1. Colleagues are very kind and won’t set traps for you.
2. Flexible working hours—very few companies offer this. Highly recommended.
3. The office environment is beautiful, spacious, and comfortable.
1. There isn’t much of an employee purchase discount.
1. One of the few domestic women's apparel brands still doing product planning
2. Very good at spending money on packaging
First of all, I have already been in this industry for ten years and am not a recent graduate, so this is not a complaint written out of temporary anger, but simply a statement of facts.
1. People with titles make up two-thirds of the company:
Aside from the continually changing parachuted-in hires (three managers rotated through the same position within six months), most of the long-serving supervisors have vague job responsibilities. Some are practically dispensable—resulting in a lack of team spirit within departments, an inability to make decisions or execute them, and a strong sense of powerlessness.
2. The company's culture toward employees = servant culture
The boss is actually quite egalitarian: every employee is a servant. The only difference is who is a personal maid and who is a palace laundry servant. They believe that paying you a salary means you must devote yourself completely to them, including after work and on holidays, while disregarding employees' personal space and time. Those willing to give up their own lives can generally be promoted to manager, even if they are otherwise completely useless; all that matters is obedience and being good at passing the buck.
3. The internal systems are astonishingly outdated
Well, 70 percent of the reports have to be filled out manually.
The relevant supervisors turn a blind eye to this and are unwilling to understand it, so they keep hiring new employees to bear the burden of this work.
4. All important decisions are driven by excessive vanity
They are eager to regain their former glory, but the family running the company is seriously out of touch with the market and society. In reality, the company truly lacks the resources and capabilities to do so. Even when professionals are brought in, they are unwilling to trust them, always preferring to have the old-timers supervise them. In the end, every new decision is merely the same failed approach in different packaging.
Conclusion: The culture at this company is truly outdated, and it will probably be difficult to turn things around. Anyone thinking of watching the spectacle or joining in should think carefully, because “packaging” is the only thing this company still does well.
These three endorsers, whose posts were dated (2019/5/8), (2020/9/19), and (2019/7/25), really did tell the truth.
1. Two days off every week.
2. The company’s busy season is from September to November each year.
3. The company has free parking spaces, and there are currently still spaces available.
4. This position was recently relocated. Air conditioning is currently being newly installed, but the warehouse still will not be very cool.
The HR manager will first inquire by phone.
If they decide to interview you, they will first send you an applicant information form. (Some questions are illegal.)
The warehouse’s current exact location: 7F, No. 2, Wuquan 5th Road, Wugu District, New Taipei City.
After arriving, greet the security guard and take the elevator directly to the designated floor.
After exiting the elevator, look for the glass door in front of you. The door on the right that is not glass is not this company.
The interview location is at the far end of the warehouse, with no meeting room or similar space. While you are being interviewed, the employees nearby can hear you.
There are two interviewers: the warehouse supervisor and the HR manager.
First, you introduce yourself, describe your work experience and reasons for leaving, and explain your abilities.
Then the warehouse supervisor had to leave temporarily because of business.
The HR manager said to pause for the time being, but less than a minute later said they could chat first.
After I first asked about the company’s benefits, the HR manager said that they usually are not stationed there and did not know some of the details regarding benefits very well.
Then they called over an employee who was working in the warehouse, and ended up asking the warehouse employee in front of me and using that employee to provide the answers.
We waited until the warehouse supervisor returned before the interview continued.
Later, the HR manager suddenly brought up the benefits themselves.
They said “12+1,” then turned to the warehouse supervisor and asked, “We have this benefit, right?”
Warehouse supervisor: “We haven’t had that for five or six years.”
There was an awkward pause of several seconds.
When overtime was discussed:
HR manager: “We don’t pay overtime, but the hours accumulate and are converted into leave. If you don’t take the leave, it is settled as money.” (Mandatory compensatory leave is illegal.)
They turned to the warehouse supervisor and asked, “What I remember is correct, right?”
Warehouse supervisor: “I’ve been here for 17 years, and I’ve never had it converted into money.”
The leave converted from overtime has a usage period of three months. If you do not use it all within that period, the leave simply disappears.
It is neither converted into money nor compensated.
The HR manager asked the warehouse supervisor again, but the warehouse supervisor gave the same answer, making the atmosphere even more awkward.
Similar situations kept occurring throughout the interview.
When I asked further questions, the HR manager could not answer any of them. When I applied a little more pressure, they said they had only recently taken over the position, so they were unaware of some matters.
When I asked about the detailed salary structure and benefits, and tried to discuss salary, the HR manager began avoiding the subject.
1. The HR manager was there only to obstruct things.
2. Salary structure: base salary plus various allowances. The HR manager evaded questions about the detailed salary structure.
3. I found out that the company is a family business.
8. The HR manager had recently taken office and is not usually stationed at the warehouse. From the conversation, I learned that managers at the headquarters are replaced frequently and that many are parachuted in.
9. Benefits and salary were brushed aside with vague answers. It is estimated that there are no benefits.
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Reminder
This company has records of violating Articles 24, 32, 36, 37, and 38 of the Labor Standards Act.
You can search for “Violations of Labor Laws and Regulations—Business Entities (Employers) Query System Yingli Sheng Co., Ltd.” as keywords.
HR manager: “We don’t pay overtime, but the hours accumulate and are converted into leave. If you don’t take the leave, it is settled as money.”
This is mandatory conversion of overtime into compensatory leave.
According to Article 24 of the Labor Standards Act, the employer should give overtime pay first.
Only if the employee voluntarily gives up receiving overtime pay after working overtime and chooses compensatory leave may the employee’s overtime hours be converted into compensatory-leave hours.
After the conversation that day, I learned that this is a
family business + a company with a record of illegal conduct + a company where the HR manager is unprofessional and presents illegal practices as legitimate + a company where the HR manager asks the kinds of highly problematic questions typically found only at small companies.
These issues alone are already major red flags. I do not particularly recommend that job seekers spend time interviewing with this company.
1. Occasionally, there are excellent drinks or snacks such as fried chicken in the afternoon.
2. The office environment is clean and comfortable.
1. The headquarters has many brands and departments. Regardless of the number of people in a department, half of them have official titles and positions. As a result, there are many hurdles to clear when getting anything done. It often happens that a manager approves something, only for it to be rejected at the final stage, requiring you to revise it from scratch and go through the approval process again. During this process, managers may also change their minds at any time and proceed in a direction different from what was discussed.
2. Senior management is too idealistic: They plan an excellent blueprint for everything, but if you point out difficulties in execution or say that the schedule needs to be extended, the response will be that you lack the ability.
3. Senior management trusts no one: Decisions made by middle managers are often overturned at the last minute. Even if you provide frequent updates throughout the process, you may still end up with this result. This causes middle managers to learn and use the same approach with lower-level employees. For ordinary frontline staff, senior management will often suddenly appear behind you and watch to see whether you are working diligently. If you happen not to be at your workstation, they will go through all the documents on your desk.
4. Company culture: Internal employees are usually people who have gradually worked their way up from the lowest level, and some may stay in the same position for ten years or more. However, for people who join from other companies, lasting a year is basically considered a long tenure. The main reasons are that the work is tedious and that, because there are many hurdles to clear, the amount of rework and revision is high. The company focuses on results, so naturally you will not be given a reasonable amount of time for revisions—even if your manager does not think the problem is your fault.... In addition, people inside believe that they are being “straightforward,” but from the perspective of new employees, it mostly feels like they are being treated unreasonably, mocked, and distrusted.
5. Managers’ sycophancy: This may be something that exists in every organization, but here you may be required to do something foolish in front of senior management, with your manager “instructing” you in front of them to show off their own ability. Alternatively, decisions may clearly have been made by the manager during the discussion, but when problems arise, they will make you take the blame. After all, for middle managers, with turnover this high, it makes no difference if several people below them are replaced.
Looks bright and polished.
Don't be fooled by the company's bright and polished exterior—there are plenty of workplace horror stories, and the hierarchy between supervisors and subordinates is taken very seriously.
Colleagues undermine each other, and they really will stab you in the back. You can also clearly see the little things junior employees do to curry favor with their supervisors. There are all kinds of bizarre people and situations, and you can hear people gossiping behind each other's backs every day, no matter how good their relationships seem.
A certain designer in one department really has an appalling temper. They act as if everyone else is beneath them and that designers are the greatest, loudly making sarcastic remarks and insulting people. Then, after provoking you into losing your temper, they criticize your attitude and complain to their supervisor. They really are good at designing, though (in a certain sense).
The company is incredibly stingy when it comes to applying for resources; it's more practical to pay for things yourself.
You even have to bring your access card to解除影印機認證 before photocopying documents, and most of the time you have to print on scrap paper.
A supervisor in a certain department will even brainwash you into believing that you should make sacrifices for the company voluntarily. They often talk about how late they worked every day back then and how difficult it was, and how they even came in on holidays to help the company. They say it as if not receiving overtime pay makes them admirable for dedicating themselves to the company. The salaries for junior employees are already so miserly—how do they expect people to want to dedicate themselves to the company?
There are also supervisors who laugh off their own minor mistakes, but if a junior employee makes one, they will scold them so harshly that the entire office knows about that little mistake. I really don't recommend this place—unless you yourself enjoy playing elaborate mind games in the workplace; in that case, you should probably be able to do quite well here ^^
Only superficially glamorous.
Newly hired employees are not guided through the company's procedures first.
They require you to work independently, yet constantly keep a close eye on you,
monitoring your work progress at all times and even directly requiring you to create a schedule for your work.
They keep emphasizing how broad-minded and high-level the company is, and tell you not to bring bad habits from past experience that would lower the company's standards.
I cannot agree with the company culture. To put it bluntly, if you are not one of them, you will be disliked to no end.
The company’s office has modern decor.
HR proactively sent an interview invitation,
but did not carefully review the details of the résumé that the applicant had worked hard to write.
I am currently a freelance consultant (contract-based),
and this was clearly stated in multiple places on my résumé.
I spoke with HR on-site for 1.5 hours.
The questions asked did not feel very professional.
I was preparing to meet with the manager for a second interview.
Later, they came back and told me that the manager was in a meeting,
and that the manager needed a full-time employee, not a consultant.
This made me feel that the requirements had not been properly confirmed internally before the interview invitation was sent,
or that HR only reads the beginning of a résumé and skips the later content.
What a waste of transportation costs and valuable time traveling to Neihu for the interview!
The interviewer was polite.
The company environment was spacious and bright.
The HR representative had a very condescending attitude—not recommended at all! Also, normally, even if an applicant is not selected, the company should send an email after the interview. Even a standard form letter would be better than nothing for job seekers!
There is a three-month probationary period during which the salary is lower than the amount agreed upon (doesn't this seem to violate the Labor Standards Act?).
The interview takes place in an impressive office environment with good natural lighting and a high ceiling opened up across two floors with a staircase. The only thing that has any real scale is the environment.
From departments handling their own office matters without asking about one another, to different departments shifting blame onto each other, and even the top boss losing control emotionally and demanding that people answer for things—everything is a problem.
Don't let your colleagues know that you can handle tasks outside your professional field—for example, asking accounting and finance staff to arrange flowers, or logistics staff to deliver lunch...
You have to revolve around the entire top boss's family. Their household matters always come first, while work matters come second.
There really aren't any.
1. Most office employees hold managerial titles, and the proportion of people with the character “理” in their titles is extremely high, while the proportion of staff who actually carry out the work is disproportionately low.
2. Digitalization and information systems are extremely weak. Some tasks are meaningless and consume unnecessary manual labor; departmental responsibilities are unclear; there are no established SOPs, work processes are chaotic, and internal buck-passing and sudden changes happen unpredictably.
3. Company policies are unclear. The rules of the game change whenever there is a change at the top. Internal turnover is extremely high, with senior managers constantly being replaced. Core execution staff are not replaced when vacancies arise; the company keeps changing the people at the top while leaving the rest of the organization handicapped. Although this is clearly corporate downsizing, employees with excellent performance evaluations are dismissed under the pretext of failing their probationary periods. They are told to leave the next day without even being given basic time for handover. The methods are deplorable.
4. During anniversary promotions and special sales, office employees are pressured to work overtime on weekdays and holidays to support the stores, while overtime applications are avoided when hours exceed the limit.
5. Gender inequality exists in work assignments: male employees are not required to take turns covering the front desk during lunch breaks. The employee ranking and hierarchical culture are so snobbish that they are off-putting.
6. The company’s luxurious exterior contrasts ironically with its internal administration and benefits. There is no employee welfare committee, no holiday bonuses, no birthday gatherings, no employee trips, and the year-end bonus is unknown.... The most basic benefits expected of a traditional-industry company are entirely absent. The gym that the company likes to boast about is something no one actually dares to use, and even the use of the photocopier is restricted... Requests for stationery are reduced, altered, or canceled outright. For example, correction tape is provided only as a refill, only the lightweight version of office tape is provided, and employees are not allowed to request sticky notes and must supply their own...
None
Departments operate in silos, and there is a great deal of turnover among managers. Senior management only keeps aggressively asking why performance is poor, but provides no practical solutions. Managers do not drive decision-making; instead, they expect specialists to propose solutions. The company is extremely stingy—even stationery requests have to go through layer upon layer of approvals, and without submitting a request, you will not even be provided with basic supplies. The level of digitalization is extremely poor, so a lot of data has to be processed manually. It is utterly pointless.
Glamorous appearance
No one will be familiar with a company's culture and operations immediately after joining.
The interviewer kept explaining that the company is very large and that many matters require written approvals, reports, and procedures, unlike small companies outside.
They emphasized that the company is very large and unlike the small and medium-sized enterprises they had worked for before.
They did not mention at all what the job duties were.
The benefits system was not explained at all, and the interviewer's attitude was extremely poor.
They wore their employee ID badge as if they were superior to others.
It is recommended not to waste time interviewing.