The questions asked during the interview were quite professional. I applied for an art position, and they asked about the production process, the reasons behind content decisions, issues involving coordination with other departments, and so on. Before the interview began, they asked me to get a drink I liked. The interview mostly involved questions about situations I might actually encounter at work, so anyone with relevant experience should be able to answer them.
When I was asked whether I could accept working overtime, I answered that I could work overtime but hoped it would not be a regular occurrence. After that, the interviewer seemed less friendly and wanted to end the interview as soon as possible. Perhaps the company expects employees to work overtime frequently after joining; they could just say so directly.
Streamlined and scientific processes, with operations emphasizing rationality and verifiability
Good employee benefits, with generous support from senior management
Strong focus on data and in-depth analysis
Strong focus on education and training
The depth of the art has consistently needed improvement, lacking a stronger system and greater attention from senior management
The product vision is self-limiting and could be more ambitious
Too much emphasis on internal consensus and interpersonal harmony, with insufficiently clear understanding of the target audience
Once held an advantageous position as a pioneer among domestic mobile game companies, but over the years has repeatedly hesitated and made incorrect decisions
Lost the opportunity to develop blue-ocean products; retreating to browser games, and if the conservative overall direction continues, it will trigger a crisis
1. The company said during the interview that it guaranteed 14 months of salary, but I don't remember the contract specifically stating that the 14 months consisted of the Dragon Boat Festival and Mid-Autumn Festival bonuses plus one month of year-end bonus, so I mistakenly thought there would be bonuses for the three major holidays—the Dragon Boat Festival, Mid-Autumn Festival, and Lunar New Year—plus an additional two months of year-end bonus. I recommend clarifying this during the interview.
2. The training is very comprehensive. When you join the company, a senior manager from the Marketing Department will explain the department's internal situation to you.
3. Employee trips and the internal atmosphere are fairly lively (unfortunately, it wasn't suitable for someone introverted and quiet like me).
4. After passing the probationary period, the company subsidizes the cost of an unlimited mobile data plan.
1. As mentioned earlier regarding the interview experience, I was told I would use Java to build a data platform. However, on my first day at the company, two books had been purchased and placed on my desk: Clean Code and Perl. I later learned that Perl was used for internal development. So I had to learn it on the job and immediately put it into practice. Once I had learned enough, I began handling PM requests and writing programs to generate reports. However, because the internal database fields were complex—uid and user_id represented different things—for a newcomer, simply understanding the syntax of a new programming language, figuring out the database fields and tables, and then becoming familiar with the marketing formulas commonly used by the Marketing Department and implementing them in code was already overwhelming.
2. At first, colleagues guided me and explained the purposes of the various data-reporting systems commonly used by the department. I had to memorize internal abbreviations and the calculation formulas for these reports (from the marketing side). For an engineer, unless you had previously worked at an advertising or marketing company, these would also present a learning barrier.
3. The Java data-analysis platform discussed in the interview was ultimately not assigned to me. I was instead tasked with maintaining the front-end framework for various data-reporting systems, using AngularJS 1.0. A long list of items requiring debugging then appeared. There was no training, no documentation, and no one knew how to maintain the system; it was simply handed over to a new employee.
All of this happened within three weeks. To summarize: within three weeks, I learned Perl, understood the internal database fields, memorized the marketing formulas and abbreviations, became capable of using Perl to write programs that produced the necessary reports based on PM requests, read Clean Code and Perl, completed courses on various data-reporting systems, and barely managed to debug two or three Angular front-end issues in those data-marketing reports.
Then my supervisor began hoping that I would not leave exactly when work ended and would be willing to work overtime. We therefore discussed overtime pay, and the senior manager promised that I could claim overtime pay whenever overtime was required. The junior manager hoped that after working hours I would stay at the company a little longer to chat with colleagues, exchange technical knowledge, and build relationships. Personally, however, I believe I came to work, not to make friends. This is simply a difference in values, so I will not comment further. Later, I naturally also asked why I had not been assigned the Java data-analysis platform we had discussed. The junior manager's attitude was not very good and became sarcastic. In essence, they said that I had been hired to do this work, and that I was simply expected to handle the front end and retrieve reports.
Finally, after speaking with the senior manager, and with HR present as a witness, I was dismissed for being insufficiently capable of performing the job, after less than three weeks—about two and a half weeks.
What I want to say is this: if you are looking for someone who can contribute immediately from the outset, please state directly in the job requirements that applicants should know Perl and understand the Angular framework, and that these are the tasks they will perform after joining. Do not describe a series of job responsibilities that the employee will never actually encounter after joining, thereby attracting candidates to apply, only for the reality to be completely different.
Let's not hurt each other. It is easy for a company to dismiss someone, but for a job seeker, this adds a short-term work experience to their résumé. I turned down the companies from which I had previously received offers, and now, after being dismissed two or three weeks later, I have to start looking for work again. During interviews, I face many difficult questions. Everyone asks: “Why did you work at Huibang for only a little over two weeks before leaving? Huibang should be a pretty good company, shouldn't it? What was the reason you left? What do you think I should say?
First interview: I interviewed with the data engineering manager from the Marketing Department. We mainly discussed my projects, listened to the data engineering manager explain the data platform he was building (using Java), and then discussed why I wanted to join Wiselink. I mentioned my passion for data analysis and expressed my great anticipation about joining the team to build the data platform together. Therefore, a second interview was scheduled.
Second interview: I interviewed with the senior manager of the Marketing Department. We mainly discussed the company’s current products. The salary was decided very generously, without any petty haggling or nitpicking over details. They asked about my family background, and we talked a little about my family members’ work backgrounds. I was very happy to receive the offer and prepared to start work.
We had a pleasant and enjoyable conversation at the time, and there was nothing unpleasant. If you feel that anything is unreasonable after joining the company, please refer to the “Work Experience” section for more details.
“Benefits”
1. Four company dinners per year, plus the year-end party.
2. At the year-end party, almost half of the employees receive prizes (although I haven’t won anything for several years).
3. Employee trips are arranged based on performance. We have been to Guam, Hokkaido, and Dubai. Any surplus budget can be given out as bonuses! The HR department arranges the itinerary and destination based on employees’ requests. In recent years, there have been no shopping stops, and the food and accommodations have also been top-notch.
4. There is a bonus for achieving the designated TOEIC score.
“Company Atmosphere”
The long-time employees are quite cheerful. Since everyone has been through hard times together, they are very willing to put in the effort. In any group, there will always be a few people who stir up conflict and undermine cooperation among colleagues, but overt infighting is not very noticeable.
“Promotion System”
1. There are no clearly defined standards for management positions, but capable people who meet the company’s expectations will definitely have opportunities for promotion. However, positions in the company are somewhat saturated, so not everyone can be rewarded with a promotion.
2. Employees in general positions can be promoted after reaching the required tenure and meeting the performance requirements for advancement.
“Company Development and Training”
There is management training, communication courses, and subsidies for English classes. If you want to learn job-related skills, simply submit an application and you will receive a subsidy.
After working there for a long time, I wanted to try changing career paths. However, after reading reviews of companies elsewhere, I found them so frightening that I didn’t have the courage to leave.
The Product Department is understaffed, so we often have to adapt on the fly and reassign roles or work items. Once management gives instructions, we have to hand things over as quickly as possible, usually without much buffer time, which can be a bit frustrating.
Although someone mentioned peer performance pressure earlier, honestly, no matter which department or unit you are in, everyone receives the same bonuses and benefits. Even if the monthly revenue target is not met, your salary will not actually be docked and you will not be fired; the revenue target is simply intended to give everyone a direction to work toward.
There is no need to elaborate on the company’s excellent benefits. People who have already participated in six fully subsidized employee trips 留
The cons were written at the very beginning.
Good benefits:
For a game company, the bonuses are quite generous.
The bonuses for the three major holidays are much higher than those at the well-known publicly listed game companies I worked for before.
At my previous companies, the Dragon Boat Festival and Mid-Autumn Festival bonuses were usually just a thousand or two thousand dollars, or a 7-ELEVEN gift voucher as a token gesture.
But since coming here, each time they’ve been tens of thousands of dollars or more.
Transparent information:
Everyone can participate in all-employee meetings, and information is very transparent. You can clearly understand your department’s performance and development prospects.
Employee trips are especially great:
Employee trips are probably the most special and best thing about working here.
Compared with the companies where my friends and acquaintances work, this is the best by far. The trips are all overseas, and the company covers the full cost.
Last year we went to Dubai, and the boss even gave us an extra bonus to spend, which felt great.
Limited freedom in career development:
You cannot decide which department you will be assigned to; you have to follow the company’s arrangements, which means less freedom.
I once expressed a desire to transfer to another department, but ultimately it was not approved.
“Very high” performance pressure:
The company places a great deal of emphasis on numbers, so almost every day is spent under the pressure of reports. The pace of work definitely cannot be described as relaxed.
There are too many serious and dedicated people in the company, so sometimes even when it’s time to leave and there’s clearly nothing left to do, you still feel embarrassed to leave XD
Strong competition among colleagues, and some people gossip and spread rumors behind others’ backs:
Because we often have to hold meetings and report on performance, there is inevitably some competition among colleagues in terms of results.
I have seen a small number of colleagues who, perhaps because they could not keep up in terms of ability, would talk behind others’ backs and badmouth colleagues or their supervisors.
As for the earlier comment about women who get married or become pregnant and have children, I haven’t seen that myself, and I don’t really agree with it either.
I’ve been here for more than three years, and many people have gotten married or become pregnant during that time (I’ve given out a huge number of wedding gifts—want to cry).
Even the company’s top HR executive is herself a new mother.
At company events, I often see many colleagues bringing their spouses and children along, and colleagues often play with the kids too.
To write that people who get married or have children will be asked to leave? That seems a little too far from the facts.
It feels like the person who wrote that probably came here to settle a personal grudge after being fired by their supervisor for failing to keep up in performance?
The company lacks name recognition:
I often run into friends or relatives asking where I work. When I tell them the company’s name, they all look like they’ve never heard of it.
I used to work for a publicly listed game company. Although the environment was clearly worse, everyone had heard of the company when I mentioned its name XD
However, this drawback is actually not that important.
The HR lady was very friendly
The company environment was clean and bright
Convenient transportation
The interview lasted two hours, including a personality test and a test related to the position, yet no water was provided during such a long period.
The job description on 104 and the details discussed after the interview did not quite match and were somewhat unclear. It felt like they were just collecting applications, since I had to complete a game-play analysis before the interview.
When I asked the supervisor a question, they furrowed their brow and paused for a moment before answering.
The environment is pretty good.
It felt like I was helping HR meet their performance targets. HR asked me a question, and although I answered A, HR wrote B in their notes on my paper résumé. I was interviewing while employed, yet HR asked how much I earned in my previous job instead of asking about my current one.