CSOFT International reviews

- Pay is well below industry standard levels. They do not tell you they cannot afford to industry-standard salaries when you're hired, unlike some fake reviews say on this site. - Salary is regularly paid one or more days later than the expected date. Like most companies, HR throws a clause in your contract that they can pay you anytime between the 6th to the 10th every month. However, most companies pay salaries on the first day of the pay period. CSOFT seems to think it's okay to pay whenever they want during that period, which causes massive morale issues among staff due to late rent payments, and other problems. - The company has frozen pay increases for the second time in two years. Many talented employees are leaving as a result. - Employees only receive traveler's insurance, which covers you if you have a cold but doesn't include injuries, physical therapy, dental issues, etc. - The CEO regularly makes decisions that are damaging to morale, such as taking away free tissues from employees during flu/cold season and removing the trash can in the lunch area. - CSOFT is hemorrhaging money due to renting offices in ridiculously expensive buildings and throwing obscene amounts of money into a horrific internal project management system, and the CEO's husband's live translations app. - The main backbone of the company, the localization business, is massively disorganized and has an awful reputation within the localization industry for hiring poor quality freelance translators. High-quality freelancers will not work for CSOFT because they regularly pay late and offer low hourly fees. - The CEO has an existential crisis every six months and completely changes the structure of the company. The business never improves and is in a constant state of flux because of this. - All of management is afraid of the CEO and refuse to tell her she is making decisions that are harming the business and morale. - Hire a real finance department and accounting team that will actually manage the company and make it profitable.

In my time at CSOFT, I saw that the company was in a huge growth stage and along with that, came some difficulties. Management expected a lot of it's employees. They were very forthcoming that part of their payment plan to employees was based on 'paying younger people with opportunities'. They were honest that they could not afford to pay top level salaries but asked their employees to put in the effort, and reap their rewards in experience. I did find there was a cultural divide between some members of management and international employees. I think this could have been easily solved by implementing mid-level management with different cultural/work backgrounds.