The chairman pays a high salary to hire a professional consultant who previously worked for a company within the Lite-On group to serve as the company’s general manager.

The general manager has not let the chairman down either, introducing relatives and friends to the company to serve as department directors, associate managers, and managers.

The general manager has even brought the prince and princess of the family—who have only recently entered the workforce—into key company development departments to take on important positions. Here, experience and ability do not affect their opportunities for promotion and raises.

Salaries can also jump three levels at once. For example, the head of IT can transfer to become an associate manager in the Administration Division, while the prince and princess, with the youthful energy of people in their twenties, can serve as the head of the Information Department and a senior specialist in the Product Planning Department.

Occasionally, you can even spend a long time in the restroom engaging in professional contemplation, thereby improving your abilities and eventually taking on an important position in the Administration Department. It really makes people envious.

This is very suitable for fresh graduates to come in and level up. Department managers are also quite willing to delegate work to their subordinates, allowing newcomers to gain more experience.

Recently, the company has been actively seeking agency products to create revenue outside its core business and increase company performance. After all, its claims that it plans to go public and be listed are not merely empty words.

The benefits are very ordinary: a mid-year dinner, year-end banquet, employee health checkups, and performance bonuses (available sometimes and absent sometimes), depending entirely on the company’s operating conditions.

However, there are no employee trips (or rather, there never have been). Salary adjustments are not fixed; raises are not necessarily given every year, as they still depend on operating conditions.

As for the year-end bonus, according to what is written on 104 Job Bank, it is granted based on operating conditions. Therefore, anyone joining should be prepared for the worst: the year-end bonus may be NT$0.

The company has been saying for a long time—at least more than ten years—that it plans to go public and be listed. (But before being listed, shouldn’t it first be registered as an emerging stock company?) At the end of last year, the company asked employees to have company shares allocated according to their seniority and positions.

The par value of one share is NT$10, and one lot is very cheap at only NT$10,000 (but the net asset value per share is just over NT$9). Those who understand, understand.