Vantaggi
1. A few kind colleagues who care about the work. 2. Some interesting projects and reputable clients that could have been rewarding in a healthier culture.
Svantaggi
1. Promotions driven by politics, not performance Advancement depends on who you align with, not on results or merit. There is virtually no leadership or mentorship, which is evident in the company’s lack of thought leadership within Hong Kong’s event industry. Control and favoritism dominate daily operations. The constant stream of job postings may appear to signal growth, but in reality, it reflects high turnover as people are frequently replaced or rotated out, only to be filled by new hires. 2. Little to no sustainable growth The company depends almost entirely on one client in Hong Kong, with minimal success in diversifying its portfolio. Many projects fall outside the company’s core expertise, yet somehow still end up being taken on. This forces teams to hire freelancers reactively to fill skill gaps, leading to constant firefighting. It feels more like survival mode than long-term growth. 3. Freelancers receive better treatment than full-time staff Freelancers are paid more, trusted more, and provided with better tools and flexibility. Full-time employees, meanwhile, are overworked, overlooked, and treated as easily replaceable. This imbalance is widely known across the industry, and anyone familiar with the company’s reputation will tell you it is no secret. 4. Verbal hostility from certain managers Some event team leads use inappropriate language, show no respect for their teams, and avoid accountability. Instead of guidance, staff receive orders and blame. It creates a hostile environment that drains motivation and confidence. 5. Culture of fear and gossip Rumors and whisper networks often influence decisions more than transparent discussions. Colleagues tend to monitor each other rather than collaborate, which makes trust difficult to build. Leadership feels fragmented; the company is not truly led by the executive team but heavily influenced by a small group of event leads who hold power without delivering meaningful business growth. 6. HR lacks integrity and accountability They hold endless “listening sessions” and speak frequently about “wellbeing,” yet nothing ever changes. Reports of poor behavior, burnout, or workplace conflicts often disappear without follow-up. It often feels difficult to trust HR leadership, as information shared in confidence can circulate broadly, even reaching those involved. This is unprofessional, deeply disappointing, and discourages anyone from speaking up again. 7. Lack of clarity and ownership Projects constantly shift direction without explanation. Teams are expected to “figure it out,” yet are held responsible when expectations change mid-way. Event leads across the Hong Kong and other China offices tend to operate in silos, keeping resources to themselves instead of collaborating. It is difficult to understand the role of operations leadership when operational alignment and efficiency appear to be missing across the board. 8. No recognition or appreciation For teams that put in long hours to meet impossible deadlines, there is little acknowledgment or gratitude. Hard work and commitment often go unnoticed, leaving morale low and employees feeling undervalued. 9. Abrupt and Insensitive Exit Procedure Once you resign, access is revoked immediately and communication ends abruptly. There is no farewell or appreciation, only silence, as if you were never part of the team. It is difficult to reconcile this with the company’s public claim of valuing “open dialogue.” Locking people out of systems within seconds of resignation or termination sends the opposite message and leaves a lasting sense of disrespect. Advice to candidates Do not be tempted to join without doing your research. The concerns raised in previous reviews remain largely unchanged, as the same leadership team continues to oversee operations. A quick look at recent feedback and public profiles will make this clear. The same individuals and internal dynamics are unlikely to go away, and the reviews on this platform already speak for themselves. Most professionals join a company to grow and build a meaningful career, but unfortunately, that is difficult to achieve here. You are more likely to be used to maintain the existing structure and protect the legacy people than to develop your own potential.