生洋網路股份有限公司

The interview process was quite pleasant. The interviewing manager’s questions were flexible and focused mainly on getting to know who I am, what I hoped to gain after joining the company, and what goals I had. They also offered relevant suggestions for achieving those goals and shared clear information about the company’s policies, bonus rules, and various benefits. The process was not overly stressful.

After actually joining the company and starting work, I found that everything was indeed as the manager had described during the interview. The company places great importance on training, with solid training sessions and various courses every week. This fulfilled one of my goals: learning professional skills related to the internet here and learning how to help a brand grow from nothing and achieve results from the ground up.

While working hard, my bonuses grew proportionally as well. The atmosphere and culture among colleagues were excellent. Senior colleagues who were not involved in performance-related assistance were still very willing and patient when sharing their knowledge, selflessly passing on their successful experiences. This was a great help to me, as I had no relevant background, when I was getting started.

Every employee in the office can apply for a computer, but the equipment consists of relatively old desktop models. Since the AE role often requires attending meetings outside the office, having a personal laptop would be more convenient and efficient.

Before the interview, I read other people's comments, and some of the posts made this company seem really scary!

But I still worked up the courage to interview for a sales position. Perhaps the department I interviewed with was different from the departments some people on the forum interviewed with!

The interview for the sales position was quite pleasant overall! :D

The interviewing manager's questions were very flexible. They mainly asked me to introduce myself, and during my introduction, the manager asked questions based on what I shared. It felt more like a conversation, and I didn't feel overly pressured. They also gave a very detailed introduction to the company's development, performance targets, bonus rules, employee benefits, and so on...

In addition, the company places considerable emphasis on training, with the schedule almost completely packed! I personally love learning, so I was very excited! During the interview, I could hear someone attending a class in the meeting room next door. I also discreetly observed everyone happily interacting in the office outside. The atmosphere seemed to be just as the interviewing manager described it and genuinely quite good! When I left the meeting room after the interview, it happened to be lunchtime, and I discreetly observed the conversations among the employees. Almost all of them had happy, smiling faces. I really look forward to the possibility of being hired after the follow-up interview!

Whether it was the interview process, the impression given by the manager, or the interactions among the employees, everything made me feel hopeful.

The sales department comes with performance pressure, and there is a lot to learn!

The interviewer was very nice. The interview was conducted in a conversational manner, and you could ask any questions without worrying about offending anyone. The interviewer created an open environment. Overall, the work environment was very pleasant, and they showed us around the workplace. We could ask about practically anything.

The performance board was right next to us, so it was a bit stressful.

1. Comprehensive training is provided, along with many internal sharing sessions (general knowledge, professional topics, industry cases, etc.)

2. The work atmosphere is great, and everyone is young and lively. Although working as an AE inevitably comes with performance pressure, senior colleagues are always willing to help without holding anything back (it’s very different from the companies I’ve worked for in the past!!)

3. There are many opportunities for development. Even in sales, you can try many different things (becoming a trainer, specializing in an industry, handling projects, leading a team)

4. There are lots of fun activities from time to time: movie days, domestic and overseas company trips, happy hours, sports days, e-sports carnivals... all kinds of opportunities to have fun

1. Free drinks are restocked very quickly, but my colleagues are even quicker...

2. The internet connection is sometimes unstable, so video conferences require some patience

This is a good fit for people who enjoy freedom and are self-disciplined. If you want to slack off and collect a paycheck, this isn’t the place for you, hahaha

The interview took place during the height of the pandemic, so the initial interview was conducted via video. Throughout the conversation, I could feel that the supervisor was very willing to listen to the interviewee’s thoughts, while also guiding me through the company’s policies and the job responsibilities. Overall, the information was very clear! The second interview was held at the company with the general manager. I could sense the general manager’s approachability, but also, through their words and actions, that they placed great importance on people’s manner of speaking and personal bearing.

Sales-related work can be more demanding at the beginning, and overtime may be required. However, both colleagues and supervisors are very dedicated to providing feedback and suggestions, which helps you improve more quickly overall. At first, you will need to develop new clients through cold outreach, but over time, some former prospects may return, satisfied clients with whom you have built good relationships may refer others, and the company also provides lead resources. As a result, the overall pressure becomes much more manageable!

The manager who was originally scheduled to interview me was on leave, so another supervisor spoke with me instead. (It was a group interview, with me and two other people.)

It started with a very basic self-introduction, after which he spent about 15 minutes giving a detailed introduction to the company's current services and its bonus and promotion systems. It felt like a company with a fairly complete structure and planning, but I heard that the training is very demanding!

I suggest visiting the official website beforehand to at least learn what they do; otherwise, it may be difficult to understand when they explain the company's systems.

The company environment and atmosphere are quite good, but advertising AEs are subject to performance evaluations, which definitely creates pressure!

At the beginning, there is thorough training to ensure that new hires understand the characteristics of the media before developing new clients by phone, followed by external visits → proposals and quotations → advertising launch → optimization recommendations. Therefore, there is no need to worry about whether the work is difficult. As long as you are committed, you can do well. The colleagues are also quite easy to get along with.

Because the initial training is thorough, you occasionally need to work overtime to study independently and improve your abilities.

First, they explained the company's services and the AE role and responsibilities.

The AE role was explained in terms of both operational duties and career development.

The interviewing manager also shared their own experience and advice as someone who has been through it.

They answered questions about areas of concern and did their best to clarify anything that was unclear.

Overall, the communication process was quite comfortable, without the kind of condescending attitude you might expect from a manager XD

It would be better if the performance targets or bonus calculation method could be explained more clearly or introduced more quickly.

The pros of the job should be the training and the feeling that there are many products.

The base salary is low, and it looks like the main focus is on earning bonuses. However, having a low base salary is still a little concerning.

Leaving work on time, many company activities, channels for communicating with the company, and free drinks.

Because the previous article contained some emotional language, I was asked to modify its content.

Therefore, this is the revised version, in which I will describe my experiences in even greater detail.

The following is solely my personal experience and does not mean that everyone will go through the same things. I still hope that those brave enough to take on the challenge can do so and gain experience of their own.

The following describes my experience in the company’s e-commerce department; it has absolutely nothing to do with any other department.

1. The part I still remember from the interview stage is that the supervisor said that if we worked overtime, the company would provide neither overtime pay nor compensatory leave. The reason was that overtime might be caused by the employee’s own lack of ability, and giving that employee overtime pay or compensatory leave would be unfair to employees who left work on time.

2. After joining the company, the computer equipment initially provided was extremely poor, greatly reducing work efficiency. When I reported this to the supervisor, the supervisor did not mention reporting the equipment issue to the company on our behalf, but instead directly suggested that we purchase new equipment ourselves.

The supervisor would also come by every few days and tell everyone that our work efficiency was too low, repeatedly bringing up the idea that we should buy new equipment ourselves.

Later, seeing that we had still not bought any, the supervisor said that they were willing to subsidize our purchase of new equipment, providing a small monthly subsidy until the full cost of our computer equipment had been covered.

(The subsidy came from the department bonus, not from the supervisor personally, and would ultimately be included in our individual income.)

We were also partly at fault here, because we bought computers that were too high-end. Under the supervisor’s proposal, it would have taken more than three years to fully subsidize the cost of the computers.

All of this happened within our first month at the company. It was only after a month that we learned there was a channel for communicating with the company’s management department, so we asked about the equipment issue.

Only then did we learn that the company itself could inspect and even replace our equipment. However, because it had received no reports from the e-commerce department, it had always assumed there was no problem.

In other words, from the very beginning, the supervisor had never reported the issue to the company and had instead continually told everyone to buy new equipment.

3. After we reported the matter to the company, it offered a solution and also provided us with a small subsidy, which could be applied for annually. The condition was that the company would not provide equipment for us.

I thought this was reasonable and let the matter go.

Several months later, after the department supervisor learned about this, they repeatedly hinted during meetings that they wanted to know the amount of our subsidies and demanded that we be honest and not use the opportunity to apply for excessive amounts from them. The implication was that we were secretly taking advantage of them financially. They were very unhappy.

(By the time those of us who eventually resigned left the company, the subsidy we had received was not even one-third of the cost of the computer.)

4. A little over a month after I joined, the supervisor asked another colleague and me to search online for relevant design images, send them to the supervisor, and share why we liked those images.

At first, I thought this was a well-intentioned sharing activity, so I was happy to do it. Later, for a period of time, there were many projects every day because of a major e-commerce campaign, so we had no time to search for and share images. The supervisor became furious and thought we did not take the matter seriously.

(Before this, my colleague and I had always been the only ones sharing images, while the supervisor merely criticized aspects of the images we found that they disliked. In fact, I really disliked this activity.)

The supervisor said this was intended to build a shared sense of aesthetics. I therefore suggested that the supervisor also participate in sharing, so that we could better understand the supervisor’s aesthetic preferences and more quickly develop a common understanding. However, the supervisor continually ignored the topic, and eventually nothing came of it.

【As the saying goes, strict with others but lenient with oneself—that must be it.】

5. The company has employee guidelines that clearly describe how bonuses are distributed. Therefore, everyone knew that the subsidies we received each month and the money the supervisor said would be used to treat everyone to meals both came from the department’s allocated bonuses, and that we would ultimately all be asked to sign for them and have them included in our income.

However, in meetings, the supervisor repeatedly emphasized that the bonuses given to us came from the salaries of the supervisor and another supervisor. They hoped everyone would cherish them and be grateful.

(This raised a question for me: if the money came from their salaries, it would already be included in their income. How could it then be given to all of us and included in our income as well? The lie falls apart on its own; everyone can figure it out.)

【As the saying goes, lying without even drafting a script—that seems to be the case.】

6. Not long after I joined, the supervisor began working half-days. Although this did not directly affect me and another colleague in many respects, it greatly increased the workload for the other colleagues. At first, the supervisor would respond to matters in the afternoon, but later would simply read messages without replying—or not read or reply at all.

After everyone reported the matter to the company, the supervisor held individual discussions with department colleagues and hoped to negotiate work arrangements with everyone so that the half-day schedule could be maintained. Because of the nature of our positions, we did not interact with the supervisor much, so the supervisor said that the matters involving us had been handed over to another colleague. When we discussed this with that colleague after the meeting, they said that the work had not been handed over to them at all and that they knew nothing about it.

【As the saying goes, this was a complete display of the golden-toad escape-and-dump technique.】

7. Before I joined the company, the supervisor called me to discuss the salary because the company could not offer the amount I wanted (although the amount I requested was only the lowest figure in the salary range the company had posted on the job board). The supervisor therefore said they would provide me with an additional monthly allowance. At the time, I thought this supervisor was really kind, so I agreed. After I joined, however, the amount I received was half of what had been discussed on the phone, so I raised the issue.

The supervisor then said that the amount discussed originally was exactly this amount and that they had never promised me anything higher.

【As the saying goes, important people have short memories; remember to keep records in the future.】

8. The supervisor really liked talking to people one-on-one and especially liked discussing other colleagues. I will not describe in further detail what the supervisor said about those colleagues. After all, none of it was worth remembering as kind words.

【As the saying goes, the most sinister people in the workplace are those who like to invite you into a meeting room to talk about your “heart.”】

9. After multiple confrontations with no results, there was little I could do. After all, the supervisor had an established position due to their seniority at the company; how could a small fry easily stand up to them? I therefore decided to resign after the Lunar New Year and submitted my resignation in accordance with the notice period required by labor law. I even stayed longer than the required period, but did not stay until the end of the month. The supervisor said they could not let me receive pay for the consecutive holidays and would set my last day as the day before the holiday began—unless I worked until March. I chose to leave the company one week before the holiday. After all, if I only intended to work until February and would not receive holiday pay anyway, why not leave earlier?

After I left, however, the supervisor spoke maliciously about me behind my back—about someone who had resigned in compliance with labor law and the company’s rules. The supervisor said that my leaving too early had made it impossible to find someone to take over the position immediately. But who would not know that this was simply because the supervisor worked only half-days, leaving very little time for interviews and thus making it impossible to find someone to take over in time?

【As the saying goes, everything is someone else’s fault—a perfect example.】

And so on; the list is endless, and there is far more than can be included here.

I do not know whether any brave readers will make it to the end of this article, but I still hope that all you brave adventurers can face this workplace RPG courageously. Remember that this workplace frequently uses PUA magic; max out your skills and face it bravely!

P.S. At this workplace, I was frequently subjected to verbal sexual harassment by the supervisor, which made me extremely uncomfortable. It ranged from comments like, “Your breasts are so big,” followed by a joke, to, “You look really tired today—did you go somewhere with someone last night to get Happy Happy?” The supervisor also loved prying into employees’ personal affairs and would occasionally bring up my private matters in meetings with multiple people. (Oh! The comment about who I went to get “Happy Happy” with last night was made during an interdepartmental meeting!)

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They never intended to offer a salary within that range. 104 deliberately posted a higher salary range to lure people into interviews, wasting their time.

Not very clear

104 Job Bank lists it as Shengyang Network, but it is operating under the name Runyan Bird’s Nest??

Interviewed for a counter staff position.

The office area has been decorated, but under another company’s name.

The environment looks like a company with many young employees.

Yet the company is filled with miscellaneous items, and the person conducting the interview was supposedly a supervisor?

However, they were very young, spoke in an unsteady and immature manner, and had a frivolous attitude. After the conversation, it was still very unclear about the bird’s nest company’s background and scale of operations.

The meeting room was also filled with many things, which felt very strange.

The working hours and basic benefits were explained very unclearly.

After briefly introducing myself, I was asked some simple questions—that was about it.

When leaving, I saw packages of goods piled up in the lobby. It seemed certain that they ship bird’s nest products from there… It was really too strange.

You can go take a look, but overall it is a rather strange company.

They basically avoided answering questions about benefits and brushed them off.

The working hours are very long, and the bonus system is very unclear.

Perhaps their approach to older job seekers is rather perfunctory; there was nothing appealing about it.

The lunch break is 1.5 hours. If you’re in sales, you can come here to build up experience, and there are plenty of training courses (only for sales and business development courses).

Recommended for fresh graduates looking for their first job after graduation.

However, if you have even a little ability and experience, I really don’t recommend coming here.

It’s a sales-oriented company that likes employees who are good at talking. You need to be articulate; you don’t necessarily need to be capable.

If you’re applying for a back-office position—planning, video, design, or copyediting—I don’t recommend it.

The company doesn’t know how to sell content; they only know how to sell advertising. The salespeople up front promise clients a bunch of unreasonable things,

then leave the people carrying out the work to clean up the mess, while the people in front collect the performance bonuses.

If the people in the back can’t fulfill unreasonable demands, they’re simply told that they lack ability, and they’ll also receive very low evaluation scores.

But even if you manage to fulfill them, they’ll give you a nice-looking score and there still won’t be any reward. At most, they’ll treat you like an elementary school student and give you a certificate.

The entire company thinks content is very simple, yet they can’t sell it themselves.

They only know how to undercut market rates to compete with other companies for clients.

If you want to improve your content skills, you won’t be able to do that here. The training courses also make it clear that the company completely doesn’t understand this area.

The salary increases are astonishingly low. Turnover is high in back-office positions, so everyone here is young (lol.

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Even though I clearly stated on Slave Bank that I do not want to receive messages about jobs outside my preferred occupation category, and the company has openings in my preferred occupation category, they keep bombarding me with recruitment emails for AE positions. It's so terrible that I specifically came here to leave a bad review.

They clearly don't look at job seekers' information at all. The HR department is really unqualified.

The training for new employees is very comprehensive

The base salary for AEs is too low....

Regarding the bonus structure, AEs receive almost no bonus when existing clients allocate additional advertising budgets (I'm not sure whether the system has changed now; I recommend that people planning to interview ask about this.)

In other words, you have to rely on newly acquired clients to make a living every month. Personally, I think this makes it difficult to build relationships with clients, and there is no basic income that increases the longer you work there!

The employee turnover rate is extremely high. Of 10 new hires, after about three months only half (or even fewer) remain; after a year, perhaps only one or two are left!

This company's work environment is very good. The lighting, layout, and decor are all nice, and there are really quite a few attractive women. The training seems to be very comprehensive, and the employee benefits are also good!

During the three-month probationary period, the base salary is 23K plus a perfect-attendance bonus. After passing the probationary period, the base salary increases by 10K. However, if you don't meet the performance target within the three months, you are automatically considered to have resigned, which is why this company is constantly hiring.

Working hours are spent trying to boost performance and making development calls. If you need to visit clients and give presentations, you can't do that during working hours; you have to go home and do it yourself after work, with no overtime pay.

The performance bonus is 4%; for a sales position, that seems rather low?!

The salary was stated upfront: 23K + 1K perfect-attendance bonus + performance bonus.

The interviewing manager came across as very disrespectful.

A lot of internal training, good benefits, and a pleasant internal atmosphere. Free drinks are available.

Some courses require using your own time outside of work hours to attend, and overtime is the norm.

The company is not small, but its processes and systems are still being established. Directives often come from the top without those below being informed, which is a bit of a shame.

A Yahoo reseller with a good image.

The sales training, particularly the training in sales talk, is very thorough.

I left before completing my probationary period, but the sales pitch training benefited me greatly and will be useful for the rest of my life (seriously).

AE's are required to make a fixed number of prospecting calls each day (40+).

(Actually, this amount is fine for some people; I personally thought it was fine too.)

At the weekly sales meeting, the number of prospects contacted and the expected sales performance are reported.

New hires are held to standards comparable to those of current employees.

New hires are not given much opportunity and are somewhat rushed into the role.

The concept is to keep trying until you find someone who turns out to be a gem.

In other words, the turnover rate is very high.

All I can say is that those who stay are all very capable.

The atmosphere in the office is also quite good, although there is some open and covert competition between teams over sales.

The company provides free drinks,

regularly hosts movie outings, and so on.

The benefits are above average, provided that you achieve at least 200,000 in sales every month.

For everyone's reference.