The company environment is very good,
There are many internal resources,
It is some distance from the MRT station, which is really inconvenient for people who commute by MRT.
If you like “robotic management, psychic-style work, and policies that are updated every day,” this place might be a good fit for you.
In reality, I was an engineer outsourced here through multiple layers by X Fan, and the experience was truly awful. During the interview and discussions about joining, HR Lynn kept pressuring you to agree through “relentless nagging plus moral coercion,” making you feel as if refusing meant you were being disrespectful; yet the genuinely important contract terms, job duties, and scope of responsibility were often explained vaguely. 😑 Only after joining do you realize that “the work is simple—just follow orders” is what really matters.
Since X Fan is shutting down, here’s a thousand in cash to see whether anyone forgot to collect their severance pay. 🙂
The upscale image-marketing package is great!
Of course, I haven’t forgotten that I was an engineer outsourced through multiple layers; this experience here was truly awful. During the interview and discussions about joining, HR Lynn kept pressuring you to agree through “relentless nagging plus moral coercion,” making you feel as if refusing meant you were being disrespectful; yet the genuinely important contract terms, job duties, and scope of responsibility were often explained vaguely. 😑 Only after joining do you realize that “the work is simple—just follow orders” is what really matters.
The strangest part is that other employees are assigned to different locations, while upper management seems not to know much about what is actually happening on-site; when problems arise, they ask questions and change policies at the last minute. The same matter can have a different version every day, and the managers do not even have a unified plan or explanation. It feels like being trapped in a never-ending loop. 👻
Pay also requires special attention: the base salary plus meal allowance and position allowance may ultimately still fall short of the figure agreed upon at the beginning. As for employee training? Basically, you have to rely on psychic powers. There is no comprehensive training, handover, or mentoring system. When you do not know what to do, you are left to figure it out yourself, and when you make a mistake, they ask, “Why don’t you know how?” and “Why didn’t you ask?” 😵💫
Staffing is also extremely lean, so whenever someone takes leave, there is easily a shortage of personnel, and work assignments are often chaotic. Even more amusingly, when you ask whether there are any SOPs, documents, or electronic materials to refer to, the answer is: “No, that’s called experience. You’ll know how to do it after you’ve been here long enough.”
In summary: They are skilled in the art of rhetoric and can make white sound black; they tell different stories to different people, and the policy can change every day. As for afternoon tea? One bread roll. 🥐
A company controlled by HR.
The mid-level HR manager personally thinks they have tremendous authority and looks down on everyone.
They also don't take department managers seriously.
Their speech is full of arrogance.
Still, I wish them success in finding the ideal candidate they envision for the mid-level HR manager position,
because I want to see things not go as they wish.
Defining others according to your own way of thinking will be the main reason your outlook remains narrow throughout your life.
Unfortunately, you are still a mid-level HR manager.
The entire company may face the predicament of being unable to break new ground because of you.
Insults people without the slightest restraint.
I was effectively double-outsourced into a technology company with a character resembling "sail," and the reality was vastly different from what HR Lynn described at the time. I should never have joined.
There appear to be plenty of resources on the surface, but managers are unwilling to let you actually use them, and suggestions are often inexplicably canceled.
Meetings are like elementary school children arguing. Even having a cup of sparkling water can get HR to make trouble for you—truly making a mountain out of a molehill.
Educational resources are visible but inaccessible. Many people wield small amounts of power disrespectfully toward subordinates and frequently criticize people by belittling their character. There is no overtime pay either; overall, the atmosphere is chaotic, with widespread slacking on the couch.
None
The main issues are with the work environment
1. Some departments do not like taking lunch breaks. If you have a habit of taking a lunch break, people will make comments about it (your own time is still subject to…)
2. It is unclear whether this is department culture or company culture, but there are often personal attacks or verbal abuse
3. The company has a very high turnover rate
The interview can be conducted via video.
There is a very high probability that the video interview will be with a manager from a different city.
After reading the other reviews, I can only say that all these problems still exist in 2024: people-related issues, annual leave issues (the company requires you to take time off), and managers do indeed engage in a lot of PUA. In addition to issues within one's own department, because the office is an open space, you often hear managers from other departments berating people, and it is always over trivial matters.
The company mentioned many resources during the interview and new-hire training.
Although there are many resources, your supervisor may not necessarily let you take advantage of them. Previously, the department planned courses that employees could choose themselves. I chose AWS, but my supervisor said there were currently no plans for cloud-related business, so I was not even given the opportunity to attend the course I had originally selected.
If you think SYSTEX has educational resources, I still recommend thinking twice. Just because you can see them does not necessarily mean you can benefit from them.
None
Already had three years of experience and certifications. During the interview, they said that 40,000 was already very high, which was a bit ridiculous.
The supervisor would say how many people they had fired from this position before finally finding someone stable, implying that subordinates should cherish this opportunity.
None
Summary of several major problems
1: The job duties described in the interview did not match the actual duties. The interview said the role involved cybersecurity, but in practice you were required to do backups.
2: The supervisor often made personal attacks, saying that your logic was flawed, when in fact the problem was with the supervisor. For example:
2-1: Veritas incremental backups would not run a full backup, but the supervisor said they would and also said that you did not understand backups.
2-2: You were asked to use Backup Exec to back up and restore database tables. When you raised questions, the supervisor would say that they knew it could not back up the tables and ask why. When you said it was a product limitation, they would start criticizing you for not understanding backups (other vendors' products can back up database tables...).
3. The supervisor earns money from China while also criticizing China (a character issue).
None
They proactively invited me to interview for a business manager position, but during the interview they criticized my experience and disparaged me relentlessly. It was extremely disrespectful. They were on their phone throughout the interview, clearly unwilling to listen to what I had to say. Truly the rudest interviewer I have ever encountered.
As soon as they sat down for the interview, they started bragging about how capable they were, saying they had worked at the company for 25 years and that they had personally led more than a hundred employees.
So I thought... after working for 25 years, you still need to spend time interviewing candidates? Your time really is precious, isn't it? :)
They even said that women in sales need to know how to act cutesy and coquettish? What kind of sexist comment is that?? I still can't believe what I heard.
The interview is conducted online, so there’s no need to make a special trip to the office.
The position I interviewed for previously involved working on an insurance app.
The interviewing manager was the PM for the project, but I felt that they showed very little respect for professional expertise.
They claimed they would also take on the architecture responsibilities, but someone who had moved away from technology and into management was going to lead the technical work?
They wanted to build a good product but were unwilling to invest in a dedicated architect. It’s frightening to think about.
(It’s probably not necessary to spend extra time on an in-person interview; an online conversation should be sufficient.)
The pandemic is over now, so I wonder whether this product launched on schedule or has already failed?
1. You can choose your clock-in time freely; your working hours are flexible.
2. There is no new technology, so those looking for an easy retirement-like job can come here.
The interview is completely different from the actual job—just trick people into joining first and worry about the rest later.
The company culture and atmosphere are like stagnant water.
Managers rely on their seniority, think highly of themselves, and are self-righteous.
They often berate people in ways that demean their character.
For example: “You’re really a terrible person,” “You’re such a failure,” and “You’re really very careless in the way you conduct yourself.”
All of the above shortcomings still exist to this day, preserving the fine traditions—great.
There’s nothing wrong with the advantages either.
I hope the supervisor keeps their promises and follows through on their word :)
Whether a supervisor is good or bad really depends on the department.
HR has too much authority and undermines the hiring manager’s judgment.
When it comes to IT expertise, only the department head knows what kind of people they should work with; after all, the experience those managers have gained is not to be dismissed.
The HR staff are nice
The B1 office area is beautiful
Flexible working hours
1. Your instructor determines your fate. There are many two-faced people, and you often get stabbed in the back.
2. Be prepared for managers who cannot handle things. They say everything is fine to your face, but bad-mouth everyone behind their backs and habitually deal with the people who raise problems instead of solving the problems.
3. The atmosphere in most departments is terrible.
4. The turnover rate is extremely high.
5. The three major holiday bonuses are not fixed; KPI and year-end bonuses are given entirely according to the manager’s mood.
6. It is great training for your temper, patience, and intelligence—there are a bunch of people who treat minor authority as absolute power.
The salary is reported truthfully
A 6% labor pension contribution
After three months, you are entitled to three days of annual leave (provided that you pass the probationary period)
Although the other reviews are already from a long time ago,
I still completely agree with all of the comments above.
If your mentor does not like you, there is a high chance that your probationary period will be extended by three months.
The company will probably arrange for you to start around the middle of the year~
There is a chance they will dismiss you at the end of the year, when you have just completed half a year, to save on severance pay.
Your mentor accounts for a significant proportion of your evaluation, so if you do not win them over during the first three months, you are probably screwed.
They will also pretend not to know anything and avoid taking responsibility, even though the opinions were clearly yours~ What a joke
The environment is good
The interviewer had a good attitude
Interview process:
Before the interview, I took a test.
First, I introduced myself, and then we started discussing personal matters (information on my résumé).
Next, the interviewer introduced the work situation.
In addition to receiving students,
there is also basic network hardware repair (e.g., the monitor has no display, there is no network connection, the computer cannot boot, etc.).
When administering certification exams, if a problem occurs, you need to be able to communicate in English with the testing center by phone to resolve the issue.
Working hours are not fixed.
If there is an exam, the earliest start time is 6 or 7 a.m., and the end time is uncertain (in any case, arriving early means leaving early; staying late means leaving late at night).
Basically, the schedule is 9 a.m. to 6 p.m.
There are two people in this position, who take turns working and taking days off.
None
Colleagues get along harmoniously, and the atmosphere is pleasant.
Labor insurance contributions are not underreported; the company follows legal procedures.
All the subsidies that should be provided are available.
The employee welfare committee and HR organize many seminars (depending on whether your supervisor is willing to spend time developing you), group purchases, and more. The publishing houses under the company also offer discounts.
1. After joining a department, you will be assigned a mentor. If your mentor happens to be controlling, gets along poorly with other colleagues, is incompatible with you, and is trusted by your supervisor, congratulations—you have a 100% chance of being forced out.
2. There really are supervisors who do not deal with issues and pretend nothing happened. They may even ignore improperly assigned performance ratings for their subordinates, only apologizing to employees and saying that they cannot modify the system, and so on, instead of resolving both major and minor issues.
3. The company hires professionals but gives them no room to make use of their expertise, which is a real shame.
4. No matter what type of leave you take, you still have to use annual leave first. This is an internal policy.
The company lures people in first and worries about the rest later.
They’re all fake job offers tricking you into joining as a full-time employee.
1. It can add to your work experience.
2. It can serve as a temporary stopgap when you can’t find a job.
1. After being hired, you are not a full-time employee but a dispatched worker.
2. They verbally said that raises would be based on KPI performance, but even if you meet the targets, you still can’t get a raise.
3. Bonuses are paid only once a year, and each bonus is approximately NT$1,000–2,000. Oh, right! If you receive one, you’re supposed to thank the company and praise the company.
4. The workforce is continually being reduced, and the workload keeps increasing, but the salary is as steady as Mount Tai—it refuses to move at all.
5. One full-time employee was told in the afternoon that they would not need to come to work the next day—at the end of the year, no less. How badly do they not want to pay year-end bonuses?
6. After firing full-time employees, they call people back to work when they are short-staffed. Of course, those workers then become dispatched labor. What a joke.
7. Bonuses that have already been paid can still be reclaimed, supposedly because they were paid by mistake. They deduct the amount month by month, and they even get the payment date wrong. What a joke.
8. Senior management only ever looks at KPIs while ignoring the actual situation on the front lines, so people end up constantly falsifying KPIs for management to see.
9. This is the kind of workplace where, no matter how hard you work after joining, senior management will always earn high salaries and receive bonuses, while you can only thank and praise the company for giving you that meager salary. Take this as encouragement for us all.
SYSTEX currently specializes in laying off full-time employees, then having the positions that were cut rehired through staffing agencies as contract workers.
Your salary isn’t much, but it’s not so low that you can’t survive.
Moreover, your raises don’t come through your base salary, but through bonuses. You may get one in the current year, but as for the next year, you might as well pray for divine help.
Senior executives say nice things at every year-end banquet—about how much we’ve earned and so on—but full-time employees are still laid off as usual, bonuses are withheld whenever possible, and contract workers continue to be hired.
As for what managers say, just listen and leave it at that. Become a full-time employee? These days, so many full-time employees are fired right before year-end bonuses are paid. Would you dare make the switch? As for bonuses, I had a colleague who resigned. They said they would pay the bonus, but more than a year passed and it still wasn’t paid. In the end, the final straw that led this person to resign was receiving a bonus barely enough to fill a gap between their teeth. They promptly left for a rival company, where the base salary was higher and bonuses were also given generously.
You can join if you want—just treat it as a way to build your experience. After all, it is a large company. When the time comes, leave if you find a better opportunity. Otherwise, SYSTEX will only ever be able to offer bananas in exchange for the work people do.
The salary is very low, and performance bonuses are entirely distributed at the manager’s discretion. If the manager has a conscience, they may give you a little more; if not, they might fob you off with a few thousand, and you still have to thank them for giving you at least a few thousand—some colleagues don’t receive anything at all~ The manager has tremendous power over distributing money and deciding which projects you can join. If you’re not one of their trusted people, you may be frozen out, ultimately unable to work on more than a few projects. Some colleagues have even been pressured to resign as a result.