Workplace reviews and discussion: 威鋒數位開發股份有限公司

The company is located in Nangang Software Park. The environment is very nice, but it is extremely quiet, and the office atmosphere feels rather serious. Upon arrival, I first spent about half an hour filling out the company’s standard résumé form. The interview lasted a little over an hour. There were two HR representatives (a manager and a supervisor), and they asked some good questions. They seemed to be HR professionals with a certain level of expertise. The company itself seems decent. Although it is not very large, it has a long history, an extremely high market share in computer fonts, and its main revenue comes from Japan and mainland China, making it very stable. The benefits listed on the job bank also seemed fairly good.

What left me speechless was that this interview resulted from an invitation sent to me by HR; I had not proactively submitted my résumé to apply. Moreover, it was for a sales manager position, not an entry-level role, so HR should have reviewed my résumé before sending the invitation. Yet during the interview, they criticized my previous sales experience for not being in this industry, pointed out that I had never sold computer font products, and said that my experience managing people was not extensive enough and that I did not fully meet the company’s needs. However, all of this was clearly stated on my résumé. Also, there are only two companies in Taiwan that make computer fonts. If you want someone with industry experience, go poach someone from the competitor. Why bother finding me through a job bank and inviting me to an interview, only to criticize me to my face for having irrelevant experience? Besides, I was not applying for a technical position. I have nearly ten years of sales experience, have worked in both B2B and B2C, and also have experience in the software industry. Does never having sold computer fonts mean I am incapable? I was honestly dumbfounded. This is exactly the kind of thinking you would expect from HR personnel who have no understanding of sales. In fact, once HR looked down on my experience and then failed to explain the company’s policies, bonus structure, or benefits at all before the interview ended, I already knew how things stood. HR asked how soon I hoped to receive the result. I readily replied that if they thought I was unsuitable, they could let me know later that day, or the next day or the day after. But they insisted on setting the notification for several days later, saying they still needed to screen candidates. If you already have an established process, why ask me? It was simply ridiculous. In the end, just as expected, I did not pass the first interview.