Workplace reviews and discussion: 通嘉科技股份有限公司

Strengths

Management: Under the leadership of former head Tony, the company’s decision-making process was rapid and decisive. Tony advocated the strategy of “moving faster than others and overtaking on the bends,” which also became the core of our competitive advantage.

RD: Bruce, as the father figure of the group, is not only very kind but also able to protect and support the team. The R&D teams in Taipei, Hsinchu, and Tainan are also very friendly and pleasant to work with (except for the MOS supervisor).

SE: Our SE department is undoubtedly one of the company’s major strengths. It performs at a world-class level in project management, system validation, version control, sample delivery, competitive product analysis, and other areas.

FAE: The current management seems to be lacking in coordination. The FAEs in Hsinchu, Banqiao, and Shenzhen each operate independently, and some analytical work that should be handled by FAE is instead assigned to the SE department.

Sales: The drinking unit, energetic young men.

ADM: The benefits and activities are diverse, and the company’s ESG corporate image is also quite impressive. Lisa has been especially proactive in promoting a green corporate image.

PC: In certain situations, some people within the department (Mr. Pless help) have displayed an unprofessional attitude (profanity), which has affected team stability and turnover.

QA: The former QA supervisor was very good at resolving difficult problems, which led other departments to develop a fixed impression of QA: all problems could be pushed to the QA department. Although the new supervisor has tried to reverse this situation since taking office, the existing perception remains deeply rooted.

The biggest source of disorder is the Sales department. The current head of the company came from this department, and employee turnover has been relatively high over the past few months. For example, in June 2024, seven colleagues chose to leave, a situation that even prompted a warning from Tony.

When some senior employees chose to leave, the head of the company actually asked other companies whether they had received applications from employees who had previously worked at our company. This practice is concerning.

After employees left the company, misunderstandings and unfounded rumors about former employees also emerged. For example, there were accusations that a former employee had spread rumors to customers (such as Hai X), claiming that there were problems with one of the company’s products, or had told other customers (such as Guang X) that the company falsified information in external reports.