The restroom has squat toilets.
During the interview, I already explained that my professional capabilities were broad but not specialized, and the senior manager who interviewed me also said he understood my situation.
After I was hired, they complained that my professional capabilities were not specialized enough.
What an interesting company.
The supervisor engages in PUA manipulation and was once reported to senior management: The direct supervisor said, “Are you refusing to follow my leadership?” This is not in line with Qisda’s culture.
You may also get reprimanded by senior management.
At an overseas plant, when using English to discuss work with local employees, the supervisor would stop and listen nearby, and later question why you were chatting during working hours…….
The supervisor engages in PUA manipulation and was once reported to senior management: The direct supervisor said, “Are you refusing to follow my leadership?” This is not in line with Qisda’s culture.
You may also get reprimanded by senior management.
At an overseas plant, when using English to discuss work with local employees, the supervisor would stop and listen nearby, and later question why you were chatting during working hours…….
There are basically no advantages.
The only advantage is that the salary is paid on time.
It is basically an underground factory. All day long, technicians, line leaders, and production-line workers are reprimanded for chatting a few words; they are either counseled, written up, or called in for a lecture. Full-time employees and contract workers can chat while helping on the line, and you may even see line leaders finding places to hide and sleep. The monthly bonus is always only 300, yet they expect us to work ourselves to the bone and rush to meet output targets, producing as much as possible just to earn bonuses for you managers.
If you take leave during the month (the company discriminates against women by providing menstrual leave), you cannot work overtime that month either. Overtime always goes to the same few people, unless the boss discovers that they have worked too much overtime and assigns someone else instead. Salaries are also frequently calculated incorrectly. When you ask about it, they say things like, “This is difficult for me to handle; I need to contact HR,” and so on.
If you have ever said that you plan to resign, the line leader will come and ask you every month when you are leaving, repeatedly.
When line leaders are replaced, they do not inform you in advance. They wait until you arrive at work that day, tell you to provide support somewhere else, and only then tell you that the line leader has changed. Afterward, you work under a different line leader or on another floor. To put it bluntly, the whole place is awful. Don’t even get me started on HR: you call the company, get transferred repeatedly, and no one ever answers.
To put it plainly, people in positions above “all-rounder” on a certain floor spend almost all their overtime slacking off; some even deliberately hide in places without surveillance cameras…
A great company that refreshes your perspective 👍
The only downside is that there are no upsides
There aren't really any particularly happy memories.
There are always a few days each month when women are inconvenienced. After a bout of heavy bleeding, I needed to use the restroom. I informed the supervisor, but the response I got was, “No. It’s almost time for a break.” Unsurprisingly, I ended up leaking. I changed my sanitary pad once every class, only to be discussed privately and told that I went to the restroom too frequently.
Those without luck when it comes to supervisors are simply at a disadvantage. Supervisors always favor their own favorites. Even if it wasn't your fault, it will still be considered your fault; it will never be the favorite's problem.
The annual raises are also pitifully small. It feels like they’re coaxing a child—an increase of 300 is considered a lot.
October 2019 Applied for an XRF Assistant Engineer position
The job responsibilities required by the supervisor were more extensive than those listed on 104.
1. Cross-departmental communication within the company.
2. Review the supplier’s EU regulations and determine whether they can be reduced somewhat.
Occasionally worked overtime until 7 p.m.
Remember to finish drinking the cup of water that HR gives you; that’s what respect means.
The interview invitation was sent personally by the hiring manager, who first explained the job responsibilities over the phone. There was no indiscriminate HR outreach or mismatch between the candidate and the position.
The interview process includes an English test and a logical aptitude test. The English test is similar to the TOEIC, and some departments and positions require meeting an English proficiency threshold. You also have to pass the logic test, and it seems there are only two chances…
After passing, you chat with the hiring manager (at the section or department level). A higher-level manager had a meeting that day, so I had to come back again afterward, with no travel reimbursement. In short, after all the managers finished interviewing me, HR came in to confirm everything and asked me by email to fill out a questionnaire and send it back. The HR portion was rather tedious, and the questions were also very boring.
Pros: The manager who invited me to the interview was quite sincere and proactive about building a good team (of course, this was his first opportunity to lead a large team). I interviewed for a unit focused on automotive and industrial solutions. The company is also much larger, so the work is divided very thoroughly.
Cons: Because the company is large, the testing during the interview took a lot of time. In addition, many employees have been with the company for a long time, which has also led to a narrow-minded, arrogant culture. When speaking with the other interviewers, their self-satisfaction and egocentrism were very obvious, making me feel strongly that I was being looked down on. It was like being interviewed by online trolls. If you have strong independent thinking, you might want to take on the challenge.
None.
Sharing my experiences from working at this company and the absurd situations I heard about; any resemblance is purely coincidental. Let’s start with the electronic component shortages that began at the end of 2016 and were still severe in August. With supply < demand, some vendors’ costs went up, affecting BOM costs. The first people to suffer were the sourcers, who were under tremendous pressure. Fortunately, some people noticed that something was wrong and happily resigned. The new supervisor, meanwhile, gave the business unit 100% support, which caused many people to become very dissatisfied. After taking over, more than 10% of the staff resigned, and replacements have been coming in one after another. If you don’t believe it, go experience it for a few months yourself.
What was especially outrageous was that this company had no mechanism for controlling the sources of demand when placing requirements—whether they came from customer orders, FCST, or the business team simply being overconfident. This often resulted in excess inventory. One distributor complained to me that they had placed an order for over 100K units for a major project without having received an order, resulting in not only having the order cut but also having to absorb the inventory. Who would agree to that? No one’s an idiot. Later, this company recovered part of the order and asked vendors to ship within a very short time. However, the goods had already been transferred to someone else, so they naturally had to chase and reallocate materials again, causing a great deal of suffering. It was unbelievable.
As for the recent North American customer project, honestly, when I was still there, we treated the quantity for this customer as half of the stated amount. On top of that, when a certain PM was involved, the entire model’s life cycle had to be viewed even more conservatively; projects dying before launch happened often. Sure enough, because of the business team’s poor decision-making and its rush to place demand, the customer did not sell the project well—the monthly rental plan was for an in-vehicle device, but everyone has a phone nowadays, so why use something like this? The project was decided to be EOL. (I remember that formal mass production for this project began around Q4 of last year; I didn’t expect it to be discontinued so quickly.) After the business team hurriedly pulled the demand for the later stages—reportedly around 50K—I really feel sorry for the colleagues who are still there QQ.
In Taiwan, there are shortages of sourcers and buyers. Buyers are basically somewhat like general assistants; every day there are many simulation reports to respond to. However, responding to those reports is useless much of the time, because the BU player is also the referee and has the final say. If the material readiness date cannot meet the customer’s order-increase schedule, the BU head can approve placing the demand and tell procurement to chase the materials. Confused yet? Sourcers often have to cover buyers’ material shortages, and they also have to help handle serious quality issues.
When quality issues occur here, vendors are definitely in a disadvantaged position. Any production-line technician can casually highlight an issue, after which procurement and quality assurance have to deal with the vendor and determine responsibility. I encountered several cases that ended without resolution; it turned out that the factory itself was the problem… Oh, right—supervisors whose IDs start with JU02 are quite emotional. Watching them scold people will make you wonder why you came here to be mistreated. If you don’t have a high tolerance for being treated subserviently, absolutely do not go. For those whose IDs start with JU01, chasing materials should apparently be the top priority, and you’ll be expected to take the blame. As for JU03, their boss does things in a very interesting way—I can only say, interesting.
There is also a GPMC opening. The supervisor is a strong woman who does not really understand employees with families. The position has apparently been open for about six months. The people there only issue reports; they do not coordinate capacity or the placement of material requirements with the business side. I heard that production control and procurement have quite a few criticisms of them, which does not surprise me. From the moment I joined, I felt this was an extremely cushy position: running reports, no performance pressure, and no need to chase materials. High inventory is the business team’s responsibility. Other than highlighting issues, I don’t feel they actually do anything to improve the situation.
Because you purchase the materials and deal with the vendors, whenever there is a problem at this company, you are the one who has to handle it. Material selection is handled by R&D, customers select the products, prices are negotiated between customers and vendors, and quality is audited by VQM—but any problems are all yours. I sincerely recommend that unless you have no other options, don’t go. You’ll be happier at another company.
The company is fairly sizable. Its recent strategies—production-line automation and relocating and expanding its facilities—show that senior management is determined to move the system integrator toward automated production. Some assembly lines can already produce high-quality products with a small workforce. For these automatically manufactured products, both cost control and product standards can be considered first-rate.
The distribution of the company’s product lines also reflects strategic considerations. They are broadly distributed across various types of non-consumer electronics equipment, such as smart meters, automotive radar, automotive chips, the M2M series, APs, and so on. Smart meters, in particular, have benefited from the recent smart-home trend, with very good sales and profitability. Overall, the company has deliberately tried to avoid making growth overly dependent on certain customers, but given market trends, this may not be as simple as senior management thinks.
Employee turnover is relatively low. Many employees have very low employee ID numbers, and there are many people with more than 10 years of tenure. However, in recent years, there has been a relatively small proportion of employees with mid-level tenure, while turnover among new hires has been relatively high. Compensation is considered good for a system integrator. For favored employees, performance bonuses plus the year-end bonus can amount to more than 16 months of salary for the year, and compensation packages in the BUs are even better. If you are interviewing for a manufacturing-related department, you might consider asking HR about openings in a BU, because they may not necessarily be more tiring, but they are certainly more favored and better paid.
The prevalence of employees with low ID numbers naturally means there are entrenched old-timers, many of whom came from the former Acer Group. Many people at the company may not be relatives or well-connected insiders, but they are certainly old friends or former colleagues, making many matters complicated and preventing issues from being addressed objectively.
After the factory moved to Lixing 6th Road in 2016, many absurd things happened, mainly minor nuisances such as renovation odors and small fires, which left employees badly shaken!? But this absolutely must not be disclosed to outsiders, lest it disrupt the harmony within the city walls.
The management ranks are enormous, often making you feel that there are several times as many managers as engineers, and the company is becoming increasingly bureaucratic. The main levels can be summarized as follows: chairman, general manager, BU heads of the business divisions, heads of each BU, Support Team directors, general plant manager, plant manager, center supervisors, assistant managers, technical assistant managers, engineers, team leaders, all-rounders, and operators. In my personal observation, the current problem of having more officials than soldiers creates serious obstacles. In addition, the company has recently favored bringing in parachuted managers from outside, and their numbers are gradually increasing.
The BU has an independent quality department that can pick and choose which products and customers to work on. They do not accept projects that are not favored, so you need to be accustomed to cleaning up other people’s messes while watching them bask in success. They like to go to the production line on orders from above and cause trouble, and despite knowing nothing about production details, they can point out many unreasonable tasks that people dare not challenge but have to carry out.
It is said that the plant manager privately told employees things such as: “You can apply for overtime pay, but it will be deducted from your performance evaluation and profit sharing,” and similar remarks. Since this content seriously violates labor laws, this section has been muted. Production-line employees have previously reported issues such as incorrect overtime pay, causing the company to come under the scrutiny of the authorities and leaving HR exhausted for several days.
Every company has its good and bad sides. The shortcomings mentioned above are merely the aspects I have observed; they do not mean that this company has no future or financial prospects, nor that you should resign. A more balanced approach is to ask whether you can accept these shortcomings, then either change them, accept them, or leave.
Sharing the company benefits: The unspoken rule is not to report overtime pay or compensatory leave. If you do report them, you have to submit them through the system for approval, and they will then be deducted from your profit-sharing or bonus.
There are very few discounts signed by the Employee Welfare Committee. The meals at headquarters are relatively better, while the factory is criticized terribly but still does not improve.
An order-driven contract manufacturer, where the support team is exhausted and often asked by the business units to do unreasonable things. It is becoming increasingly difficult to work, and everyone is suffering.
Cost down, yet high quality is demanded.
The company culture is full of all kinds of strange characters. People who slack off can survive for a long time, while conscientious people work themselves to death.
The salary is guaranteed for 14 months, and there are generally around 16 months of total compensation. Performance reviews and bonuses are not strongly related; it feels more connected to whether you get along with your supervisor.
M10280 is a new position. Since the factory and R&D were separated, PCC often has to travel to the factory to arrange material preparation and production launch, and is responsible for pre-mass-production work. However, sometimes Production Control also helps with scheduling projects, so both units are quite overworked. Therefore, it is hoped that MCC can handle this work. To be honest, it’s a shitty position—you don’t know what projects you’ll be assigned to support or how much work you’ll have to do.
Do not go to Q0510 under any circumstances. There are many long-timers, there is no vitality, and the senior managers apply high pressure. New hires do not stay for more than a year, and everyone works very hard. The production line highlights abnormalities from time to time, and there is no communication, improvement projects to push forward, and conflicts with QA; just dealing with these is enough to keep you busy. In addition, your supervisor will ask you to look into abnormalities in Kunshan and roll out the solutions horizontally. Sometimes you will have to go support colleagues in Kunshan, so think carefully before coming. The salary is average, around 16 or 17 months’ worth on average.
The salary is considerably better than the industry average, but not as good as GG’s. The working hours are reasonable. Wistron NeWeb’s organizational structure is pretty good. Work pressure depends on the department and supervisor. I don’t really recommend department 570; other departments are worth considering.