HiSeven Reviews

This review exists to help future employees — and future employers — avoid the experience I went through. If you are considering hiring anyone from this organisation for roles in HR, Admin, Finance, or management (including GM, PA, and other “leads”), be prepared for behaviours and practices far below professional standards. ⭐ 1. Zero HR Structure, Zero Professionalism The company operates without any real HR foundation: - No Employee/Talent Handbook - No SOPs - No structured performance review - No documentation culture - No clarity in internal policies Despite this, HR regularly used phrases like “according to Malaysia law…” to pressure employees — even though it became obvious they did not actually understand the laws they were citing. Emergency Leave example (EL): HR once told me to apply for Emergency Leave three days in advance. This expectation is unreasonable — you cannot predict sudden illness or accidents. That moment summed up how disconnected their policies were from real-life situations. ⭐ 2. Termination as a Cost-Cutting Tool Employees can be let go abruptly with vague claims of “underperformance”. There are: - no KPIs - no coaching - no performance review - no documented warnings Just sudden termination — which conveniently saves salary costs, rather than reflecting a fair performance management process. ⭐ 3. The OT Incident That Explains the Entire Company I was scheduled to perform official overtime one night. - HR/Admin didn’t inform me when the OT session was cancelled — I only learned last-minute because I checked. - The GM (General Manager aka "highest position/person in-charge" for Malaysia Team) didn’t even know OT was cancelled or whether I had completed the task. - The GM said OT compensation was acceptable. - HR then contradicted that and said no OT compensation exists, adding a rule that OT must accumulate to half a day before replacement leave applies — effectively erasing my OT. HR defended this by saying, “this is the practice to be fair for everyone.” Not paying people for extra work = fairness. That logic tells you everything you need to know. This incident shows: zero communication, zero alignment, HR inventing “policy” on the spot, and careless treatment of employees’ time. ⭐ 4. “I’m Very Busy” Culture — But Nothing Gets Done HR, Admin, and Finance constantly portray themselves as overwhelmed, but: - Months passed without a basic Talent Handbook being produced. - No SOPs were implemented. - Critical follow-ups were ignored. - Tasks that should take two weeks were left unresolved for months. Despite this lack of output, management (including the GM) often trusts these teams without verifying results. ⭐ 5. Drama, Gossip, and Micromanagement The workplace culture leans heavily on drama and micromanagement: - Daily, weekly, monthly, and quarterly reports are demanded — record everything, report everything. - Yet, despite this heavy reporting, core HR tasks remained undone. - The loudest voices dominate decisions, while quiet contributors are overlooked. - Emotional reactions and gossip too often replace logical, process-driven decisions. ⭐ 6. Resistance to Modern Tools & Workflows When efficient systems or modern workflows were proposed, the common responses were: - Dismissal without investigation - Overconfidence in outdated processes - Misunderstanding of modern tools’ capabilities - Preference for “how we’ve always done it” over improvement This resistance makes any meaningful process improvement slow and frustrating. ⭐ 7. Weekend Team Building — Mandatory? (With Proof Requested) Even activities outside official working hours are handled poorly: weekend team-building events were effectively treated as mandatory, and HR requested supporting documents if you couldn’t attend. Expect your personal time to be policed and justified. ⭐ 8. When External Authority Steps In, Overconfidence Collapses A relevant official authority became involved in my case (I’m keeping the agency anonymous). The sequence was telling: - The company mobilised a large internal team (HR, Finance, Admin, GM, PA and others) and confidently prepared supporting materials. They expected to defend their position easily. - Before the session, they dismissed my compensation proposal with unwarranted confidence — implying the outcome would be minimal. - During the session, a few factual documents I presented were enough to dismantle their claims almost instantly. Their apparent confidence evaporated, revealing a lack of procedure and evidence. - Following the session, the company ended up offering substantially more than what they had boldly claimed earlier. It could have escalated further, but I decided to close the chapter — the evidence was already enough to make the point, and frankly, dragging it out would only highlight their limitations even more. They love quoting the law, but their stubbornness and ignorance eventually cost them. The compensation I received was discounted — partly because I chose to be reasonable, and partly because the company’s financial capacity is limited due to their cost-cutting and rapid staff reductions. This result was not a personal win so much as a demonstration that facts and proper procedure beat bluffing and theatrics. Their loss came from a lack of structure and real evidence. ⭐ Final Advice If you value: - Proper HR structure - Competent management - Clear communication - Consistent policies - Modern tools and process-driven decisions You will likely face ongoing frustration here. If you intend to hire anyone from HR, Admin, Finance, or management at this company, be prepared for individuals who: - Misinterpret laws while using them to pressure employees - Fail to build or follow basic HR processes - Prioritise drama and internal politics over productivity - Demand excessive reporting but produce little outcome - Resist improvements and modern tools - Fail to communicate important changes or cancellations - ETC ⭐ Summary This is not a revenge post — it is a transparent, factual account of my experience. I hope it helps others decide wisely. Join — or hire from — this company at your own risk.