Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
Read the community guidelines1. Low barriers to entry; easy to get into the industry.
2. Writing five news articles every day is good practice for honing your writing skills.
3. You get hands-on access to the latest models from all the major automakers.
4. The managers and boss have strange tempers, making this a good company for developing patience and emotional intelligence.
5. Meals during business trips can be claimed as company expenses.
1. The manager lacks organizational skills, so work plans are frequently disrupted.
2. The manager lacks a sense of responsibility, and frontline employees are made to shoulder the blame whenever something goes wrong.
3. Writing five articles a day is the basic requirement, and any additional work assigned by management must not affect this workload. Unpaid overtime is the norm.
4. The salary is pitifully low. Promises of raises are merely the boss’s verbal assurances, and the increase is at most 500.
5. No matter how diligently you work, you will not receive the compensation you deserve.
1. Low barrier to entry, allowing you to quickly gain an understanding of developments in the automotive industry.
2. High employee turnover, allowing you to come into contact with important business operations in a short period of time.
3. Low product quality requirements, giving you time to gradually get up to speed and improve your capabilities.
1. Low barrier to entry: because the company cannot retain talent, it hastily hires people to fill vacancies, reducing them to disposable tools.
2. High employee turnover: the employees who leave are all frontline staff who do the actual work. In an organization of fewer than 20 people, half hold managerial titles. Decisions change from day to day, everyone has an opinion, and some managers even specialize in stabbing subordinates in the back. In any case, once someone leaves, the work can simply be transferred to other frontline staff or assigned to a new disposable employee. Yet despite the managers’ own poor performance, there are no improvement measures.
3. Low product quality requirements: the company only seeks to win projects through personal connections, and the work produced by employees is seen as having no value in the industry. Combined with managers’ obstructionist behavior and their hedonistic attitude toward entertaining clients, employees can only earn respect from outsiders through their own efforts.
4. Salaries are below market rates, and there have even been sudden pay cuts. Deliberately belittling employees’ abilities is a habitual tactic.
5. Habitual violations of labor laws and regulations: practices such as underreporting salaries for labor and health insurance, failing to maintain attendance records, excessive overtime, and excessively long consecutive working hours have all occurred—the kinds of harsh workplace conditions one can imagine. This has led to multiple labor disputes, and even after the employer was reported and investigated, it still considered the illegal conduct perfectly justified.
6. Former employees are treated as traitors. The company frequently publicizes the alleged misconduct of former employees internally and even investigates whether their whereabouts after leaving are consistent with their stated reasons for resignation. In reality, people can judge for themselves, and the employer does not realize that this behavior has already created many enemies externally.
7. There are many more issues that cannot all be listed here. If you still have confidence after reading this, no one can stop you—go experience it for yourself if you get the chance!
The employer tries to convey many positive ideas about the media environment, along with an attitude of not sinking into the current chaos of the media landscape.
1. Uses questioning tactics to push down applicants’ salaries, even stating that the salary for the highest position, editor-in-chief, would not exceed 35K.
2. The supervisor accompanying the interview had no understanding of the applicant’s résumé; their only role in the interview was to help the employer push down the salary.
3. Gives vague and evasive answers about overtime, business trips, and working hours, brushing them off by saying that the work is very flexible.