Sunia Technology Reviews

This company did the same things every year. If you use their products, none of them make sense, since all reasonable requirements and ideas were rejected by the CEO. At some point, the product seemed promising, but after the CEO interfered, it turned into another useless product - anyone with common sense will throw it in the trash after trying it for just three minutes. I'm sure that most of the engineers wanted a good outcome, but they were struggling with the CEO's capricious and contradictory ideas. Few incompetent managers cared only about up-management, which worsened the situation, and I understand why - it's the only way they can survive in this company. All the managers who told the truth and wanted to change the situation for good, they were fired. Other than that, you'll meet good people at the office, and they might help you get through the difficult times though there is very little they can do. From what I know, many people were fired shortly after just being hired. Employees suffered in constant fear, since the CEO often changes his mind quickly after hiring someone and frequently and intentionally tells employees that there are too many people hired in their role. This is just one example of how the CEO's ideas contradict his own previous ideas and how he treats employees. It's common for him to change to an opposite idea after one meeting, or even to make two opposite decisions in the same meeting (in most cases, meetings ended without any decision). If you've ever worked with the CEO, you'll be driven mad, because he pushes you with contradictory opinions alternately, and he always adds "ASAP" after any decision. A situation that happened often was that he would ask the developers to complete a task within an impossible timeframe (in several days). Just when the developers finally made a bit of progress, he got extremely angry that they didn't do it his way, and then demanded that they complete the task in a totally different direction — again within an impossible timeframe. If you questioned him about how his current idea contradicted what he said before, he would ignore your words and make an excuse to walk away. This happened every week, or even daily, depending on how much you dedicated in your work - the more you dedicated, the more he interfered. It seems that, in his perception, a torturous and exhausting environment was his comfort zone and would benefit the company. Anyway, it's impossible to do anything meaningful in this company. You have to accept that you will continuously produce garbage. If you want to have a growth on your career, it's definitely a wrong place. If you want to learn something else on your own, that won't work either, because your mental issues will leave you with no time or energy to deal with anything else.

1. I haven’t visited Glassdoor for a while, but I noticed that some of the negative reviews I clearly remember seem to be missing. I’m not sure why they disappeared. When I first joined the company, I spent a long time reading employee feedback, and many of those comments no longer appear. It’s quite puzzling. 2. The CEO lacks a basic understanding of management and delegation. He frequently bypasses middle management and assigns tasks directly to frontline employees. Micromanagement is the default leadership style, and it causes widespread frustration across the entire company. 3. The CEO is surrounded by a group of middle managers who appear loyal but lack the competence required for a technology company. Many of them are disconnected from the market and have little to no experience in tech R&D. Their titles look impressive, but based on my experience in previous companies, several of them are not qualified for their roles. Having such people in middle-management positions is damaging for the company as a whole. And honestly, it’s not hard to understand — the type of leadership you have determines the type of managers who gather around you. 4. In the Vancouver office, the leadership team does not have real engineering or R&D experience. They often assign tasks that do not align with actual engineering goals. It is discouraging when someone with no understanding of AI is put in charge of engineers who do have AI development experience. Having non-technical leaders directing technical teams is a predictable recipe for failure. 5. There is a clear double standard in the company culture. Although the office is located in Vancouver, the company operates almost entirely under traditional mainland Chinese corporate culture. This is not truly a Canadian company in terms of management style or workplace norms. While Chinese companies do have strengths — fast pace, strong execution — this company did not adopt the strengths; instead, it transplanted the downsides. For example, overtime is not handled according to Canadian labor laws, and there are no clear internal policies explaining how overtime is supposed to be managed. This is extremely surprising for a company operating in Canada. 6. You will frequently receive conflicting requirements from the product manager, the CEO, and your direct manager. It is shocking how inconsistent product direction can be. Does the company have product planning? Essentially no. Product plans can be changed at any moment based on a single comment from leadership. Whether something gets built, how it gets built, and when it should be delivered are often decided impulsively. This is not how a mature company operates.