Workplace reviews and discussion: 台灣歐瑞科技股份有限公司

A company with fewer than five employees.

The person in charge is someone who decides what role to assume based on the situation. Depending on which option is most advantageous to them, they choose to act as the owner, a manager, or an employee.

The headquarters is in Hangzhou, China, and Taiwan is a branch office.

There were at most four colleagues.

No overtime. Flexible start time is 8:30–9:00, and flexible end time is 17:30–18:00. However, if you need to take leave, it must always start from 8:30.

The office’s hardware and facilities are quite good. The building has indoor parking for cars and scooters, and the restrooms are also clean and bright.

The person in charge has stolen or poached clients from their own sales staff more than once. Every former salesperson, except those who generated no value, has had conflicts with them. Reporting the issue to headquarters is useless, so if you are joining this company as a salesperson, be careful.

They can completely act as though things they have said or done never happened, and are highly skilled with words. If you have to work with them, be extremely cautious: not only should you keep records of all communications, you should also carefully assess each situation yourself.

Sales staff receive no telephone allowance and no company vehicle. Fuel expenses cannot be claimed for trips that do not pass through locations with eTag, and scooter fuel expenses cannot be claimed either. Fuel is reimbursed at NT$9 per kilometer. The person in charge calculates the distance using a map; if you report too much mileage, or include mileage from taking the wrong route, you will be called into the office and questioned.

There is no public-relations expense budget. The person in charge does not cultivate relationships with clients, so this expense is not provided.

The sales bonus scheme was changed for the worse, with the calculation becoming exploitative in various ways. It is unsuitable for people who want to earn money.

For years, the company has underreported employees’ labor and health insurance salary brackets. If you join this company, check your insured salary bracket yourself. If you do not raise the issue, they will not deal with it (although even if you do raise it, they may not handle it).

The person in charge says they do not receive performance bonuses, but they keep all the stable, good clients for themselves and take the good projects as well. The sales staff are given only troublesome, trivial, low-quality projects. Your business-development ability must be strong; otherwise, you can only work like a civil servant for a monthly salary.

If overtime is necessary, you must apply to the person in charge in advance and confirm whether overtime pay will be provided and how it will be calculated. Otherwise, they will find a way to calculate it using the cheapest method possible.

They are basically someone who bullies the weak and fears the strong. If you do not argue with them, they will think they can keep pushing and will have no sense of boundaries. They have a victim mentality: making even a small contribution leads them to believe they have given infinitely more, and when others hold their boundaries and refuse to let them take advantage, they feel that others have wronged them, betrayed them, and that they are pitiful.

They lack decisiveness in carrying out tasks, believe that cost is everything, and dare not develop new markets.

They neither respect nor value talent. They consider a one-person company their preferred state and believe the company only needs them.

Unless something work-related concerns their own project, they basically do not care about it. If you need help with work, contacting colleagues in Hangzhou is more useful. However, they will spend time managing what time these three or four employees eat.

They have forgotten to pay salaries more than once, so check your own account carefully to make sure the payment has been deposited.

They are a man, but have neither a sense of responsibility nor strength. When organizing events, female employees carry more than he does, and although he is the host and organizer, he behaves like a child.

They say they hate emotions the most, but they most often act based on emotions.

The job description mentioned occasional afternoon tea. When there were male employees, they would pressure the male employees to treat them. There was a budget for afternoon tea—for example, drinks could only cost under NT$70; if you wanted a NT$75 drink, you had to pay the extra five dollars yourself. (There were only four employees at most.) Later, there was no more afternoon tea at all.

The organization is very small, so there are basically no promotion issues.

Salary adjustments for sales staff are tied to performance targets; there is no regular pay-raise mechanism.

There are some snacks in the office, but they are replenished only when offerings are made for religious observances. Once they are gone, they are gone.

There are no employee trips, only an end-of-year banquet. Bonuses are at most around NT$3,000, and the person in charge even competes with everyone else for the red envelopes. Do not have any expectations.

The remaining colleague is a very nice person, but there is only one colleague left.

That is all. Think carefully before joining.