What is the hiring process like at Cheil?

Working with an international company and handling international clients provides valuable exposure, broader experience, and opportunities to improve communication and collaboration skills in a global environment.

The company should provide clearer job descriptions and ensure the salary aligns with the responsibilities and position initially offered during the hiring process.

-Once the decision was made, hiring moved very fast (even offered to buy out notice). -HR provided a decent briefing on system workflows (claims, leave applications). -Client servicing and creative teams are supportive, collaborative, and committed to meeting deadlines. -Colleagues are generally friendly and helpful.

-Interview process lacked transparency — HR and lead went silent for weeks before coming back with an offer. At times, candidates may even be left hanging without notice if the hiring position changes or is no longer needed. -HR team has around 5 headcounts and space for interns, yet operational-side hiring was cut, leaving workload gaps. -HR briefing didn’t cover manual processes (e.g., MC submission flow, sick leave reporting workflow). -IT onboarding was slow, with some newcomers waiting days just to get email access. -Client side is the main bottleneck: they delay confirmations, recycle old briefs, and only finalize key details (promos, theme, hero products) a week before launch, creating unnecessary last-minute stress. Some clients may also vent their frustration directly onto the team. -Clients may say they are open to new concepts, but in the end they tend to revert to outdated visuals. -The client-side approval process is rigid and involves too many teams — at the end of the day, revisions are made based on their feedback rather than the original proposed concepts. -Work is limited to local projects — not the right place if you’re seeking cross-region exposure.

They can pay you well. However, they will negotiate and lowball as much as they can. If they cannot agree to your asking price, just reject it because the amount of torture you will be put through, you best get paid for it. Anyone in the creative team should be asking for RM7K and above. Yes, they can afford you.

They hire out of desperation because people leave within a week and within a month, which means those will junior level experience and those who just want to shut off their brain and cruise into the sunset instead of actually retiring and seeing the sunset in real life get put in a managerial position (not an exaggeration). Those who join will be mistreated no matter how much real experience you bring with you, and unless you are whiny, love creating chaos for others and refuse to do the work you are delegated, you will be punished, silenced and bullied into quitting. This is a place where creativity comes to die, and you leaving wanting to actually die. And the clients aren't the issue, it's all those in a 'senior' position who take hours for a simple design, and AI to generate copy instead of actually having an ounce of creativity in them. That and the fact that the management is a stickler for timesheets, which means you can go home at 5AM dying to finish up a brief, but would need to back in the office at sharp 9AM or you will be sent a warning letter for not completing your 9 hours. What do you get when you partner an opportunistic horrendous management with a bunch of clowns who do not have basic knowledge of agency? You get Cheil.

The people who worked with me directly were great people to work with

It never felt like the place was ever hiring for any new role.

I've had the opportunity to work with the best team and the best FFM & Retail director of the MEA. I've learnt so much from Mr. Ji Song Chung and Mr. Hyuk Lee. Growth Soft Skills Dev Analysis Field force management Leadership Time Management

Client challenge Poor recruitment ...

-Once the decision was made, hiring moved very fast (even offered to buy out notice). -HR provided a decent briefing on system workflows (claims, leave applications). -Client servicing and creative teams are supportive, collaborative, and committed to meeting deadlines. -Colleagues are generally friendly and helpful.

-Interview process lacked transparency — HR and lead went silent for weeks before coming back with an offer. At times, candidates may even be left hanging without notice if the hiring position changes or is no longer needed. -HR team has around 5 headcounts and space for interns, yet operational-side hiring was cut, leaving workload gaps. -HR briefing didn’t cover manual processes (e.g., MC submission flow, sick leave reporting workflow). -IT onboarding was slow, with some newcomers waiting days just to get email access. -Client side is the main bottleneck: they delay confirmations, recycle old briefs, and only finalize key details (promos, theme, hero products) a week before launch, creating unnecessary last-minute stress. Some clients may also vent their frustration directly onto the team. -Clients may say they are open to new concepts, but in the end they tend to revert to outdated visuals. -The client-side approval process is rigid and involves too many teams — at the end of the day, revisions are made based on their feedback rather than the original proposed concepts. -Work is limited to local projects — not the right place if you’re seeking cross-region exposure.

On time salary Medical benefits Office location

Management Korean authoritative culture Toxic environment Media team filled with lazy people Salary cut on late punch Compliance issues with everything Unnecessary process