亞方科技有限公司

Free snacks and refreshments are available.

I only just found out that QuYou was formerly known as Yafang Technology, and now also has another name, Jinbo Technology, but the sign at the entrance still says QuYou Technology.

The team still has the problems described in the previous sections: boards are constantly being added and covered, and tasks are suddenly blocked halfway through so nothing can be done. Even parts of the architecture that haven't been touched can somehow produce a whole pile of abnormalities. One change affects everything, and the development environment is shared by everyone, so problems come up from time to time. The SQL is also a mess, and the stored procedures are all hard-coded, making fixes and changes very difficult. Raising suggestions is useless too; afterward, they just deal with the person who raised the issue. They make things sound good verbally and tell you to offer good suggestions, but in practice it is completely pointless. They only tell you that the company has no money, and even drag in the working conditions of other teams. The company's requirements change constantly, and they really like adding plugins. Every morning there is also a meeting where you have to say what you are doing today and what you did yesterday.

Overtime is not blocked, but overtime only starts counting from 8 p.m. Usually, though, they ask you to leave before 8 p.m. Those who can stay and report overtime are usually the manager's favorites.

There is also a monthly rating, but no one knows how it is scored. When you ask the manager, they only mention a few less important factors and never explain why the score is so low. If you receive two consecutive Cs, they let you go. There is also performance-assessment pressure during the course of your work. Honestly, being given a low score on an evaluation form like this destroys your confidence and makes you wonder whether you should stay.

Some APIs in the SIT environment are connected to the production environment, which is also very frightening. People have used the top-up process there and were warned not to play around with it. Someone in the past apparently messed around and even created a money-laundering mechanism. Although I don't know whether that is true, I think connecting the testing environment to production is far too dangerous. I don't even know whether this is illegal or falls into a gray area.

I'll stop here for now and report back if there are any updates. Also, the computer equipment is terrible: opening several more tabs and windows quickly uses up all the memory...

The colleagues are all very nice, except for the useless employees brought in by most of the managers.

1. I’m a junior employee, and I’ve watched the upper management infighting drive out the original senior managers. Everyone currently there is the management’s own person.

2. Despite being a small company, they’ve created an extremely tall hierarchy. The managers act very high and mighty, and offending them is tantamount to offending the boss.

3. The people managers like are their favored concubines: they can take leave or submit overtime forms however they want, and it’s all fine. If you’re disliked, getting even one overtime form approved is harder than reaching heaven.

4. Departing employees are treated as war criminals; no matter what goes wrong, it’s all your fault.

5. I sincerely recommend not wasting your time going to the interview.

Most colleagues are pretty nice.

The management has serious problems. The structure is chaotic, and they are unwilling to change it. The deadlines they set are completely unrealistic. They are extremely condescending toward subordinates and do nothing but desperately suck up to senior management.

Everyone works overtime like crazy. As long as you work until midnight, the manager will be very happy; if you occasionally leave work on time, you will be mocked.

Whatever the marketing department says goes. Even customer service and operations have much higher status than the development department, and even a customer service representative can talk down to an engineer. The company’s engineers are treated no better than dogs: do whatever you are told, have no opinions, and receive no respect for your expertise. In R&D, rank determines authority. In other departments, even people with low-ranking positions are treated as highly knowledgeable; no matter how much nonsense they spout, engineers can only do as they say.

The company benefits sound pretty good when described, but although paid annual leave is provided, almost no one dares to take it. That is understandable—if you cannot finish your work despite working overtime like crazy, how could you possibly take a vacation?

Paid sick leave also exists only on paper; if you try to take any, you will run into all kinds of obstacles.

Compared with the gaming industry, this gambling company offers generous salaries. Overtime can be reported without being blocked.

The monthly budget for team meals is very generous.

Free food and drinks.

The company undervalues the art and design teams. There are not enough design staff, resulting in slow and incomplete specifications and designs, as well as contradictions between them. Directions from senior management cause the specifications to change almost every week.

Engineers are only responsible for execution. They can only accept changing specifications, but when producing the engineering work, they are asked to decide for themselves how to proceed because of insufficient design capacity. Afterward, evaluations can only be based on subjective judgment. As a result, managers of the execution teams have also become focused only on immediate needs and neither know nor plan projects beyond a one-week horizon.

On-call duty is required when products go live. The compensation for on-call duty is too low.

The servers frequently have problems, but clients are instead asked to update to a new version to avoid the errors and not display error messages in order to reduce complaints.

There are overseas offices that collaborate remotely, and communication problems exist.

Taken together, these points have turned the office culture into one of shifting blame and an atmosphere where doing nothing is safer than doing something.

Close to the MRT

The company’s work atmosphere is very poor, there are no established processes, deadlines are extremely tight, and there are quite a few issues with the online platform.

Turnover is not low, and the management style is also quite strange.