（1）The Myth of Company-Wide Raises:
During interviews, you're told there are annual salary adjustments — don’t count on it. There is no formal merit increase process. Only a select few receive raises, while many go years without any adjustment or promotion.-----
（2）Onboarding Stipends Don’t Exist:
The global policy promises an equipment stipend upon joining, but not everyone can receive it.-----
（3）Promotions Lack Transparency:
There are no clear criteria for promotion. Some people are promoted quietly; others who have been in the company for years are told to create lengthy reports and presentations just to be considered. Promotions are based largely on favoritism — not merit.-----
（4）Promotion Bar Is Higher for Women:
Women typically wait 3–4 years to even be considered for promotion. Until 2025, the entire GC management team was male. The gender imbalance is glaring, and upward mobility is far from equitable.-----
（5）Invasive Interview Questions for Women:
Female candidates are often asked about their relationship status, whether they plan to get married, and — if already married — whether they want kids. It's framed as “friendly concern,” but in China we know what this really means: if you plan to start a family, your chances drop significantly.-----
（6）Annual Leave Requests = Micromanagement:
While the number of annual leave days appears generous, all time off requires detailed explanations and approvals. There is little privacy. Long holidays require approval from the highest-level GC leadership.-----
（7）Sick Leave Isn’t Respected:
Despite having 12 sick days per year on paper, even taking one day off for a cold requires a doctor’s note. Some managers will continue questioning what illness you have, why you're absent, and whether it's “really necessary,” making the whole process invasive and exhausting.-----
（8）Middle Management Avoids Real Work:
Many mid-level managers lack the skills to solve problems or optimize workflows. They excel at managing up, but not down. Blame is frequently passed to other teams — or even direct reports — when things go wrong.-----
（9）Team-Building = Formal Meetings:
So-called “team-building” sessions are rare and feel more like all-hands meetings. No sense of fun, no genuine bonding. It feels like a traditional domestic company, not a modern, open multinational. When cameras are on, you're expected to praise the company and leadership.-----
（10）Attendance = Micromanagement:
Despite being a global company, attendance is policed like a local factory. Arriving at the office right on time or even a few minutes late can result in criticism. No one cares how late you stay — only how early you arrive.-----
（11）Emotional Labor Is Demanded — Endlessly:
Managers often push you to “provide more emotional value” to clients without teaching you how — no matter how much you’re already doing. Your efforts are rarely “enough.” This kind of emotional labor is relentless, rarely acknowledged, and absolutely not reflected in your compensation. Over time, it takes a serious toll on mental health. ----------The GC team may be hitting growth numbers, but it’s doing so at the cost of employee well-being, fairness, and sustainability. If you care about transparent systems, psychological safety, and real leadership — this may not be the right place for you.
