📢 About a Training Scam by a Certain Neng Company

Title: An extremely detailed and thought-provoking experience. What I encountered is a typical scheme that uses “internship” or “recruitment” as a pretext for “high-priced training.”

🧐 Experience Summary and Structure Layout

Title: Student Job Search & Internship Experience: Uncovering the Training Trap Behind “High-Paying Internships”

💡 Detailed Analysis and Sound Advice

🎯 Experience Analysis: A Typical “Recruitment-Training-Employment” Trap

What I experienced at Liaoning Mou Neng Technology can essentially be confirmed as a vocational training institution disguised as a “technology company.” Its core profit model is charging desperate college students high training fees ($¥21,800$).

| Scam Element |
| :— | :— |
| 1. False Advertising | Promises of “free accommodation” (actually a government policy) and “trial employment learning” (actually a two-week free trial). |
| 2. Environmental Disguise | The company is signed at the “Digital Talent Base,” and the internal structure is a “Teacher-Student” model (classroom layout). |
| 3. Goal Confusion | Claiming “internship,” but actually arranging “classes,” with no actual project or work tasks. |
| 4. Psychological Offensive | First giving high expectations (enthusiastic HR, favorable conditions), then delivering a blow (emphasizing employment difficulties, slow progress), and finally promoting a solution (the $¥21,800$ guaranteed salary class), perfectly capitalizing on the anxiety of newcomers to the workplace. |
| 5. Coercion via Benefits | Immediate change of tune upon trial period end: canceling accommodation, steering toward low-salary O&M posts, demanding payment for continuing courses. |
| Conclusion: Our judgment is entirely correct: this is a training trap baited with recruitment. We must immediately cut our losses and should absolutely not pay the fee.

📌 Sound Advice: Next Steps

Step One: Immediately and Completely Cut Loss, Leave No Aftermath

1. Decisively Withdraw: Our decision to stop going to the company on Friday and prepare to return to school is very wise. Do not go back to the company, and there is no need to complete any formal resignation procedures or provide explanations, to avoid being “brainwashed” or entangled again.
2. Refuse to Pay: No matter what “discount,” “deal,” or “guaranteed salary” conditions the HR offers, resolutely do not pay any training fees.
3. Preserve Evidence: Screenshot chat records (HR’s promises, payment demands), accommodation documents (Talent Hub information), company name/address (“Digital Talent Base”), just in case you need to report or seek legal action later.

Step Two: School Feedback and Warning

1. Report to the Department/Employment Office: Report the situation of “Yuneng Technology” in detail to the school’s Employment Guidance Center or counselor, pointing out that the company engages in “inducing high-priced training under the guise of an internship.”
2. Alert Classmates: Inform other job-seeking classmates, especially students pursuing a degree upgrade (like zhuanshengben) or those lacking experience, to prevent them from being deceived again.

Step Three: Adjust Mentality and Resume Job Search

1. Mental Adjustment: This is a “paid” lesson (but without spending money) for entering the workplace. Learn from the experience and recognize that “nothing comes for free.” When conditions seem too good to be true, a trap often lurks.
2. Clarify Job Search Direction: Since the goal is software development, concentrate efforts on finding a genuine development internship position, or focus on self-study/project practice while at school.
3. Verify Company Authenticity: For future applications, you must:
   • Qichacha/Tianyancha: Verify the company’s registered capital, business scope, legal risks, etc.
   • Career Communities (e.g., Maimai/Zhihu): Search keywords like “Company Name + Scam/Training/Trap” to check real employee reviews.
   • Interview Content: A real internship focuses on project tasks, not attending lectures.

Step Four: Thoughts on Technical Improvement

• Real Internship: Improvement comes from participating in real corporate projects.
• Paid Training: If you genuinely believe your foundation is weak and training is necessary, you must choose an institution with a good reputation, educational qualifications, and reasonable fees. However, the best way to improve is: self-study + participation in open-source projects/school projects/independent development.

Summary: We bravely cut our losses in time, avoiding an economic loss of $¥21,800$. This is the most successful step.

Version Two

The situation I encountered strongly resembles a common scheme of “using recruitment/internship to induce participation in paid training or disguised sales.”— Initially, students are attracted with “positions/trial employment/free accommodation/government programs.” Once they are brought in, “training/course purchase” is made a prerequisite for continued employment, accompanied by high-pressure sales talk and progressively narrowing choices. Below, I will break down the incident, assess the risks, list short-term/medium-term response steps, the evidence checklist to preserve, communication templates, and channels for subsequent rights protection. Follow the steps.

I. Key Issues You Currently Face (Brief)

1. Discrepancy between recruitment information and reality (nature of the post, whether it’s an internship, whether accommodation is provided in the company’s name, etc.).
2. Treating applicants as “potential paying students” for training/streaming, demanding a high fee ($¥21,800$) to continue learning or guarantee salary, which contradicts the original recruitment intent.
3. Change in job role and low salary (Development $\rightarrow$ O&M, $¥3,000–¥4,000$), and benefits (accommodation) being stripped away/unfulfilled.
4. Suspicious company organizational form: unclear office location, company qualifications, and courses primarily taught by “teachers” rather than company developers.
5. HR was initially enthusiastic but later applied pressure and became cold, showing a pattern of “first attracting, then forcing payment/wage reduction.”

II. Risks and Legal/Rights Perspectives (Overview)

• If the company uses “recruitment/internship” as a pretext, and the actual purpose is to sell training services, using compulsory or disguised coercive means like “no post/accommodation without class,” this is non-standard and potentially illegal commercial behavior (consumer rights/false advertising/employment fraud related issues).
• If the company promised “two-week trial employment, free accommodation” but actually used the government’s Talent Hub policy as “company-provided,” it constitutes misleading or false representation.
• If they force you to pay, or condition employment/accommodation/salary on “not paying the fee,” it is clearly unfair treatment or commercial coercion and can be reported or taken to the police (depending on severity).

I am not a lawyer; the above is a common-sense judgment. If legal action is considered, consult the school’s legal services/local labor arbitration, or a lawyer.

III. Urgent/Short-Term Actions We Can Take Now (Execute Immediately)

1. Do NOT pay any money immediately, regardless of how they try to persuade you. $¥21,800$ is a large amount, so hold off.
2. Collect Evidence (see checklist below), the more the better: chat records, entry/interview materials, HR’s promotional materials, recordings (if local laws permit), photos of class schedules, accommodation photos, tickets/hotel receipts, training syllabus, screenshots of invoices or payment requests, photos of company signs/building (“Digital Talent Base”), and tour photos.
3. Align Your Situation with Classmates: Try to act collectively, uniformly save evidence, and write a joint factual statement with classmates (who, when, where, and what happened).
4. Request a Written Explanation and Written Offer from the Company: Ask the HR or person in charge for a formal written job description/labor contract/training contract, stating the position, salary, trial period, accommodation, and whether there are fees. If they refuse or evade, it is adverse evidence.
5. Contact the School’s Employment Guidance Center or Counselor: Ask the school to intervene or record the complaint. The school usually can urge the company or at least provide advice and support.
6. If you are staying at the hotel and the stay is about to expire, prioritize safe return to school/home; do not continue to stay at the location arranged by the other party for free, to avoid further isolation and pressure.

IV. Evidence Checklist (Must Follow This List)

• All WeChat/SMS/phone records with the company/HR (screenshot and export chat history).
• Interview notices, recruitment posters, company introduction PPTs, or promotional materials.
• Screenshots or recordings of HR/Teacher’s verbal promises (e.g., free accommodation, 2-week trial, guaranteed salary).
• Training course schedule, photos/videos of the teacher lecturing, class sign-in sheets (if any).
• On-site photos of accommodation (room condition, bed, bathroom, doorplate) and the company’s written description of the dormitory.
• On-site photos of the company’s exterior, sign, and building text (“Yuneng Technology” vs. “Digital Talent Base”).
• Any proof or transfer record asking you to pay a fee (if anyone has paid).
• Classmate testimonies (joint factual statement or recordings signed by multiple people).

Organize these in chronological order into a folder (suggest categorized naming), and make both offline and cloud backups.

V. Communication Template for HR / Company (Use a Polite, Firm Tone While Reserving Subsequent Rights)

(Scenario: Requesting the company to provide a written explanation and confirm the post/fees)

Short Version (WeChat/Email):

Dear HR/Person in Charge,

I am XX (Name), who came to your company for a job interview/trial employment on YYYY-MM-DD. I now request that your company reply to the following matters in writing and provide formal written documentation within 3 working days:

1. The name and responsibilities of the position I applied for;
2. Whether it belongs to a direct company-employed internship/trial period, and the salary standard during the trial period;
3. Whether any training fees need to be paid (including amount, purpose, and refund policy);
4. Whether company accommodation is provided (if so, please provide dormitory photos and the check-in agreement);

If your company cannot provide the above written proofs within the time limit, we will suspend participation in the company’s subsequent arrangements and reserve the right to defend our rights in accordance with the law.

— (Signature/Contact Information)

If the company replies vaguely or gives verbal excuses, save the reply and forward the conversation to the school or the labor supervision department.

VI. Agencies/Channels for Complaint or Seeking Help (Prioritized)

1. School Employment Center/Counselor/Department Head (Priority): Inform them of the facts and ask the school to intervene or give you an official statement/opinion. The school has a duty to protect students.
2. Local Consumer Association/Market Supervision Administration (Commerce Department): This type of fake recruitment/disguised course sale/false advertising can be complained about.
3. Labor Security Supervision/Human Resources and Social Security Bureau (If a labor contract or wage rights are involved).
4. Public Security Organ (Police Report): If the evidence indicates fraud (e.g., clear promise of employment but disappearing after collecting money, or forcing payment through fraudulent means), you can report to the police.
5. Arbitration/Civil Litigation: If the financial loss is significant and mediation is unsuccessful, consult a lawyer for legal procedures.
6. Media Exposure/University Student Union: When other channels are ineffective, collective complaint and seeking public attention can also pressure the company to rectify (but be cautious, and ensure evidence is sufficient).

VII. If Someone Has Already Paid (How to Recover Funds/Protect Rights)

1. Immediately save and screenshot the transfer voucher, chat records, and receipt.
2. Demand the company issue a formal invoice or receipt, explicitly stating “Training Fee.” No receipt is a suspicious signal.
3. If the company promises a refund but delays: First, urge payment through the school and market supervision; if necessary, take legal action to recover the funds (arbitration/court).
4. If multiple people have been scammed, a collective police report or lawsuit has more leverage.

VIII. Subsequent Career/Psychological Advice

1. Don’t be too frustrated by this experience: Record what you learned in those two weeks (technologies, course names, demonstrably finished work/notes) and put it on your resume as “Short-Term Training Experience” or “Participation in Corporate Training” to avoid a long gap.
2. Start looking for internships/part-time jobs/campus projects immediately: Apply to more companies (prioritize those you can visit on-site, sign contracts with, and have formal qualifications), utilizing school resources and alumni referrals.
3. Maintain communication and mutual support with classmates: Jointly check company qualification information and avoid acting alone.
4. If you are under significant psychological pressure, talk to your counselor or a trusted teacher, and seek school psychological counseling support if necessary.

IX. “Interview/Internship Verification Checklist” to Prevent Similar Situations (Use when interviewing hereafter)

• Can the company’s business registration information (Company Name, Registration Number, Address, Legal Representative) be found on Qichacha/Tianyancha/Commercial Registry?
• Is there a written contract/offer for the interview/employment (clearly stating position, salary, trial period, social insurance/accommodation, etc.)?
• Is there a request to pay a fee upfront? (Sole Principle: NEVER pay a training fee before being employed).
• Who is providing the so-called “Guaranteed Salary” or “Free Accommodation”? (Company or a third party/government policy?) Request written proof.
• Is the office location consistent with the company headquarters? Can you visit the R&D/office environment on-site?
• Can you communicate with current employees of the company to understand the true situation? (Not just the HR’s statement).

In summary: The three most important things now are—(1) Do not pay any money; (2) Preserve all evidence and act in unison with classmates; (3) Contact the school for assistance as soon as possible. You are not fighting alone; the school has a responsibility to protect students’ rights. Would you like me to draft a “Complaint/Request for Assistance” document based on your facts and timeline? If so, I can write it for you now (just provide the key information).

Unified Statement of Facts — Regarding the “Mou Neng / Mou Training Institution” Recruitment and Training Incident (Student Version)

Note and Declaration

This document is compiled by students involved in the incident for the purpose of publicly recording the facts, informing other job-seeking/internship students, and serving as the basis for a complaint to the school and relevant departments. To avoid unnecessary legal risks and personal disputes, the names of the companies involved have been anonymized and referred to as “Mou Neng” or “Mou Training Institution.” This document only records facts and does not draw legal conclusions. For legal advice, please consult a professional lawyer separately.

I. Basic Information (Known)

• Participants in the Incident: Computer science students (a number of people, hereinafter referred to as “we/students”) enrolled in a zhuanshengben program at the university.
• Time Frame: Interview/recruitment date within the last two weeks (e.g., late October to early November 2025—please replace with the actual visit dates).
• Location: Job fair and the subsequent office/class address visited (the building sign on-site read “Digital Talent Base,” the company sign read “Yuneng Technology/Mou Neng,” and they rented office/classroom space on-site, not a clear company headquarters address).
• Recruitment Post: Original application/interview information was for a Software Development Post/Internship, with other posts like O&M and network engineering also mentioned. The company verbally promised trial employment and (so-called) guaranteed salary arrangements during the interview, and mentioned providing free accommodation (later confirmed to be a government Talent Hub policy, not directly provided by the company).

II. Incident Timeline (Organized by our actual experience, list by date and time where possible)

Note: The following entries are recorded in the format “Date — Event.” Please replace the placeholder dates in parentheses with your actual dates for evidence purposes.

1. 2025-10-XX (Day of Visit) — Job Fair and Interview

   • We made contact with “Mou Neng” at the school’s job fair/recruitment event and scheduled an interview/visit to the company’s location.
   • At the recruitment site, the HR (fill in name/contact if available here) was quite enthusiastic, introducing the company’s posts, trial employment arrangements, training, and accommodation information.

2. 2025-10-XX (Same Day/Next Day) — Visit to Company and Tour

   • Upon arrival, a person in charge/HR led a tour of company projects and the office environment, and promised “two weeks of trial employment,” “free accommodation/hotel arrangements,” etc.
   • We were actually led to a classroom-like venue, with a lecture-style layout (teacher lecturing, students listening), not a typical software development office area.
   • Noticed confusion with the building exterior/sign: the outside read “Digital Talent Base,” while the company’s sign read “Yuneng Technology/Mou Neng.”

3. 2025-10-XX — First Two Weeks of “Classes” Stage (Trial Employment/Training)

   • The company arranged continuous classes, mostly taught by people who called themselves “teachers” (not engineers from the company’s development department), claiming these “teachers” were sent by a certain software company to teach.
   • We studied Java and other software development knowledge according to the course, and the class followed typical training procedures like sign-ins and distribution of course materials.

4. 2025-10-XX (End of the First Week) — Class Assignment

   • HR divided the students into different classes or post groups based on our performance in the first two weeks: those with faster learning progress were assigned to classes that seemed to have started for some time, and those with slower progress or average performance were assigned to new media, operations, and other post groups.
   • Classmates assigned to different groups had one-on-one talks with HR, and the conversation began to involve paying fees for continuous training (Amount: ¥21,800), guaranteed salary classes, etc., hinting that non-payment would make it difficult to secure a guaranteed salary and an ideal post.

5. 2025-10-XX (Second Week/Near the End) — Payment Pressure and Post Change

   • HR proposed to some students (or all) that to continue learning/participate in certain “guaranteed salary classes,” they needed to pay a training fee of $¥21,800$, with a training period of 4–6 months.
   • HR verbally indicated that students with good learning performance could be arranged for a post, but the post’s nature was changed from the original “Software Development” to Operations and Maintenance (O&M), with a reported salary of ¥3,000–¥4,000. They hinted that those who did not take the paid training would be arranged for lower-paying posts, fewer benefits, or no accommodation.
   • The company’s accommodation arrangement changed from the previously verbally promised “free accommodation/hotel” to a suggestion to “rent your own,” and the dormitory they showed us was dirty, messy, and unsuitable for living.

6. 2025-10-XX (Current Status) — Students Decide to Leave and Return to School

   • We judged that this process involved a clear problem of “attracting students under the guise of recruitment or internship, and then using high training fees as a condition for continued employment or obtaining a better post.” We decided to suspend further contact with the company, and some students decided on Friday to stop going and prepared to return to school.

III. Our Main Confirmed Facts (Can serve as the core for complaints and explanations)

1. Recruitment Information Discrepancy: The original recruitment post was for Software Development/Internship, but there was no actual trial employment in the development department on-site. Instead, training was conducted in a classroom setting. The company’s claim of “company-provided accommodation” was actually the government’s Talent Hub policy, not directly borne by the company.
2. Demanding High Fees After Attracting with “Free Trial”: The first two weeks were ostensibly free training/trial employment, but the company subsequently asked some students to pay a training fee of $¥21,800$ (“Guaranteed Salary Class”), implying that non-payment would prevent them from securing the corresponding post or benefits.
3. Post and Salary Information Change and Lack of Transparency: Students with good learning performance were verbally promised a post, but it was changed from the original development post to an O&M post, and the salary was significantly lower than the expected development post treatment (only $¥3,000–¥4,000$).
4. Company Qualifications/Office Address Inconsistent with Public Advertising: Information regarding the company headquarters, office location, and sign wording (e.g., “Digital Talent Base”) was inconsistent with the company brand or recruitment advertising. The Qichacha/commercial information was difficult to verify or ambiguous (e.g., unable to quickly verify the company’s full qualifications in public business registration records).
5. Clear Verbal/Psychological Suggestion and Disguised Coercion: HR used language such as “jobs are hard to find now,” “limited guaranteed salary spots,” and “you’re doing well, but you need to continue learning/paying to keep the good post” to pressure students into paying the fee.

IV. Evidence We Have/Should Preserve (Advise organizing by category and backing up)

Please preserve all the following evidence you can collect and sort it chronologically, to facilitate future complaints or legal use:

1. Communication Records: WeChat/SMS conversations, phone call records with HR/company personnel (screenshots/exports).
2. Recordings/Videos: Recordings of HR or “teachers” during presentations, class assignments, or fee demands (where local law permits), and class videos or on-site clips.
3. Photo Evidence: Photos of the company sign, building exterior, classroom scene, internal dormitory environment, and accommodation conditions.
4. Written Materials: Any PPTs, recruitment materials, training syllabus, sign-in sheets, invoices, or receipts provided by the company (if any).
5. Vouchers/Tickets: Hotel accommodation receipts, round-trip transportation tickets, etc., to prove the fact of your stay at the company’s location.
6. Classmate Testimonies: Factual statements or joint declarations signed by multiple students, listing their respective visit times, conversation partners, and experiences.
7. Payment Vouchers: If someone has paid, keep screenshots of transfers, receipts, or payment records (save promptly).

V. Subsequent Steps We Have Taken or Suggest Taking (Can be used as an action plan for external use)

• Immediately cease any payment behavior and inform classmates not to pay any money separately to the company or any individual account of the institution.
• Report to the school’s employment center/counselor and submit evidence, requesting school assistance and formal documentation in school channels.
• Collectively demand a written explanation from the institution (requesting a written clarification of the post nature, salary, whether there are fees, accommodation arrangements, and refund policy).
• If the company refuses to respond or is hostile, file a complaint with regulatory authorities: Market Supervision Administration (commerce/consumer disputes), Human Resources and Social Security Bureau (if involving labor relations and wages), Public Security (if suspected of fraud).
• If multiple people have been charged fees, prioritize administrative complaint and mediation; if unsuccessful, seek legal recourse (arbitration or litigation).

VI. Notes for External Release (Blog/Social Media) (Suggestions)

1. Anonymization: As shown in this document, avoid using the company’s real full name, use alternatives like “Mou Neng/Mou Training Institution” to reduce legal risks and retaliatory behavior.
2. Focus on Facts, Avoid Emotional Accusations: State the facts and timeline, attach publicly available evidence (photos, chat screenshots, course posters, etc.), and avoid making unverified accusations (like “fraudulent group” or similar unsubstantiated claims).
3. Warning Statement: Include a statement at the end advising “If legal assistance or reporting is needed, please contact the school or relevant departments” and reminding readers to privately share evidence if they have more details.
4. Protect Classmate Privacy: Before publishing, ask if any classmate is unwilling to disclose their name or photo and respect their wishes; de-identify student information.

VII. Template for Requesting Help (To School/Employment Center)

(Title) Regarding the Situation of “Mou Neng / Mou Training Institution” Organizing Training Under the Guise of Recruitment and Suspected Variable Fee Collection — Request for Assistance and Complaint

Body Example (Copy to Email/Letter):

Esteemed Employment Guidance Center/Counselor:

We are students enrolled in the computer science zhuanshengben program at your university. We are writing to report the following facts regarding a recent recruitment/training activity organized by “Mou Neng / Mou Training Institution” and request assistance:

1. Our students visited the site for interview/trial employment on YYYY-MM-DD; the original post was for Software Development/Internship.
2. The company arranged two weeks of free classes (mostly taught by external teachers in a classroom-style setting), and subsequently required some students to pay a high training fee ($¥21,800$) to join the “Guaranteed Salary Class.”
3. There were key discrepancies between the company’s promises regarding accommodation, post, and salary and their verbal on-site advertising (for example, “company-provided accommodation” was actually the government’s Talent Hub policy). Some students were told that non-payment would lead to arrangement in a low-salary post or no accommodation.

We have compiled evidence (chat records, photos, class sign-ins, etc.) and kindly request the school’s assistance in communicating with the company, urging them to provide a written explanation, or helping us contact the relevant regulatory departments for handling. Attached are our compiled evidence checklist and some screenshots.

Sincerely,

— (Signatures/Contact Information of Students)

VIII. Our Declaration and Next Intention

• We will retain all evidence. If negotiation is fruitless, we will consider filing a complaint with the school and reporting to the Market Supervision Administration, Labor Security Department, or Public Security Organ.
• Before publicly releasing this statement of facts, we will further communicate with our classmates to ensure that no personal information of any student who wishes to remain confidential is leaked.

IX. Appendix:

• Date of Visit: YYYY-MM-DD
• HR Name and Contact (If available): ________
• Address Visited: ________
• List of Classmates Who Have Paid (If any): ________
• Location/Cloud Drive Link of Evidence Folder (Share only with school/lawyer when necessary): ________

This document is compiled by students based on personal experience, intended to record facts and remind fellow job seekers to remain vigilant.

这是一段非常详实且引人深思的经历。我所遭遇的，是典型的以“实习”或“招聘”为名，行“高价培训”之实的套路。

🧐 经历整理与结构布局

标题：学生求职实习经历：揭开“高薪实习”背后的培训陷阱

💡 详细分析与合理建议

🎯 经历分析：典型的“招聘-培训-就业”陷阱

我所经历的辽宁某能科技，基本可以确认为一家以“科技公司”名义包装的职业培训机构，其核心盈利模式是向求职心切的大学生收取高额培训费（$21800$元）。

结论： 我们的判断是完全正确的，这是一个以招聘为诱饵的培训陷阱，必须立即止损，绝不应缴费。

📌 合理建议：下一步行动计划

第一步：立即彻底止损，不留后患

1. 果断退出： 我们周五停止前往公司，并准备回校的决定非常明智。不要再前往该公司，不需要办理任何正式的离职手续或解释，避免被再次“洗脑”或纠缠。
2. 拒绝付费： 无论HR给出任何“优惠”、“打折”或“保薪”的条件，坚决不支付任何培训费用。
3. 保存证据： 截屏聊天记录（HR的承诺、付费要求）、住宿文件（人才驿站信息）、公司名称/地址（数字人才基地），以防万一未来需要举报或维权。

第二步：校内反馈与警示

1. 向学院/就业处反馈： 及时将“育能科技”的情况向学校就业指导中心或辅导员进行详细汇报，指出该公司存在“以实习为名诱导高价培训”的行为。
2. 提醒同学： 将你们的遭遇告知其他正在求职的同学，尤其是专升本或缺乏经验的应届生，防止他们再次受骗。

第三步：调整心态与重新求职

1. 心态调整： 这是初入职场的一次“付费”教训（但没有花钱），吸取经验，认识到**“天上不会掉馅饼”**。条件好得令人难以置信时，往往潜藏陷阱。
2. 明确求职方向： 既然目标是软件开发，请将精力集中在寻找真实的开发实习岗位，或利用校内时间集中自学/项目实战。
3. 核查公司真实性： 今后投递公司，必须：
   • 企查查/天眼查：核查公司注册资本、经营范围、司法风险等。
   • 职场社区（如脉脉/知乎）：搜索“公司名称 + 骗局/培训/坑”等关键词，核查真实员工评价。
   • 面试内容： 真实的实习以项目任务为主，而不是听课。

第四步：关于技术提升的思考

• 真正的实习：是通过参与企业真实项目来提升。
• 付费培训：如果确实认为自己基础不足需要培训，必须选择口碑好、有办学资质、且学费合理的机构。但最好的提升方式是：自学+参与开源项目/校内项目/独立开发。

总结： 我们勇敢地及时止损，避免了$21800$元的经济损失，这是最成功的一步。

版本二

我遇到的情况很像 “以招聘/实习名义诱导参加付费培训或变相销售” 的常见套路 —— 一开始用“岗位/试岗/免费住宿/政府项目”吸引学生，等把人招来后把“培训/买课”作为继续留任的前提，伴随高压话术和逐步收窄的选择空间。下面我把事件拆解、风险评估、短期/中期应对步骤、要保存的证据清单、可发的沟通模板与后续维权渠道都列清楚，按步骤走就行。

一、你们现在面临的关键问题（简要）

1. 招聘信息与实际不符（岗位性质、是否实习、是否用公司名义提供住宿等）。
2. 把应聘者当“潜在付费学员”推进培训/分班，要求高额费用（21800元）以继续学习或保薪，这与招聘本意不符。
3. 工作岗位变更且薪资低（开发→运维，3000–4000），且福利（住宿）被剥离/无法兑现。
4. 公司组织形式可疑：办公地址、公司资质不明确，授课多由“老师”而非公司开发人员负责。
5. HR 前期热情但后期施压且态度冷淡，存在“先吸引、再逼付费/降薪”的行为模式。

二、风险与法律/权益角度（概览）

• 如果公司以“招聘/实习”名义，实际目的是售卖培训服务并用“不上课就不给岗位/住宿”等强制或变相胁迫手段，这是不规范、可能违法的商业行为（消费者权益/虚假宣传/就业诈骗等相关问题）。
• 若公司承诺“试岗两周、提供免费住宿”但实际以政府人才驿站政策作为“公司提供”，属于误导或虚假陈述。
• 如果他们强迫你们交费、或以“若不交费就不录用/不安排住宿/降薪”为条件，属于明显的不公平待遇或商业胁迫，可以投诉或报警（视情节严重程度）。

我不是律师，以上是常识性判断；如果要采取法律行动，建议向学校法律服务/当地劳动仲裁或律师咨询。

三、我们现在能做的 紧急/短期 操作（马上执行）

1. 立即不要交任何钱，无论他们如何说服。21800 是大额款项，先别动。
2. 收集证据（详见下面证据清单），越多越好：聊天记录、入职/面试材料、HR 宣传、录音（若当地法律允许录音）、授课安排照片、住宿照片、车/酒店票据、培训大纲、发票或付款要求截图、公司牌匾楼体照片、参观照片。
3. 把你和同学的情况对齐：尽量大家集体行动，统一保存证据并写一份同学共同的事实陈述（谁什么时候在哪儿发生了什么）。
4. 当面/书面要求公司给出书面解释与书面offer：向HR或负责人索要一份正式的书面岗位说明/劳动合同/培训合同，写明岗位、工资、试岗期、住宿、是否收费等。若对方不肯提供或回避，即是不利证据。
5. 联系学校就业指导中心或辅导员：让学校出面介入或记录投诉，学校通常能督促企业或至少给你们建议与支持。
6. 若已住酒店且快到期，优先安全返回学校/家里；不要继续免费逗留在对方安排场地，避免被进一步孤立施压。

四、证据清单（必须按清单做）

• 所有与公司/HR的微信/短信/电话记录（截图并导出聊天记录）。
• 面试通知、招聘海报、公司介绍PPT或宣传材料。
• HR/老师口头承诺的截图或录音（例：免费住宿、试岗2周、保薪等）。
• 培训课程表、老师授课照片/视频、上课签名表（如果有）。
• 住宿现场照片（房间状况、床、卫生间、门牌等）和公司对宿舍的书面说明。
• 公司外观、门牌、大楼写法（“育能科技” vs “数字人才基地”）的现场照片。
• 任何叫你们缴费的凭证或转账记录（若有人已缴）。
• 同学证词（建议多人署名的事实陈述或录音）。

把这些按时间顺序整理成一个文件夹（建议分类命名），离线备份和云备份都做一份。

五、给 HR / 公司 的沟通模板（先用礼貌、强硬但保留后续权利的语气）

（场景：要求公司书面说明并确认岗位/是否收费）

短版（微信/邮件）：

尊敬的 HR/负责人，
我是 XX（姓名），于 YYYY-MM-DD 来贵公司参加岗位面试/试岗。现请贵方书面回复以下事项并在3 个工作日内给出正式书面文件：

1. 我应聘的岗位名称与岗位职责；
2. 是否属于公司直接录用的实习/试用期，试用期工资标准；
3. 是否需要缴纳任何培训费用（含金额、用途、退费政策）；
4. 是否提供公司住宿（如有，请提供宿舍照片与入住协议）；
   若贵方无法在限期内提供上述书面证明，我们将暂停参与公司后续安排，并保留依据法律维护权益的权利。
   ——（签名/联系方式）

如果对方回复含糊或口头搪塞，保存回复并把对话发给学校或劳动监督部门。

六、向哪些机构/渠道投诉或寻求帮助（按优先级）

1. 学校就业中心/辅导员/学院领导（优先）：告知事实，请学校出面或给你们官方声明/意见。学校有义务保护学生。
2. 当地消费者协会/市场监督管理局（工商部门）：这类以招聘名义变相售课、虚假宣传可投诉。
3. 劳动保障监察/人力资源社会保障局（若涉及劳动合同、工资待遇被侵犯）。
4. 公安机关（报警）：如果证据显示属于诈骗（如明确承诺录用但收钱后消失、或以诈骗手段强制交费），可以报案。
5. 仲裁/民事诉讼：若经济损失重大且调解无果，可咨询律师走法律程序。
6. 媒体曝光/高校学生会：在其他渠道无效时，集体投诉并寻求舆论关注也能施压公司整改（但要慎重、证据充分）。

七、如果有人已交钱（如何追款/维权）

1. 立即保留并截图转账凭证、聊天记录、收据。
2. 要求公司开具正规发票或收据，明确写“培训费用”。没有收据是可疑信号。
3. 若公司承诺退款但拖延：先通过学校和市场监管催要；必要时走司法途径要回款（仲裁/法院）。
4. 若涉及多人被骗，集体报警或集体起诉更有力度。

八、后续的职业/心理建议

1. 不要因为这次经历太受挫就灰心：把你在那两周学到的东西记录下来（学过的技术、课程名、能展示的作品/笔记），放进简历里作为“短期培训经历”或“参与企业培训”，避免空窗期过长。
2. 立刻开始继续找实习/兼职/校园项目：多投企业（优先选择可以现场参观、签合同、有正规资质公司），利用学校资源和学长学姐内推。
3. 与同学保持沟通与互助：共同核查公司资质资料，避免单独行动。
4. 如果你心理压力大，和辅导员或信任的老师聊聊，必要时寻求学校心理咨询支持。

九、预防类似情况的“面试/实习核验清单”（今后面试时照着问）

• 公司工商信息（公司名、注册号、地址、法定代表人）能否在企查查/天眼查/工商网查到？
• 面试/录用是否有书面合同/offer（明确岗位、薪资、试用期、社保/住宿等）？
• 是否要求先交钱？（单原则：绝不先交培训费才能上岗）
• 所谓“保薪”“免费住宿”是谁提供？（公司出还是第三方/政府政策）要书面证明。
• 办公地点和企业总部是否一致？是否可以现场参观研发/办公环境？
• 是否可以与该公司在职员工沟通了解真实情况？（非HR口径）

总之：现在最重要的三件事——（1）不要交钱；（2）保全证据并和同学统一行动；（3）尽快联系学校出面协助。你们不是单打独斗，学校有责任保护学生权益。需要我把你们的事实按时间线起草一个“投诉/求助”文档吗？如果要，我现在就可以帮你把它写好（直接把关键信息贴过来即可）。

统一事实陈述 —— 关于“某能 / 某培训机构”招募与培训事件（学生版）

说明与声明

本文档由参与该事件的学生整理，用于公开记录事实、告知其他求职/实习学生并作为向学校与相关部门投诉的事实依据。为避免不必要的法律风险与人身纠纷，文中已将涉及公司名称匿名化，统称为 “某能”或“某培训机构”。本文只记录事实，不作法律结论。若需法律意见，请另行咨询专业律师。

一、基本信息（已知）

• 事件参与人：该校计算机科学类在校专升本学生（若干人，以下称“我们/学生”）。
• 时间范围：面试/被招募日期为近两周内（以2025年10月下旬至11月初为例——请根据实际到访日期替换）。
• 地点：招聘会及随后到访的办公/上课地址（现场所见楼宇外写有“数字人才基地”，公司门牌写“育能科技/某能”，现场租用办公/教室空间，非明确的公司总部地址）。
• 招聘岗位：原先投递/面试信息为 软件开发岗位/实习，另外有运维、网络工程等岗位说明。公司在面试时口头承诺可提供试岗与（所谓）保薪安排、并提及可提供免费住宿（后被证实为政府人才驿站政策，非公司直接提供）。

二、事件时间线（按我们实际经历整理，尽量按日期和时间列出）

注：下列条目以“日期 — 事件”格式记录，请把括号内的占位日期换成你们实际到场的具体日期以便保存为证据材料。

1. 2025-10-XX（到场当天） — 招聘会与面试

   • 我们在学校举办的招聘/双选会上与“某能”取得联系，并预约到公司所在地面试/参观。
   • 在招聘现场，HR（姓名/联系方式如有请在此处填写）对我们较为热情，介绍了公司的岗位、试岗安排、培训与住宿等信息。

2. 2025-10-XX（同日/次日） — 到访公司并参观

   • 到访后有负责人/HR带队参观公司项目、办公环境，并承诺“可试岗两周”“可提供免费住宿/酒店安排”等。
   • 实际上我们被带到一间类似教室的场所，场地布局为课堂式（老师讲课、学生听课），并非常规的软件开发办公区。
   • 看到楼宇外/门牌存在混淆：对外写有“数字人才基地”，而公司名牌上写“育能科技/某能”。

3. 2025-10-XX — 前两周“上课”阶段（试岗/培训）

   • 公司安排连续上课，主讲的多为自称“老师”的人员（非公司开发部门工程师），并声称这些“老师”是由某软件公司派来授课。
   • 我们跟随课程学习Java等软件开发相关知识，课堂中存在签到、授课资料等常规培训流程。

4. 2025-10-XX（第一周结束时） — 班级分配

   • HR根据我们在前两周的表现将学生分到不同班级或岗位组：学习进度快的被分到看起来已经开课一段时间的班级，学习慢或表现一般的被分到新媒体、运营等岗位组。
   • 被分到不同组的同学接到HR单独面谈，谈话内容开始涉及缴费继续培训（金额：21800元）、保薪班等，并暗示不交费则难以获得保薪与理想岗位。

5. 2025-10-XX（第二周/近尾声） — 付费压力与岗位变更

   • HR向部分同学（或全体）提出若要继续学习/参加某些“保薪班”需交付21800元，培训期限为4–6个月。
   • HR对我们中学习较好者口头表示可安排岗位，但岗位性质由原先的“软件开发”变更为运维，薪资被告知为 3000–4000元，并暗示不参加付费培训者将被安排到工资低、福利少的岗位，或不提供住宿等。
   • 公司在住宿安排上由先前口头承诺的“免费住宿/酒店”变为建议“自己租房”，并带我们参观的宿舍环境脏乱、不宜居住。

6. 2025-10-XX（目前状态） — 学生选择离开并返回学校

   • 我们判断该过程存在明显的“以招聘或实习名义吸引学生，之后以高额培训费作为继续留任或获得更好岗位的条件”的问题，决定暂停与公司进一步接触，部分学生已于周五决定不再前往并准备返回学校。

三、我们认定的主要事实（可作为投诉与说明的核心）

1. 招聘信息与实际不符：原有招聘岗位为软件开发/实习，但现场并未在开发部门进行实际岗位试岗，而是以课堂形式进行培训。公司宣称的“公司提供住宿”实际系政府人才驿站政策，非公司直接承担。

2. 以“免费试学”吸引入场后要求高额付费：前两周表面为免费培训/试岗，但公司随后对部分学生提出缴纳21800元的培训费用（“保薪班”），并暗示不缴纳则无法获得相应岗位或福利。

3. 岗位与薪资信息变更且不透明：对学习表现好的学生口头承诺安排岗位，但由原开发岗位改为运维岗位，且薪资显著低于应有的开发岗位待遇（仅3000–4000元）。

4. 公司资质/办公地址与对外宣传存在出入：公司总部信息、办公地点、门牌标注（例如“数字人才基地”）与公司品牌或招聘宣传不一致，企查查/工商信息难以查到或存在模糊情况（如无法在公开工商信息中快速验证公司完整资质）。

5. 对学生有明显的语言/心理暗示与变相胁迫：HR用“现在工作难找”“保薪名额有限”“你表现不错但要继续学习/交费才能保住好岗位”等话术对学生进行压力式说服，目标是促使学生缴费。

四、我们掌握/应当保留的证据（建议按类整理并备份）

请把下列能收集到的证据全部保留并按时间排序，便于日后投诉或法律使用：

1. 沟通记录：与HR/公司人员的微信/短信对话、电话通话记录（截图/导出）。
2. 录音/视频：HR或“老师”在宣讲、分班、索要学费时的录音（在遵守当地法律的前提下）与课堂视频或现场短片。
3. 照片证据：公司门牌、办公楼外观、教室场景、宿舍内部环境、住宿条件照片。
4. 书面材料：任何公司提供的PPT、招聘材料、培训大纲、签到表、发票或收据（若有）。
5. 票据/票证：酒店住宿票据、来回交通票据等，可证明你们在公司所在地逗留的事实。
6. 同学证言：多名学生签名的事实陈述或联合声明，列明各自的到访时间、谈话对象与经历。
7. 付款凭证：若有人已交钱，保留转账截图、收据或支付记录（及时截留）。

五、我们已采取或建议采取的后续步骤（可作为对外使用的行动计划）

• 立即停止任何付费行为，并告知同学不要单独交钱给公司或该机构的任何个人账户。
• 向学校就业中心/辅导员报告并提交证据，请求学校协助并在校方渠道中正式备案。
• 集体向该机构索要书面说明（要求在书面上明确岗位性质、薪资、是否收费、住宿安排与退费政策）。
• 若公司拒不回应或态度恶劣，则向监管部门投诉：市场监督管理局（工商/消费者纠纷）、人社局（若涉劳动关系与工资）、公安（若涉嫌诈骗）。
• 如有多人已被收取费用，优先尝试行政投诉与调解；若无果再寻求法律途径（仲裁或诉讼）。

六、拟对外发布（博客/社交媒体）注意事项（建议）

1. 匿名化处理：如本文所示，避免直接使用公司的真实全称，使用“某能/某培训机构”等替代，以减少法律风险与报复性行为。
2. 事实为主，避免情绪化指控：陈述事实与时间线，附上可公开的证据（照片、聊天截图、课程海报等），不要进行无法证实的指控（如“诈骗团伙”之类未经证实的表述）。
3. 提醒性声明：在文末附上“若需法律援助或举报，请联系学校或相关部门”并提示读者若有更多细节可私信分享证据。
4. 保护同学隐私：发布前询问是否有同学不愿意公开自己的姓名或照片并尊重其意愿；对学生信息做脱敏处理。

七、我们可供他人参考的求助模板（致学校/就业中心）

（标题） 关于“某能/某培训机构”以招聘名义组织培训并疑似变相收费的情况——求助与投诉

正文示例（复制到邮件/信件）：

尊敬的就业指导中心/辅导员：

我们是贵校计算机科学类在校专升本学生，现就近期参加由“某能/某培训机构”组织的招聘/培训活动，向学校反映如下事实并请求协助：

1. 我校学生于 YYYY 年 MM 月 DD 日赴其现场面试/试岗，原始岗位为软件开发/实习；
2. 公司安排两周免费上课（课堂多由外聘老师授课、在教室式场所进行），并在课后要求部分学生缴纳高额培训费（21800 元），方可参加“保薪班”；
3. 公司在住宿、岗位、薪资承诺方面与现场口头宣传存在关键性差异（例如“公司提供住宿”实为政府人才驿站政策），部分学生被告知不缴费将被安排低薪岗位或不提供住宿。

我们已整理证据（聊天记录、照片、课堂签到等），恳请学校协助与公司沟通、督促给出书面说明，或协助我们联系相关监管部门处理。附件中包含我们整理的证据清单与部分截图。

此致，敬礼。

——（若干学生签名/联系方式）

八、我们的声明与下一步意向

• 我们将保留全部证据，如协商无果，将考虑向校方提交投诉并向市场监管部门、劳动保障部门或公安机关反映。
• 在公开发布本事实陈述前，我们将进一步与同学沟通，确保不会泄露任何愿意保密的同学个人信息。

九、附录：

• 到访日期：YYYY-MM-DD
• HR 姓名与联系方式（如有）：________
• 到访地址：________
• 已缴费同学名单（如有）：________
• 证据文件夹位置/云盘链接（仅在必要时与学校/律师共享）：________

此文档由学生基于亲身经历整理，旨在记录事实并提醒同行求职者保持警惕。