Workplace reviews and discussion: 全鎂實業股份有限公司

1. The company frequently hosts dinners and entertainment events. Whether it is internal company dinners or entertaining clients, the frequency is very high. It is highly recommended for people who enjoy singing and drinking.

2. The boss has a private yacht, and there may be opportunities to entertain clients on it. Those interested may want to consider it.

3. For those with experience, the starting salary is negotiable. The boss is fairly generous and willing to offer a lot (although supervisors will cut it down, and year-end and three-festival bonuses will also be reduced by supervisors before being given to employees).

4. Entertainment expenses, business entertainment expenses, taxi fares, and mobile phone call charges are all easy to claim. The boss is quite generous with money.

5. The colleagues are all fairly easy to get along with (although it seems they have all resigned).

1. The entertainment culture is highly subjective: people who like it may like it a lot. Everyone at the company loves drinking, and they like to hire young, recent female graduates as sales representatives, requiring them to wear high heels, short skirts, and clothing that exposes their shoulders and backs. During entertainment events, they are expected to accompany clients in singing and dancing. There is a married female supervisor in her 40s who, during entertainment events, straddles male clients’ laps, removes clients’ shirts, ties their ties around their foreheads, and dances while pressing and rubbing her body against theirs. For men, being able to drink is a definite requirement, and they may be forced to drink. Only consider this company if you can accept this culture.

2. There is no training system, so applicants without relevant industry experience are not recommended. During interviews, they say they will train you until you are capable, but after you join, they only give a brief explanation and then expect you to learn on your own. Supervisors say that you can ask about any problems, but in practice they are indifferent when asked, so you can only ask colleagues you are closer to (though most colleagues have already resigned).

3. The turnover rate is extremely high because the company’s supervisors behave differently in public and in private. On the surface, they say they take good care of their subordinates, but in reality they spread rumors and slander them behind their backs. They may even take credit for sales results, or put only the profitable sales under their own names while passing difficult and thankless tasks to subordinates. As a result, the turnover rate among the company’s frontline sales staff is extremely high. Even after employees resign, company supervisors continue telling other colleagues that they were careless in their work and were “rotten strawberries.”

4. The company lacks integrity. When clients need product inspection reports, senior company managers take the lead in falsifying data and instruct sales staff to deceive clients by pretending that the products fully meet their requirements. When facing competition from other companies in the same industry, previously agreed-upon terms can be broken for the sake of profit. They may also pretend to cooperate with competitors while secretly competing with them for clients. The company shows no integrity toward its industry peers either.

5. There is no bonus system. During interviews, they say that performance bonuses are available, but even after a long delay, there is still no specific bonus system. Moreover, bonuses are controlled by supervisors and depend on how much each supervisor is willing to give. Some supervisors may take a cut first, with only the remainder being distributed to subordinates.