GAMER2GAMER Reviews

The HR and risk management departments frequently ask for irrelevant personal information, such as other sources of income and past actions, for unclear purposes. This feels intrusive and unnecessary—why should it matter if I earn more than my salary from other sources? This constant prying only adds to the overall dissatisfaction and mistrust within the company. HR also asks new joiners to give 5-star reviews on Glassdoor to artificially boost the company's rating, further undermining trust. They have a habit of spreading unverified information and making fake promises, which contribute to the toxic environment. The management at this company is poor, requiring us to constantly guess our supervisors' thoughts and treat them exceptionally well to avoid receiving bad KPIs, which results in no bonuses or salary increments. Salaries and benefits are below industry standards, and the company attempts to attract senior talent with inadequate compensation. Job roles and responsibilities are ambiguous, with positions often not matching their described roles. Juniors are handling senior-level tasks, seniors are doing lead-level work—in short, roles are a mess. Communication is also poor. Changes in requests or workflow are not communicated, forcing us to guess and constantly seek information. The company provides limited exposure to new technologies, preferring to stick with their current tools—it's like using a spanner for cooking or a spatula to change engine oil. They never conduct cost reviews and continue using expensive AWS services without considering alternatives. Instead of exploring better software architectures and solutions that could reduce AWS costs, the company could allocate those savings to offer better salary increments to team members. The pantry is stocked with so-called healthy food, but options are limited and only restocked once a week. Additionally, the pantry is infested with cockroaches, making it an unpleasant place to be.

- Lousy management - Lousy benefits (close to none) - Lousy bonus/increment Management basically screwed up the monitoring system when they forcefully go live on new system before even prepared enough. The culture here is to do first and think later. Basic forecast and estimation are not even applied, as if there is no common sense. In terms of benefit, it's pretty much standard across the entire company. Everything is either minimum or below minimum. Imagine AL is 12 days, EPF 12-13% and no outpatient coverage for insurance. Don't even think about dental/optical/claim for WFH equipment. The company will ask you to buy new monitor yourself as an investment LOL. Bonus/increment were said to based on PERFORMANCE and company profit. Let me give you a new definition of based on performance. It means you will only be qualified for it if you are TOP PERFORMER (was top 20% as of Jan'22). The calculation is simple, where the total production of team is divided by total number of staff and multiply that with 120%, that will be the number you need to hit to qualify for bonus/increment. FYI, the peak salary for analyst level, be it junior or senior, should be at RM5000. Bonus is only 50% of a month salary. So don't be too happy even if you're qualified for it 🤣. One last thing that is specific to this role will be the replacement for public holiday (RPH). As you are required to support 24x7 operations, the RPH is only given if you are assigned to work on that particular day. In another words, if your off days fall on the PH then it's as good as burnt. This issue was raised by me personally for several times but management kept BS me by saying they follow standard market practice -> (people eat sxxt, how come you never eat sxxt then?).