Workplace reviews and discussion: 全球跨境貿易有限公司

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Companies with the same person in charge: Shao Jie Cross-Border Co., Ltd. (this is the company mainly shown on the job bank for recruitment), Shao Yan Cross-Border Co., Ltd., Quanheng Cross-Border Trading Co., Ltd., Quanmao Cross-Border Logistics Co., Ltd., and Global International E-Commerce Co., Ltd.

The process is mainly divided into two interviews. The first was a video interview conducted via Google. Two men conducted the interview. After I briefly introduced my previous work experience, they began explaining that the main work involved e-commerce marketing. In addition to their original core product, diapers, they would introduce many more products in the future. They also said that the future office environment would be made "American-style," with flexible working hours: 8:00–5:00, 9:00–6:00, or 9:30–6:30. They hoped to build a young team, and so on. The overall atmosphere they created was very appealing. However, when I asked about the salary, they only briefly asked about my expected compensation, said they would record it and report back, and mentioned that there would be a second interview.

The second interview took place in Taishan. If you look up the company’s information on Google, you will find that it is located in an industrial district in Taishan. The area is very remote, and many gravel trucks and tractor-trailers pass through it. Transportation is very inconvenient for people who do not ride scooters.

When I arrived, it was a "sheet-metal warehouse" with piles of diapers inside. The office occupied only a small section on the second floor. Visitors had to change into slippers before entering. The atmosphere inside was completely different from what had been described during the online interview—it had the completely lifeless atmosphere of a traditional manufacturing company. Only about five or six people were working there. I was taken to a meeting room at the back, where I first filled out basic résumé information. Then an accountant who appeared to be in her sixties and the boss came in for the interview. They mainly asked about my previous work experience and duties. The female accountant then left, and when the boss continued the interview, he merely talked about how their company operated in online e-commerce. He then talked about being the youngest person to buy a luxury home in the Xinzhuang Fudu Xinyicheng development, how he had built up his business and made money, how large the industry had become, and so on. In the end, the company that had supposedly described itself in the first interview as "American-style," with a young team and enough money to buy luxury homes, offered a starting salary of only NT$28,000. They said future raises would depend on my abilities, but who knows whether that would actually happen? The position was also a one-year contract. They put it nicely by saying this allowed employees to flexibly convert more annual leave into cash, or accept a lower salary in exchange for more annual leave. Ultimately, though, the benefit comes at the employee’s own expense. It is not really "more" pay; it merely converts annual leave that already belongs to you into money, based on something already stipulated by law. The so-called "flexibility" simply means earning more by not taking annual leave or earning less in exchange for more annual leave. Hearing them present this as a "benefit" was honestly laughable 🤣.

As mentioned in another article, the one-year contract may also violate Article 9 of the Labor Standards Act, which states that fixed-term contracts may be used for "temporary, short-term, seasonal, and specific work." In other words, everyone working at this company effectively becomes a short-term temporary worker, and, as in the national highway toll collector case, the company could simply choose not to renew the contract when the term ends. There would be no severance pay or retirement benefits, and seniority and annual leave would not accumulate. This is truly a major trap, so be sure to remember it.

Some online interviews make everything sound incredibly appealing, but only an in-person interview can reveal the company’s true nature. Still, I recommend avoiding companies located in industrial districts or traditional industries whenever possible. Many of these companies combine a factory, office, and warehouse in one place. Even if they make the exterior look presentable and talk about becoming more youthful, they ultimately still retain the mindset and structure of a traditional manufacturing company. You can especially sense that something is off when you walk into their environment. In addition, the efficiency shown on the job bank can reveal how a company views interviewees. If you are urgently looking for work, I really do not recommend coming to this company—it will be so slow that it will delay your valuable time.