ByteDance

Great health plan. Home office allowance for office supplies such as chair, desk, peripherals, and monitor. End-of-year parties and gifts.

Competitive environment encouraged by the company.

Annual bonus may or may not come, depending on the quartile you are in the team's performance score.

They demand social interaction, and this is quantifiable in performance, even if it has no impact on the work.

The company instills that you always do more than your job to get ahead of others. If you only do your duties well, it is not well-regarded and creates a toxic environment of demands.

Many pretend to help each other and be positive because they know this counts points in the performance evaluation, as you are required to invite people to evaluate you. You won't know who said what, bringing another aspect of popularity and friend evaluation rather than objectivity.

Direct leaders don't know much about the processes and rules that their subordinates follow, so they demand things they don't fully understand how long they take or how complex they are.

You feel all the time that you cannot trust your colleagues, because if your score is bad, it is good for your colleague, thus they can have a better score than yours, even moving up a quartile and potentially receiving a larger bonus.

Criar um ambiente colaborativo e de desenvolvimento mútuo. Não há problema nenhum em reconhecer e bonificar alguém que fez algo diferente, mas o sistema de quartil cria uma competitividade e uma falsidade alta entre os funcionários, gerando um ambiente competitivo que só parece acolhedor para os estrangeiros verem.