吉澤建設開發股份有限公司

The other day, when I walked into Jize Construction, my first impression was that the atmosphere was surprisingly relaxed. The interviewer did not rush to ask professional questions; instead, they first talked about the company’s background—“The company isn’t short of money; the person in charge is a second-generation heir from the tech industry”—with a tone of confidence that suggested there was no need to pursue quick gains.

They occasionally smiled and nodded as they listened to me talk about my past experience and project achievements. They hardly interrupted, as if they were having afternoon tea while listening to a story. This pace made me briefly believe that this was a meeting to confirm that we shared the same values, and that we would soon be able to finalize things.

However, when we discussed the job responsibilities and career development, they suddenly said, “Actually, this position might be a bit beneath your abilities.” Their tone remained gentle, but at that moment, I could tell—it was a gentle rejection.

At the end of the interview, they did not provide any clear next steps, leaving only, “We’ll contact you later.” After I left the company, the sunlight was intense, yet somehow cold.

They said, “Our salary is better than that of the other construction companies.”

Then the figure came out, and I burst out laughing.

Better? Better by a few hundred dollars, maybe?

In reality, it was just—bananas for monkeys, and the bananas were the kind you find on the discount rack.

Conclusion:

No matter how relaxed the atmosphere or how wealthy the background, if the terms they offer are this “good,” then they can go ahead and let someone else handle the hiring.

Thanks, Jize, for helping me realize that some companies run by second-generation heirs aren’t looking for talent—they’re looking for “cheap talent.”