Cccc Reviews

CCCC USA is a subsidiary of CCCC, a Chinese state owned enterprise (this post is regarding CCCC USA only, not CCCC overall). The Company's decision hierarchy is characterized as authoritarian for small and large decisions as top management resists in allowing autonomy. Beyond English presenting itself as a language barrier internally and externally, the company has poor internal communication practices in place so employees are left uninformed on the direction of the Company going forward and forced to consult top management for any decision. Additionally, no industry/technical training is provided to new or existing employees while employees are still expected to be technical experts on a wide range and constantly changing set of topics. One of the biggest issues is top management's lack of respect and treat of employees as top management will not hesitate to verbally accost employees of any level in front of the rest of the company or separately in an office often for little reason. Given that CCCC (USA)'s parent is a large Chinese, state owned enterprise, there are many strict controls and delays caused by the decision making process as approvals are required from the headquarters in China and span 1-2 months, which also causes a great deal of inefficiency from many resources dedicated long hours drafting lengthy reports to request HQ approval. Internal processes also require significant approval and documentation for traveling or using personal time off, which create more inefficiencies in operations from writing official travel reports and submitting travel approval documents. While travel can be expected (<10%), the timing of travel is often only communicated a couple days beforehand (despite having such insight for a longer period) or even hours ahead of the time with directives/objectives for such travel often not communicated. The technology in the company is lagging most US companies on all levels of technological concern (without getting into detail) and the company still utilizes archaic practices such as maintaining all important documents (including emails) in large paper binders, a practice long abandoned by U.S. companies that additionally adds to the operating inefficiencies of employees preparing the binders. There have also been consistent misrepresentations by the Company including the roles and responsibilities of staff in the interviewing process to make the position seem more appealing than the actual responsibilities. Top management often demands completion of tasks such as cleaning office equipment, writing emails for them, fixing computer/office equipment, etc. Additionally, efforts to ease the company culture and provide for a more relaxing work environment are communicated initially during interviews but in reality, top management becomes irritable with any suggestions to move in such direction. The office is very quiet and internal culture/morale is low given the unpredictability of top management. While weekend work can be expected in any role, top management often does not communicate the desire for employees to work the weekend but rather expects them to do so without communicating that notion or if weekend work is needed, communication of such work is often left to Friday afternoon despite having insight into such needs much earlier. The Company has a history of significant turnover with the turnover rate at about 50% over a ~12 month period with most Americans leaving prior to the 1 year anniversary. Many employees looking to leave minimize the situation when discussing current conditions with prospective candidates as to not cause greater friction with top management before exiting quietly. Many employees who stay as well as candidates who apply are Chinese citizens who require visa sponsorship to work at the company or to work elsewhere in the U.S., which gives top management greater control over the workforce given the lack of flexibility for many employees. Overall, when compared to other U.S. companies, CCCC (USA)'s lack of respect for employees, poor communication and lack of operating efficiency are the major reasons why I would not recommend the company to a friend.

software like MS and PDF are not genuine license, they want to cut cost in software license which result inconvenience at work. the power is within those from China, local employees working under their control. pay is quite low compared with staff from China as they are provided with condo accommodation, car and phone claim etc. management promote their own Chinese pple, the local employed staff are utilized to help company process the workpass application as they have quota restriction. so overall SC/PR will not have fair benefit and career growth as compared to those from China. HR always brainwash staff and not to increase salary, you have to fight for annual salary increment. only AWS benefit, no bonus. no work from home arrangement.