Workplace reviews and discussion: Super Micro Computer, Inc._美超微電腦股份有限公司

- The company gives out a lot of small perks, including afternoon snack boxes every week, drinks, fruit left over from prayer ceremonies, and a gift each year—but they are all difficult to get rid of! They have given out frying pans, clothes, and branded briefcases, but all of these items have the company LOGO on them!

- The interview requires candidates to make many trips, and the area near the company is currently under construction for a metro line, causing chaotic and congested traffic. It is recommended that you leave early.

- Headquarters management is bureaucratic and rigid; when they return to Taiwan, they act more like feudal lords, swearing in the office and chatting with family members on the phone, with no distinction between public and private matters! Headquarters managers cannot make decisions on their own and need others to provide opinions on everything.

- The final round may involve a video interview with the U.S. headquarters.

- The company was delisted after failing to submit its financial reports in the United States. There are many intercompany orders, which are used to make up the numbers.

- The boss emphasizes that the company is a Fortune 1000 company and aims to become a Fortune 500 company. It is easy to paint a grand vision, but the stock has never been made available for employees to trade!

- The internal culture is very poor. Cross-departmental collaboration is difficult, and even cooperation within departments is challenging.

- Everything in the company is “Sara said” (Sara is the boss’s wife). For such a large company to still rely on one person to make decisions, those below her do not dare make decisions themselves.

- There are currently more than 800 employees in Taiwan. The standard is 14 months of pay, but the shares granted two years ago still cannot be traded! The restricted stock they say they will grant should be taken with a grain of salt—it is merely there for appearances.

- For new hires in their first year, salary increases or bonuses are paid at half the amount, or there may be no salary increase at all.

- The company likes Taiwanese employees to go to the United States for support, but does not like U.S. employees to come to Taiwan for support. Heavy or initial projects are all assigned to Taiwan.

- The mid-year bonus is so small that it is barely noticeable (this is the consensus among colleagues when eating and chatting).