate team leads. (Taiwan’s internet industry is not strong, and it is not an environment as competitive as China or the United States, so it is difficult to truly gain extensive experience in a short period.)
2. Same as #1: take a quick look at their past profiles. At companies with even moderately demanding standards that make money by developing products and services, they might have difficulty even being invited to an interview for a PM position, let alone becoming an upper manager. So it feels like children playing with an adult’s vehicle. Conversely, as long as you are obedient and enthusiastic about your work, perhaps one day you can become one too.
3. Even some engineers are flattering others and putting on an act.
4. Many teams with product-related names are problematic; they think they can manage, but lack the corresponding abilities and credibility.
5. Because of the environment formed by the above factors, it is easy to encounter strange people. (Ugly people like to cause trouble; in a solid environment, you would not expect to have colleagues like this.)
6. They develop products in the manner of handling projects or client work. Anyway, after half a year or a year, people’s memories fade; then they introduce something new, stay busy, and do many things, and that is enough.
The company entrance is impressive; other than that, nothing.
1. The salary is lower than the market rate outside. During interviews, they use various methods to push down your salary. They make it sound very appealing, but in reality, it is something you can see but never actually get.
2. They make employees work themselves to the bone for the sake of the economy. The group is undergoing transformation and is expected to increase the number of contract employees in the future.
3. The position described during the interview differs from the actual job duties, and they also dump other work on you. This is really aggravating. Raising the issue afterward is useless; they are basically tricking people into joining the company.
4. The culture of sycophantic office politics is severe. Work ability is not important—you can do very well as long as you know how to flatter upper management.
5. I sincerely recommend not wasting your life at this company.
Information Security Engineer/Technical Consultant_2607
[Verbal Interview]
1. Please begin by introducing yourself based on your past work experience.
2. Please describe your relevant programming experience.
3. Why do you want to change jobs?
4. Have you used any white-box testing tools?
[Job Responsibilities]
1. Develop internal application systems
2. Use white-box testing tools
3. Assist clients in testing program information security issues and provide information security improvement recommendations
4. Provide information security training to clients
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- Three consecutive hours of interviews with no break in between—it was exhausting
- When I asked about the salary, they didn’t give a clear answer and changed the subject
- The interviewer had a very unpleasant expression and was aggressive
- HR said they would notify me whether I was accepted or not, but then I was ghosted
The interview was unpleasant and long, and they ghosted me afterward. The overall interview experience was terrible = =
Although my contact with the company was brief, its overall image and corporate culture, as well as the professionalism of the supervisors and HR, left me with a very good impression. The office is very beautiful, the environment is excellent, and there are many employee benefits. It is not as frightening as the online reviews make it sound. If circumstances permit in the future, I hope to have the opportunity to work together.
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Neither of the two interviews was particularly pleasant. I would like to share what actually happened:
1. Human Resources basically did not respond to emails. Even questions about the interview went unanswered. In reality, if a company truly values its employees, it should also respect interviewees. I’ll leave you to draw your own conclusions.
2. Two interviewers attended the interview, but one of them—a seemingly very listless man—kept looking down at something and was not taking the interview seriously at all. If the company did not consider this applicant important, it might as well not have asked someone to conduct the interview...
3. Before the interview, the company requires applicants to state their expected monthly salary. If it does not match the company’s expectations, they will not discuss it with you; instead, they directly criticize your experience and say: “Why do you think you’re worth that much?” For a company this large, there should be many ways to discuss compensation, but they chose the most demeaning one. It was truly disheartening and made the entire process seem unprofessional and disrespectful.
4. Human Resources and the supervisor conducted separate interviews, but they essentially discussed the same things, which was simply a waste of time. Even when I asked questions, the supervisor could not explain them clearly.
5. The first question concerned my willingness to work overtime and the intensity of the overtime. Based on the post above, there will presumably be plenty of opportunities to work overtime. If you are considering joining, think carefully.
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They invited me to an interview without even looking at my résumé, and during the interview they gave me a pitiful look. I applied for position A, but you told me about position B. You even kept scrolling on your phone. Thinking about it afterward, I guess HR needed to meet their performance targets. Even the guard at the main entrance had an attitude a hundred times better than yours. No wonder it’s Black Orange.
The company entrance looks impressive.
The HR department proactively invited me to an interview. Before the interview, I had already informed HR that my expertise did not fully match the job described in the invitation. However, HR told me that the hiring manager had reviewed my résumé and proactively invited me because they needed someone with my expertise. After I took time off work to attend the interview, both HR and the hiring manager acted as if they did not actually need anyone for the position.
HR also asked in a very “tactful” tone whether I wanted to continue with the interview, “to avoid wasting each other’s time”....... But for me, who had already taken time off work and was sitting there for the interview, my time had already been completely wasted.
A very poor interview experience.
The entrance to the company looks impressive.
The HR department proactively invited me to an interview. Before the interview, I had already informed HR that my expertise did not completely match the job described in the interview invitation. HR then told me that the manager had reviewed my résumé and had proactively invited me because they needed someone with my expertise. However, after I took time off to attend the interview, both HR and the manager acted as though they did not actually need anyone for the position.
HR also asked in a very “tactful” tone whether I wanted to continue with the interview, “so as not to waste each other’s time”....... But for me, who had already taken time off and was sitting there for the interview, my time had already been completely wasted.
A very poor interview experience.
The entrance to the company looks impressive.
The HR department proactively invited me to an interview. Before the interview, I had already informed HR that my expertise did not completely match the job described in the interview invitation. However, HR told me that the supervisor had reviewed my résumé and had proactively invited me to interview because they needed someone with my expertise. After I took time off work to attend the interview, both HR and the supervisor acted as if they did not actually need anyone for the position.
HR also asked in a very “euphemistic” tone whether I wanted to continue with the interview, “so as not to waste each other’s time”....... But for me, who had already taken time off work and was sitting there for the interview, my time had already been completely wasted.
The interview experience was extremely poor.
1. During the interview, you may feel happy that this is a large and rather impressive company, and you may also be quite happy when you first join (if the department does not urgently need you to work independently). During the honeymoon period, you may feel that this really is a pretty good company. The company is indeed quite large and impressive.
2. The colleagues are also generally nice, but being nice does not mean being capable; they are, broadly speaking, just good people.
1. The overtime is extremely serious. This is not a matter of occasionally working a little overtime; here, you may work so much overtime that you no longer know what you are doing with your life. Compared with the salary, it is really not worth it. You will feel truly cheap, working overtime constantly and getting sick while earning this little money, and wanting only to hurry home, rest, and sleep every day.
2. Not everyone in a large company is necessarily capable. I encountered quite a few redundant employees who could not get things done and only caused more trouble. Getting into the right department, team, and group is very important. If you accidentally end up with incapable people, having two idiots among a team of five is enough to make your life miserable. I saw many capable people unable to stay and eventually leave because they had to share the workload with redundant employees and clean up after them, while those redundant employees stayed for a very long time.
A very small number of colleagues are genuinely kind and without ulterior motives.
1. The salary is far below that of the industry, and the promotion system is poor. However, attractive women are promoted quickly because the male managers are almost all lecherous creeps. They become sexually aroused when they see women and give special treatment to newly hired attractive women; as for men, they don't care what happens to you.
2. If you don't know how to curry favor with senior management, it is very difficult to get promoted or receive a raise no matter how capable you are. Even if they originally promised to promote you, the following month they may tell you that, due to some adjustment to company policies, they need to observe you for another six months. This is completely unacceptable.
3. Many managers actually lack ability; they are simply good at managing upward. If you ask them about any impressive achievements, unfortunately, they cannot produce any. They also like to use foul language and think it makes them look macho.
The above is all based on my experience 15 years ago. I don't know whether things are still the same now, but many of the male managers from that time are still at Gamania. Therefore, prospective interviewees should think carefully.
Years ago, when Orange's main focus was still game development, it was pretty good. Now I hear that the culture of flattering superiors is very serious.
The product line is too broad, and aside from publishing games, the company doesn't have a single business that is worth mentioning. The situation at the other startup subsidiaries isn't very optimistic either. The main problem remains that the culture of flattering superiors is too deeply ingrained in the minds of mid- and senior-level managers. Being good at dealing with people is more important than getting things done.
So, despite having been transforming for five, six, seven, or eight years, the company is still in the process of transformation.
A few years ago, Oranges was all the rage.
I interviewed at a subsidiary. After the written test, they took it out and showed it to other employees for them to laugh at (did they think the soundproofing was that good?). The pay was 25K, and the work had virtually no technical content. Ten years of testing experience was treated as equivalent to one year of testing experience. Thankfully, I wasn't hired.
The remaining ordinary people have living space, if they have time to eat lunch; going to the gym means you have no work to keep you busy and plenty of time, which will concern your supervisor; the standard leave benefits are pretty good, but forget about taking leave at your own discretion—that only exists on the surface.
Working until you get sick and hospitalized is no big deal; your supervisor will only ask when you’ll be coming to work and then LINE you incessantly. If you can’t finish everything, they’ll encourage you with things like, “You could finish it if you didn’t sleep,” and “Nobody told you to rest.” Basically, they just keep bringing in replacements to torment them. The turnover is so high that they don’t even care when more than 60% of people leave within six months.
Getting into the headquarters is great; getting into the Taiwan subsidiary is pretty bleak, though some subsidiaries do offer decent待遇.
Keep this in mind: companies that aggressively publish news about how great they are usually have serious problems. In this industry, this is already a notoriously bad company, infamous among hunter recruiters; it wants to use news coverage to deceive younger engineers who are less informed. In addition, it provides absolutely no room for young R&D staff to grow. Aside from capable and senior employees, who have all been driven away, the people in charge have extremely poor technical abilities and will drive away technically skilled junior managers.
Should we talk about why the company that was reported in the news as the first in all of Asia to implement self-directed leave in practice becomes concerned by management as soon as someone says they want to take self-directed leave? Employees are overworked without overtime pay, earning less than NT$30,000 a month. Flexible working hours are supposedly from 9 to 10, but employees are required to arrive by 9:30, and even if the work is finished, they are not allowed to leave on time. If you say you want to apply for overtime pay, management will question you, asking, “How could you have worked overtime?” The supervisor says everyone has to weather hard times together, and that applying for overtime pay is too much trouble! On holidays, you are not allowed to ignore your supervisor’s messages; otherwise, you will be publicly berated. The bonus system keeps being changed. They used to say the bonuses were meant to make up for your overtime pay, but in reality, don’t expect them every month—getting one every six months is already lucky! They keep shouting about everyone having to weather hard times together, but I don’t understand why the group announces every year how much money it has made, while none of it is passed on to the employees. Anyway, every year there are clueless newcomers who want to join this company because it looks wonderful, so this unethical company shamelessly continues to exploit its seemingly endless supply of fresh young workers～～
The salespeople handling game marketing are completely brainless. I once went to a pitch and got torn apart by the client because I didn’t understand games at all. Even more laughable, they don’t play games themselves and know nothing about them, yet the first thing they do is ask the PM, “What is the game about?” During work hours, they can go out for coffee with the boss and supervisors, arrive late and leave early, and say that discussing work is exhausting. When I told the manager coordinating the entire department, I was even told that they were working hard to bring in business. There are tons of successful marketing case studies online, and the sales manager will say, “You know, that whatever—you guys should put together an article similar to it or something.” Wow, just leave it all to you to say. When marketing goes well, they say it’s because sales has an excellent relationship with the client; when something goes wrong, they say the PM failed to take care of it. Sales gets the credit, while the PM takes the blame. Sales gets commissions, while the PM’s bonuses have all kinds of high thresholds and are simply withheld. During the interview, they said there was a monthly project bonus of 2,000–8,000, but give me a break—there wasn’t even 800, let alone 8,000.
Internally, people like to flatter, and dealing with political issues is considered more important than actual customers.
As long as the boss is happy, everything is negotiable—it’s a one-person-company standard.
The manager M of the Game Technology Department is mindless and arrogant, but receptive to sycophants, so if you don't know how to flatter and curry favor, think twice before joining this department.