Titansoft Reviews

- OT is not official mandatory, but rarely someone can leave the office on time. Business as usual at 8 PM onward. - During peak seasons, OT on weekend are required. Even though for some projects, the development plans could be orchestrated with longer timeline, but the managers didn't want to and forced developers to work on weekend instead. - Don't want to OT? Well, no bonus then. Oh I forgot, no promotion either. - So many forms to fill, so many meetings to attend, most of them are not necessary and definitely could be crossed off. It may be required to follow some standard process, but the employees can only feel being treated as robots. - Managers are not professional (except HR manager and General Manager). Some climbed up to manager position just because they have been working there from the beginning. They give no good advice and inspire nobody. Some are short-tempered, they even get angry with employees under other managers for no reason at all (well, there may be some but totally irrelevant). - No clear career path for developers. Living condition and future of a developer depend on whether that person is in the favorite list of managers or not. If you are not lucky enough, train up your tolerance and endurance. - Survey from managers came out quite frequently, but after all they just tried to defend themselves from the feedback and did totally nothing to improve the environment (a bit ironic when company slogan is "Never stop improving").

1. A few black sheeps may take advantage of your niceness. But overall the environment is good! 2. While it is good to align company values and mindset best practices with employees, the essence and purpose of the values and mindset best practices should be remembered from time to time to reduce misuse. 3. Leaders (i.e. those in management, department managers, team leads) play quite an important role in boosting moral of employees and understand employee's needs. Some leaders listen to those under them well and supports/fights for them, while some might do better as an individual contributor to their original role, than doing people management as a leader. Great leaders care about their team members and value their growth, even if it means said team members have to leave the company to do so; a leader should not make someone feel guilty for resigning to move on to a new opportunity to grow. Not all great individual contributors can be great leaders. 4. Due to limited office size and possibly long-term planning, some departments may have a limited headcount (example: HR). This means that for some roles, it will be inevitable for one to carry out the full end to end process of his/her role (inclusive of administrative and operations segments), to ensure that department can hit their KPIs. This will be even more prominent if the headcount is not maxed out as one needs to double role temporarily that the department does not fall behind during the recruitment process. This can be a con for someone who wishes to only do the fixed job scope that he/she is hired for.