If you have the following qualities, you are welcome to join the *** family:
1. Enjoy excitement and surprises
In keeping with the family’s flexible management policies and high turnover, your duties may be adjusted at any time: either other responsibilities will be folded into your workload and you’ll be told they were part of your job all along, or you’ll be transferred to another department without warning—making every aspect of life full of surprises and excitement.
2. Hardworking and resilient
Since there are not many boundaries between roles here, you’ll get to experience the ultimate challenge of wearing many hats: PM and consultant, PR and customer service... If you’re skilled enough, you might even be able to keep working in your dreams.
Why quibble among family? Simply join the family and enjoy the following arrangements ❤︎:
1. The family will thoughtfully plan everything for you. To save everyone’s valuable communication time, out-of-the-blue decisions are always efficiently delivered directly to you, without going through a supervisor or any intermediary. After all, we’re family now—why quibble over so much?
2. Of course there are promotions. If you are fortunate enough to become an acting supervisor, you may remain in the following state until the day you leave: official responsibilities, acting-level compensation, along with the promise that “if you work harder and achieve whatever,” you can be made permanent.
3. In preparation for listing on the stock exchange, the family cares about how its members use their own money, so it once thoughtfully invited a bank to the company to explain loan-related matters, helping family members become shareholders of the family and making the family bond even stronger.
The family’s areas of expertise:
1. General rule for solving problems: change the department name to fix everything; reshuffle the organization to cure every ailment (don’t worry, this show is performed often).
2. Skilled at adhering to a freewheeling culture, with basically no SOP constraints internally or externally. Quality is like opening a blind box; with a bit of luck, you might even get the grand prize of having personal data exposed internally.
3. Occasionally tries out practices in gray areas. If you don’t remind yourself to be careful, you may cross the line without realizing it.
4. Uses rhetoric to dress things up as a wonderful future, ensuring your compliance so that goals can be achieved.
5. This supposedly generous family often gives only half the generosity: benefits come with conditions, and bonuses depend on luck.
In short, it all comes down to one word: “chaos.”
Finally, I sincerely wish the company great success, that AI smoothly replaces its workforce, and that it soon becomes a company with no employees. After all, only nonhumans should be able to fully accept an institutional environment like this.
How could there possibly be anything wrong with the company? The problem is always the employees.
From a work perspective, most of the managers are still communicative and are quite willing to teach.
However, they often put their emotions before professionalism.
You’ll be more efficient if you first deal with their emotions—or observe them carefully beforehand.
If you’re good at manipulating emotions, or skilled at managing the emotions of those above you, then as long as you don’t expect a decent salary, I recommend joining this company.
Technically, they want to dabble in everything but simply don’t want to spend money; yet they’re willing to spend a fortune on renovations.
That said, this really is a strength—the place did look much better after the renovation.
Here’s a little secret about how to get the leaders to like you:
At this company, you need to make yourself look very busy—and make sure they see it.
Don’t handle things too quickly or efficiently; you should even work overtime for no reason.
Also remember to call the boss in the middle of the night.
Tell the boss you’re thinking about the company’s future and can’t sleep.
Say you’re thinking about it alone on a park bench.
Whatever the boss wants you to do, do it.
The grander the show, the better.
Then bluff your way through with something simple.
See? You’ve done it~
Don’t touch anything complicated.
As an aside:
Because the company is preparing to go public, the organization chart changes faster than software versions are updated.
The boss publicly said: “Intellinet lacks neither talent nor funding.”
But your salary probably won’t be adjusted much, and because of the low pay, employees in relevant positions come and go quickly.
They don’t really like following SOPs. There are always a bunch of little backdoors or special circumstances, and you absolutely won’t know about them unless you ask.
When you do ask whether the same arrangement can apply to you, you’ll discover that the rule has been canceled or changed.
When handling matters, they also often pull in the big boss directly to exert pressure, and then you’re expected to carry it out immediately.
Naturally, this increases the likelihood of something going wrong, after which the review will simply blame the executing staff for lacking ability.
Instead of making an effort to rely on standard procedures to reduce the likelihood of accidents, they just find someone to take the fall and kick the matter over to them. Naturally, that person leaves not long afterward.
They’re often not discussing how to solve problems, but thinking about how to cover them up.
A lot of the time, I wonder how this company still hasn’t been sued. The people handling the ritual offerings and prayers are truly impressive.
When a customer’s anger is about to break through the ceiling, some unknown force will make them calm down.
“Oh dear~ The money’s already been spent, and the system is already in use. They must be very busy right now, so just calm down for the moment.”
You have to write a whole bunch of work logs here, but dealing with the point system is also a hassle.
The department managers and colleagues are generally supportive, but the salary growth in non-technical departments is poorer. In principle, the company follows the Labor Standards Act, and overtime can be claimed.
There is a lot to learn. People without a foundation can gain some experience here, but the technical depth and alignment with the market are somewhat lacking. You may need to work on different projects for several more years before you get the chance to encounter new things.
About 80% of the negative reviews on Tianyancha come from the other half of the organization. Some complaints are genuinely filled with too much hatred and are somewhat exaggerated. I also don't know how that side managed to accumulate so much resentment. Unless you are applying to certain specific departments, just take those reviews with a grain of salt—this place really isn't as bad as some people claim.
To be fair, I would still personally recommend this company. Aside from the relatively low pay, it is a warm and humane company. Capable people can complete their tasks here with ease; it's not a problem.
Benefits keep being cut back in the effort to reduce costs. The layoffs a while ago actually affected everyone, and there are many projects, but the project, technical, and maintenance teams are all seriously understaffed.
The company has not realized that its offers are too low to retain people. It keeps cutting or freezing raises, and new hires often leave after working here for a while because they feel there is simply too much to do. Sometimes, to save on labor costs, the company does not fill vacancies, resulting in a staffing gap every few years. Please, save your own soul!
The company has no dedicated project manager system. Project managers are often the people responsible for execution, who take on the role themselves. Revenue is recognized based on the WBS in work logs, which means repeated adjustments cannot be truthfully reflected. Work logs should be called costs, yet they are used to calculate revenue. In short, this is a case of a bad practice becoming entrenched.
Upper management is becoming increasingly centralized, with less flexibility, yet the results are not reflected in performance evaluations. The company now operates with profit centers but still refuses to adopt a dedicated project manager system. How can anyone be evaluated fairly when the player is also the referee?
Some unprofessional salespeople make exaggerated promises and sell things that cannot meet customer needs. When execution gets stuck, the company treats it as an excuse. It's really a case of “if you can do it, then you do it.”
Some people are disasters, but they are ****, so they never get blamed. Have they ever wondered why everyone around them can change jobs or resign, while they are the only one still stuck in place?
Whenever someone wants to resign, they are transferred to another department first and then allowed to leave; afterward, the company criticizes other units for having high turnover rates…
Just pay people properly and the turnover rate will come down. Seriously.
Also, if a task requires three people, don't assign only two. There is absolutely no backup staffing. When one person leaves, another will follow, creating a domino effect that is bad for the company.
There is nothing wrong with pursuing new areas, but don't treat every trend like soy sauce and dip everything into it. Some things simply have no future… Why waste manpower here?
A place for people changing careers from non-CS backgrounds to build up their experience
I’ve already heard of many people who left this hellhole and moved to companies with higher salaries
The technology is not mainstream
If you want to change jobs, you’ll need to self-study; you can’t rely on the technology here
Perfect-attendance bonus: 2,000
Quarterly bonus: anywhere from 0 to 200 is possible
Year-end bonus: “usually” 1–1.2–1.5 months’ salary (the perfect-attendance bonus is not included in the number of months)
There are a lot of incompetent old-timers here who have never seen the world
They make HR systems but spend all day thinking about doing illegal things
Only come if you’re sure you can endure it
Even long after leaving, you can still hear the company's internal horror stories—they're fascinating.
An absolutely amazing company. You don't have to join it, but you should definitely recommend that your friends do.
1. The company recently got a new general manager (originally from sales), who started using all kinds of workplace manipulation tactics. Whenever an employee wants to resign, they say things like, “Then just leave. The company will be fine without you,” and similar remarks. It seems they recently ran into a real setback, resulting in experienced or highly capable employees from certain departments (sales, customer service, marketing, and product) all leaving. The boss has now started emotionally blackmailing employees in every possible way to make them stay. (Originally, employees were told they could leave immediately on the day they announced their resignation; now the company is using labor regulations to bind them, saying they must give the required notice and work until the expected end date.) Yet they completely disregard whatever grievances led employees to want to resign.
2. The boss is obsessively trying to force AI into everything, to the point of driving away everyone underneath them.
3. To prepare for listing on the stock exchange or OTC market, the company hired audit personnel. However, every auditor left soon after joining; none stayed long. One auditor even said: “The more you know, the faster you run.”
The above information has been verified with multiple employees who are still in the line of fire, as well as employees who recently resigned.
The company has a low entry barrier; comparatively, its salary levels are not very competitive in the industry.
It is currently striving to go public or be listed on an OTC market. Employees may have the opportunity to subscribe to shares. In principle, before being listed on the OTC market, the company follows relevant Labor Standards Act regulations very closely.
Overtime after 18:30 can be reported and is handled through a points system. You are required to write work logs (the company places considerable importance on these logs).
The technology is disconnected from the broader environment and is quite idiosyncratic.
Documents are often delivered through communication software. Although the company has a NAS and its own document management system, the update frequency and actual content often do not match.
Almost all technology-related departments question the accuracy of the documentation and need to rely on software engineers for assistance in locating information.
You often need to test the logic yourself and fill in the overall logic on your own in order to complete projects.
It is rumored that gender-equality complaint cases occurred over the past three years. The related handling methods have caused some employees to question how seriously the company takes gender-equality issues.
There has been no apparent change in the positions of the relevant supervisors or the subjects of the complaints; they remain employed. The affected individuals have resigned on their own.
Overall, this company is not suitable for those seeking long-term development or technical advancement.
There are still quite a few areas for improvement in its internal culture and processes.
However, if you have just changed jobs and are a novice engineer who needs to quickly build up experience,
this company does provide a low-barrier opportunity to get started and become familiar with the work quickly.
It can help you add practical experience to your résumé, which may be beneficial for future job changes.
Once you have gained the experience, remember to observe the timing and leave decisively; this will be healthier for both your career and your physical and mental well-being.
The reviews from the past eight years on Tiān Yǎn Tōng have basically remained accurate to this day, with no changes whatsoever.
You’ll meet many comrades-in-arms
1. Manager: I don’t know how to put it... every red flag is checked.
2. Colleagues: There are two types—those who are comrades-in-arms but quickly die in battle, and those who ##make you die in battle.
3. Job content: If you have the ability and experience, you may feel like it’s some kind of joke; if you don’t have relevant experience, it may just be a joke. Those who like being directed and contributing their credit may be quite suited to it.
Willing to give opportunities to people without experience or relevant educational backgrounds
Those who want to know about the company culture and atmosphere can refer to the comments in the chat section from seven years ago.
Now, in 2024, there has still been no improvement—it is exactly the same as it was seven years ago.
The department atmosphere and colleagues are fairly good, and overtime can be claimed.
However, the employee turnover rate is very high.
Training basically consists of being given documents to read on your own, which is very unfriendly to new employees; the turnover rate within seven days is extremely high.
The salary increase promised in the interview upon completion of the probationary period was not delivered, and then there was no follow-up. There is a full-attendance system, no flexible shifts, and you can probably leave after just going through the motions for a while—the system cannot retain employees.
Willing to give people without experience/new graduates a chance; if you have experience, the salary offered is fairly decent.
There are company trips.
The work atmosphere is cheerful.
Very little overtime (I’m not sure whether this is due to the nature of the work; in three years, the total overtime did not exceed two days).
The work is stable.
Some department managers are old-timers with little ability, so working with them can be more difficult.
It is very easy to reach a bottleneck at work. The products are not very challenging, so for people who are more capable or learn quickly, there is little challenge. The salary also will not increase noticeably as a result. It is not suitable for ambitious people to stay long-term, but is suitable for taking it easy until retirement.
I couldn't feel anything at all.
I first received a proactive interview invitation from the company on 104. Although I took a look at Jobmentors and got the impression that it might be a bit demanding, I still thought it would be worth giving the interview a try, so I replied that I was willing to accept the invitation... But I never expected to be left on read immediately. Later, when I asked again whether there was an opportunity for an interview, they also simply left my message on read. That was extremely disrespectful—not even a reply. Is this the level of conduct your company stands for?
Transportation subsidies are provided for business trips or overtime work
The starting salary is very low compared with the industry
Most managers are old-timers. As far as the company is concerned, there is never a problem with managers, even when there clearly is one, so they are fundamentally unable to retain new hires.
It is an overtime-driven company. Because of its overtime system, it even introduced a strange “Happiness Day” (Wednesday Happiness Day, when employees are forced not to work overtime), but leaving work on time should be basic, shouldn’t it...
Even if dispatched employees report their overtime to their managers, they still will not be able to obtain overtime pay.
If you have fresh energy and want to hone your skills, you could give it a try.
If your supervisor doesn’t interfere, you have a lot of flexibility in managing yourself—as long as you get the job done!
There are major problems with code quality, and frontline service staff have to bear the pressure caused by poor quality!
There are also major problems with internal communication. Delivery documents and internal policies are mostly communicated through messaging software, with no standard operating procedures,
making it difficult for subordinates to get their work done.
Specializes in deceiving inexperienced newcomers by talking about how great and benevolent the company is
(A few) colleagues are genuinely nice
Every day they claim to be a "software" company, but none of the SAs can program
The technologies used are out of touch with the broader industry, version control is extremely poor, and those above only know how to shift blame
If you want to write software, there are many good companies willing to train newcomers; you don’t need to go to this one
Overtime reports are rejected for all sorts of reasons, and you get mocked for leaving work on time
The company’s policies and procedures are not clearly defined, especially regarding bonuses; even when asked, supervisors say they don’t know
In any case, becoming a PG there is a dead end with no prospects for development
If you work past 8 p.m., a bunch of people will order food together, eat, and chat.
The technology is out of touch with the broader environment. They use a JAVA-language framework that was (supposedly) developed by the company’s vice president himself.
There is no IDE support whatsoever; all programming is done with a text editor (come here if you want to hone your skills).
The training is as good as nonexistent, making it difficult for new programmers to get up to speed.
Don’t even think about overtime pay.
The vice president himself looks as though he looks down on the entire world.
Parking spaces are available for rent
A magical points system—if you don’t have enough points, that’s your problem. Remember how many points you still owe the company this month.
Learned a lot, and the supervisors are very patient. It feels like a big family and is very warm and people-oriented—a happy company. The promotion system is also quite good; as long as you are willing to work hard, the salary adjustment range is quite reasonable. Everyone in the department is young and quite interesting.
Although it is sometimes very busy, the feeling of striving together with everyone is great.
Suitable for slaves; people with a strong slave mentality can give it a try ^_^
Whether you get overtime pay or not (already crying)
Employees are forced to clock out,
clock-outs made late are invalid,
so there will be no record of overtime, and even if the government investigates, it won't find anything,
what a wonderful company. You have to request overtime pay for working on holidays,
but the supervisor stipulates that statutory holidays be changed to regular days off!
A sweatshop company—young people, don't do anything rash and apply~
Suitable for slaves
Low pay, and they force people to work overtime without paying overtime. The reading group does nothing all day but post brainwashing articles, while the big shots are all snobbish and engage in intrigue against employees.
None
I applied for a position in Hsinchu but was asked to interview in Taipei. Once I arrived at the Taipei office, HR had no idea about anything when I asked questions. The written test and interview took less than an hour and a half, and I was reminded that I would still need to attend a second interview in Hsinchu the following week. While I was walking back to the MRT (about 15 minutes later), HR called to say that the Taipei manager wanted to interview me and asked me to return to the office once more. I refused at the time.
From a business perspective, we need a few more people who think proactively and positively. When going out to meet clients, remember to record the entire outing from start to finish to protect yourself; otherwise, senior executives may suspect you of misusing public resources to take a female companion out to celebrate her birthday.
From a project perspective, we have reached the peak and need to create a new one, so please stabilize the situation first.
From an administrative perspective: ten out of ten, nine beauties, six deities, five principals, four up, three down, two outs, a runner on first—9487.
From an engineering perspective, at the top of the supply chain: anyone who has seen *Hacksaw Ridge* knows that, after the Battle of Okinawa, logistics were severely inadequate. No wonder the number of dead and injured keeps increasing, with more and more of them and no decrease in sight.
As for senior management matters, try to avoid having employees do work such as transcribing audio recordings into verbatim transcripts. Not only does this squander young people’s physical and mental well-being, it also affects the harmonious atmosphere within the company.
To sum up, if you do not work hard, you cannot get ahead—but remember to make sure your efforts are seen. Remember that overtime is your problem; the department’s performance is what matters. If you do not meet the target, your supervisor cannot do much to help you. If you do meet it, remember to ask for what you deserve, because only a few people will remember. The law emphasizes reason, emotion, and rules; the workplace emphasizes KPIs. The more you stand out, the more “periods” follow. As for Yueh’s, just drink more water and don’t talk too much; you need to learn to deceive yourself and others… You do not necessarily need ability to rise to the top, but you do need connections and to tell people what they want to hear—then you will climb faster. Wishing everyone a bright future and auspicious tidings.
They obstruct overtime pay claims in various ways and even force employees to clock out early.