Garena_台灣競舞娛樂有限公司

This new department consists of only one supervisor and two employees. One person has already joined, so they are looking for the remaining piece of the puzzle.

During the interview, the supervisor already had clear execution goals for the department’s future direction and was receptive to suggestions. In this respect, I think there should be no issue with the supervisor being a good manager.

As for the salary, because my requested salary was very high—basically more than one and a half times what I considered the salary for this position—I initially did not think that asking for this amount would prevent me from passing the interview, since all of my work skills are far beyond what this role requires. I also passed the first interview with HR and the supervisor, so I don’t think salary should be a problem. As long as you have the skills, you can ask for what you’re worth.

The interview process was similar to that of other large companies. The first round was with HR and the department supervisor, the second round took place directly at the esports arena to test your technical integration skills, and the third round was a video interview with a supervisor in Singapore.

I quickly passed the first round with HR and the supervisor, followed immediately by the second interview. I was not worried about the second interview at all, because it tested my professional integration skills.

However, when I arrived, perhaps because they already knew I was capable of handling this part, they did not actually have me perform a practical test. Instead, I interviewed with the two interviewers for that round.

The first interviewer was from the production team, although her exact title was unclear. She had not even looked at my résumé. Her first question was how I could be applying when I had never done live streaming. In fact, my résumé clearly stated that I had one and a half years of live-streaming experience at a startup media company. Moreover, not long after the interview began, she left early because she had something else to attend to.

Next, I had a one-on-one interview with the second interviewer. As we talked, I realized that he was a colleague from the same team.

There was nothing particularly bad about interviewing with him. He helped me better understand the team’s actual work, because the supervisor had described the overall direction in very idealistic terms during the first round. The supervisor had also said that, once implementation began, this colleague and I would carry it out together. However, during the interview, this colleague conveyed the impression that the supervisor was number one, he was number two, and I would be number three—that I would be responsible for all the undesirable tasks and miscellaneous errands.

What made me most uncomfortable, and ultimately led me to stop the process and immediately call HR after the interview to decline any further interviews, was that this colleague actually discussed my salary expectations with me. He even asked whether I didn’t think the salary I requested was too high. This made me very uncomfortable.

I am also a junior manager at my current company, and I have interviewed candidates myself. However, I would never discuss salary with an interviewee. Even if a job seeker asked, I would say that it was outside my authority and that I would help arrange an interview with the manager.

So this was the part of the interview process that I found most off-putting.

Of course, another reason was that this colleague’s former company had worked with mine on a project for some time. I am fairly familiar with his former colleagues, and after asking around about his reputation, I found that it was very incompatible with my style. This was the second reason I decided not to continue with the interviews.

Therefore, if HR representative Mili happens to see this, perhaps you could assess whether this might be why you have had difficulty finding someone.

As for the working hours, they were very unusual. During the interview, I was told that after joining, they could be adjusted after discussing them with that colleague. However, I think it would be very easy for this arrangement to fall through after joining, resulting in equally unusual working and leave schedules. My advice to applicants who are told they can negotiate their working and leave schedules after joining is: don’t get your hopes up too high.