The only advantage is that the employee benefits are decent.

If you want to learn skills, I recommend staying for only one to two years.

If you want to stay for the long term, after working here, you can apply to Chunghwa Telecom—you may have a chance of getting in.

Most of the coworkers are over 40. The people inside are 26–28, but they jump directly to over 42; there is a huge gap in technical ability and values. There are some technically skilled people, but none of them are willing to teach. If they do teach, they think it is something you should learn yourself—why should they be the ones to teach you?

The technical gap is severe. Recruitment for frontline positions has been open for nearly a year, and still no one has been hired.

The older-generation engineers spend every day scheming office politics, driving away many engineers from the younger generation. They never stop to think about how much longer they can remain in their comfort zone.

A coworker has a terrible reputation in other departments. Some people have even come to file complaints. The supervisor ignores them, but will definitely criticize you. Why? Because the supervisor thinks they have helped you (they handled your training as a new employee), so you should help smooth things over for them. Have you ever heard of an older-generation employee having someone cover for them for that reason?

They were complained about by a client for poor technical ability. The other reasons were even more absurd—for example, someone in their forties liked wearing Taiwanese-style outfits and procession shirts from a particular temple, and you were still expected to help smooth things over for them. The person being covered for did not think it mattered. Later, a contract employee wanted to become a regular employee, but after failing the interview, they simply started slacking off. Once, a client asked about an access-control issue, and they gave a random answer. The client called the next day to lodge a complaint. Important positions at the company are filled with contract employees. When checking the data, I suggested checking the previous month during the current month, so that each audit would not require checking an entire year’s worth of data. My coworker said no because it was too troublesome.

For the access-control system, when visitors and clients come to inspect the site, the company once required us to fill in the name of the authorized person. But coworkers never filled it in. Later, the system was updated to force users to enter it. I asked the vendor afterward, and they said it was a fail-safe mechanism added because someone had deliberately refused to fill it in.

Coworkers will give you a pile of reasons and stories to brainwash you into accepting their values. You have to experience this for yourself.

After seeing all this, do you still want to join Far EasTone? The older-generation coworkers are over 40.

This is the most important point: the supervisor directly said that someone’s audit performance would definitely be the worst. It is usually a younger employee or someone who has just joined. What happens if your audit performance is the worst? Your bonus will be reduced. On top of that, the supervisor threatens you every day, asking whether you are going to resign and telling you to say so quickly if you are.

After reading this far, do you still want to join Far EasTone?

Engineers always have to clean up after the sales team and PMs. Discussing specifications is the PM’s job, but clients come directly to the site to ask engineers. When salespeople sign contracts, they do not ask the professional engineers whether something can be done; they only care whether they can earn sales results. At every employee meeting, the general manager says that sales targets have been met and mentions how much they have increased, but refuses to give employees raises. Far EasTone has already been mocked as a Chunghwa Telecom training school, yet Far EasTone still refuses to give employees raises.

This is what the internal environment of a large company is like. How much better do you think it could be?