Very good at painting a rosy picture—you’ll be so full you won’t have to worry about going hungry.

Give you candy, then slap you in the face.

If they like you, they’ll add NT$5,000 to your salary; if they don’t, they’ll throw a resignation form at you to sign.

The company policies change once a month, letting you enjoy being tormented every month.

Overall evaluation: Please think carefully before applying.

There is a significant gap between management and the actual work environment.

Everything below is based on what I personally experienced during my employment, provided as a reference for job seekers who are currently looking for work.

1. When management encounters problems, they often don’t solve them—they simply “leave them there.”

Some of the company’s problems did not just start happening recently, but management did not actively address them. Over time, frontline employees were left to figure things out for themselves.

What is most exhausting is not the amount of work, but this:

Someone is responsible for doing the work, yet no one is truly responsible for solving the problems.

When problems arise, there are sometimes situations where supervisors do not understand what is happening on-site, and even when asked, cannot provide clear answers.

If you expect a work environment where supervisors lead the team in solving problems, be sure to ask plenty of questions during the interview.

2. Ask clearly about management-level employees’ abilities and actual responsibilities during the interview

Some of the company’s management appointments have left many employees puzzled.

When a manager is expected to take responsibility for team management, performance, and problem-solving, what employees actually care about is not whether the supervisor has a good personality, but:

When a problem occurs, can the supervisor actually handle it?

If frontline employees still have to handle everything themselves in the end, then the purpose of having management positions is worth questioning.

3. You really should ask clearly about staff turnover

During my employment, staff turnover was clearly noticeable.

There are currently many vacant positions. Will you be unreasonably asked to support other branches?

If you are interviewing with this company, I strongly recommend asking directly:

“Why did the previous employee in this position leave?”

“How many people have left this department within the past year?”

“How many people are actually on the team right now?”

“Has there been a large amount of staff movement recently?”

Don’t just listen to “Our company is very stable” or “Everyone left because of career planning.”

Ask for yourself and make your own judgment.

4. Policies and actual implementation may be two different things

Some policies look complete on paper, but there may be many problems when they are actually implemented.

For example, matters related to scheduling, leave, overtime, and annual leave may be handled differently in practice from what employees originally understood.

What you need to ask is how things are actually implemented.

A colleague once needed to take bereavement leave, but was refused and asked to make adjustments. LOL.

The bonus system may be changed every month, and positions may be adjusted once every three months.

5. If you care a lot about a supervisor’s management ability, you really should think twice

Hard work is not frightening.

What is frightening is having to clean up every day after problems that management failed to handle, and then still being held responsible for the results.

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For those considering applying

If you are looking at this company, I sincerely suggest:

Don’t look only at the salary and job description.

Ask more questions during the interview, learn more about the current state of the team, and you can also look into what happened to the employees who previously held this position.

If you place a high value on stability, policies, management, and clear work boundaries, my personal advice is to look at more companies first and not rush to accept.

You have the right to choose a place worth working for.

You can search on Dcard: “Mommy’s Buddy,” a well-known Taiwanese mother-and-baby brand, and “workplace ghost stories”—you’ll discover more details.