宇瞻科技股份有限公司

A company for coasting toward retirement, with little competitiveness. Long-term employees mostly remain in their comfort zones and have a narrow perspective; there is a lot of petty, meddlesome behavior, making it suitable for group-buying. More than half have over 10 years of seniority. Thinking is conservative and traditional, and people are keen on political infighting and currying favor, while lacking professional product knowledge. After seven o’clock, there is hardly anyone in the office, making it very suitable for people who want to have children, support their families, and live a stable life.

The tendency for bad money to drive out good is very serious.

Everyone had a great time with the group purchase.

1. After the first interview, applicants are required to submit a project report to have the opportunity for a second interview.

2. When discussing salary, the HR representative and interviewer passed the buck to each other, claiming that the other had the decision-making authority.

The HR staff are quite friendly.

The marketing department supervisor and director have noticeably low levels of professionalism.

I recently interviewed for the position of “Content and Video Marketing Specialist,”

but it has now somehow become a “Multimedia Video Animator” position.

This shows that the company’s hiring and candidate selection criteria are constantly changing,

without first thinking clearly about what kind of talent they are looking for before inviting candidates to interview.

The travel and preparation time for two interviews was completely wasted.

During the interview process, they repeatedly asked, “The director speaks rather directly. Can you accept that?”

This fully reflects the marketing department’s management culture described by the commenters below,

and clearly shows that there is no “standard based on professionalism.”

作品 are judged entirely according to “personal preferences.”

During the interview, I provided “advertising videos” I had produced in the past.

After watching them, the team leader was clearly completely confused and did not understand any post-production techniques.

They even evaluated the “advertising videos” by asking whether they were “funny or not.”

They had no basic understanding whatsoever of how video content is categorized.

The marketing department supervisor also shared former employees’ experiences as jokes,

fully demonstrating a management culture of “disrespecting professionalism” and “arrogant ignorance.”

Friends considering applying for the “Multimedia Video Animator” position should think carefully:

Are you willing to join a team with no basic understanding of “video marketing”?

Are you willing to reach a consensus with a supervisor who has absolutely no basic knowledge of “video post-production”?

The communication costs can be expected to be extremely high.

Positive reviews are provided for reference; negative reviews may be a bit more truthful.

Basically, there are many older employees, and people internally are all very good at passing the buck.

Look closely, and you’ll see that the same people are repeatedly posting positive reviews.

1. I currently have a good deal of autonomy at work, with plenty of room to exercise my abilities.

2. Parking nearby is relatively inexpensive compared with New Taipei, and the surroundings are also nice.

3. I work regular hours, and the overtime culture at this company doesn’t seem particularly prevalent either.

4. Most colleagues are very nice. There are some obnoxious old-timers, but what company doesn’t have people like that? The majority are good people, so it’s still acceptable.

5. The office environment is fine. The restrooms are a bit old, but they’re reasonably clean.

1. The company-provided lunch gets boring after eating it for a while, and there aren’t many places to eat nearby.

2. The benefits are decent, but as the old saying goes, if you want opportunities for advancement or expect better compensation, this company naturally still can’t compare with other, larger companies.

3. The location is in Yongning, a peripheral area. I’d say it’s fine for commuting, but I really wouldn’t want to live around here.

The interview was conducted online, and there was no next round.

The offer process was much more efficient than at my previous company.

The company is stable, and the salary is probably at around the 80th percentile or above.

The HR staff were quite nice and tried their best to help when I had questions.

Some people say it is a company where you can coast until retirement.

But I think that also reflects the fact that the company’s overall processes are stable enough for that to be possible, right?

Whether that is good or bad depends on the individual, so I wouldn’t really call it a drawback.

None

1. Managers make a lot of empty promises

2. The employees are not competitive, and there are many long-serving employees

3. Colleagues make especially many underhanded moves and are experts at stabbing you in the back

4. They gossip and chatter all day long

The benefits are fairly good.

Flexible working hours, birthday leave, no make-up workdays, family days, small activities, massages, meal subsidies, and points issued during holidays.

Feels like a company where people coast toward retirement.

Internal communication is difficult.

The brand’s core values feel like empty slogans.

The company is highly systematized.

Although the approval process is not particularly fast, compared with some large companies, it is already quite fast and efficient.

The CEO comes from a professional management background and remains sensitive to market trends.

Although the company culture cannot compare with that of foreign companies, it is still a well-structured company and relatively open compared with other Taiwanese companies.

The products may be somewhat lacking in variety.

However, this has both advantages and disadvantages.

The company organizes quite a lot of activities.

Not competitive

Suitable for people who like mindless work

A culture of flattery is very prevalent

When salespeople fail to meet their targets, they look for someone else to take the blame

The biggest flatterer is in HR

They only serve managers and completely ignore entry-level employees

There are a lot of IT staff, but they can't get any of the systems working properly

They only know how to spend a lot of money buying more systems

The chairman and general manager are very approachable

The other managers—let's not even go there

There are bonuses during the three major holidays. The company also holds small activities. Night-shift workers cannot participate, but there are still snacks, so it’s okay.

There are many convenient little things, such as a coffee machine, alcohol, a beverage vending machine, and NT$30 lunch boxes, which are a great deal.

There are too few parking spaces. The parking spaces for cars and motorcycles should be replanned.

1. Flexible working hours

2. The systems and policies are fairly comprehensive, and the standard benefits are all provided, though they are not particularly generous

3. The colleagues are all very nice and willing to help newcomers

4. The overtime culture is fairly reasonable. Just finish the work assigned to you, and you don't have to come in on Saturdays (many manufacturing companies require employees to work on Saturdays)

1. Parking near the company is difficult for motorcycles, while cars are comparatively easy to park

2. There are relatively few food options, but meal boxes are inexpensive at $30 each, so it depends on personal preference

1. Slower pace

2. Clean environment

3. Supportive supervisor

4. Just finish your own work

5. Leave work on time

Because my previous company was so bad, there aren't really any drawbacks by comparison

No advantages

If you are going to work as an operator in the testing department, you should definitely think twice!

The people training newcomers are not consistent. Their methods and standards for teaching the work methods and procedures are all different! Today, Person A tells you to do it one way, and tomorrow—or even shortly afterward—Person B reprimands you: “Why did you do it this way?”

Then, for another salary, you have to do a pile of work, while watching the long-time employees sit at the visual inspection station acting stupid all day, or watching them pick and choose their work!

You will constantly wear yourself down at work. Of course, if you like chatting about gossip and saying malicious things about others, and want a comfortable job until retirement, it is very suitable.

1. The colleagues are all nice, except for the marketing manager mentioned below.

2. The year-end bonus is also decent—you get paid.

3. The company environment is clean, so at least you won't feel disgusted at work.

That's it. It seems none of the advantages are directly related to the actual work.

I also don't want to generalize. Maybe colleagues who have worked in other departments think Adata is really great—truly, “Joining Adata is as steady as Mount Tai”!

All I can do is share my experience with everyone based on what I saw and heard there. Old friends who read this will relate strongly. New friends, if you receive an interview invitation, my advice is basically not advice but a warning: do not go! If you haven't submitted your résumé yet but are considering it, I'm not trying to persuade you either—I'm telling you: don't do something foolish!

---Back to the main point---

If we look back in reverse chronological order at when I originally applied for this position, the so-called Marcom role, there were far too many responsibilities that were not included in the JD described during the interview. In addition to being responsible for the commercialization process for all products—from the SALES KIT after a project was initiated, to applying for part numbers, packaging, and color boxes, then listing products on the official product website, followed by channel marketing, product marketing, and a whole series of other tasks—well over two-thirds of the work had never been mentioned at all when I applied. The role would also change according to the manager's preferences. I still remember that after I joined, the manager told me: Although you have experience with social media, this responsibility will be handed over to the person newly hired for the role in the future, so you can continue to be responsible for products and other overseas channels.

Little did I know that a few months later, after the new person arrived, social media was suddenly handed back to me. So what connection did that have with the job responsibilities we had originally agreed on?

With this kind of management style—changing decisions from one day to the next—and a manager who had no understanding of marketing, it was inevitable that the marketing department would eventually fall apart. What is most laughable is that the manager actually considered herself an excellent manager, with absolutely no ability to self-reflect.

She went from not understanding the products, to not understanding any marketing platforms, creative work, or techniques, and then to having no idea how to communicate across departments. Externally, she only wanted to be a nice person—truly, nothing more than a “nice person”—because she had no opinions or ideas of her own at work and simply followed the ideas of the people above her. Internally, however, whenever work was assigned by other departments or senior management, or needed to be completed, she would only blame everyone for not doing their jobs properly. She never considered whether these tasks fell within the scope of marketing, or whether staffing and time could reasonably be arranged given the schedule and execution requirements. She would only say: “You need to do it well. Don't let other departments think the marketing department isn't doing anything!” With this vicious cycle, who would want to stay and work here?

We all understand that no job in this world is perfect, and that we will inevitably encounter frustrating situations and undesirable work content. But in Adata's consumer marketing department, not only are you driven crazy by the company's system and the environment in which the marketing department operates, you also have to deal with an incompetent marketing manager. What are you supposed to do?

The manager was not only incompetent at work; her communication with others was so poor that it was impossible to understand. Here are some examples:

1. We often had to communicate across departments, so not being at our desks was perfectly normal. Yet when the manager couldn't find us because of some trivial matter, she said: “Next time you're not at your desk, carry your phone with you at all times—except when you're in the bathroom.” It was utterly ridiculous.

2. Following the previous point: if that's the rule, then why would she often take several hours to respond when team members tried to contact her through a mobile messaging app? If that isn't a double standard, what is?

3. Suppose a meeting was scheduled for 9:30 and several team members arrived at 9:27. She would say: “Look, all the women are here. How could you men be late?” First of all, arriving at 9:27 is not late. And when she says things like that about women, can it not be considered workplace bullying?

4. Regarding product-related reports, the manager had to report to the department director. But because she understood absolutely nothing about the products, she actually told a senior product marketing employee that they would have to attend these meetings from then on, saying: “You understand the products best here, so you go report.” Please—a company's marketing manager who knows absolutely nothing about the products: what is she even doing there?

5. There is no limit to the flattery. At the time, the general manager wanted to change one person, so the signatures in the approval system had to be replaced with new ones. Since I also used the approval system for certain documents, the manager actually asked me to remind the legal colleague that all signatures would have to be changed in the future, and even took me to speak with Legal in person. I really don't understand. Was it necessary to make such a fuss? Was she trying to let everyone in the company know that the marketing manager was so perceptive and proper that she had already anticipated the new general manager would need a signature file? Legal just smiled and said they knew about it, and that Administration would handle the signatures. Please, there was really no need to flatter anyone so excessively!

6. Speaking of flattery, there is another very laughable incident. At first, SKYPE was our company's main communication system. Later, the company notified everyone that it would switch to TEAMS. However, not everyone necessarily had both communication apps on their phones. A few months ago, during a major earthquake, many colleagues used SKYPE to report the situation and their expected arrival time at the company. After learning about this, the manager said in the group call: “The company is using TEAMS now. Reply on TEAMS.” I was speechless. What kind of situation was this, and she was still insisting on using TEAMS? She said it was because using different communication channels would confuse her. I really wanted to ask whether she also used TEAMS to communicate with her family. But this idea was quickly proven. She had to travel to Europe for two weeks on a business trip, during which she would be traveling with the general manager. Naturally, they would need to communicate through a messaging app. How do I know? Because in the early hours of a certain holiday, she sent me a message—you read that correctly, in the early hours of a holiday. She sent a screenshot related to an exhibition. Of course, she hadn't actually meant to send it to me; she had meant to send it to the general manager! This message showed that she had disturbed a company employee for no reason—what a ridiculous thing to do. And wasn't she always emphasizing that TEAMS had to be used? Then why didn't she use it with the general manager? Why not ask the general manager to use it too? Hahaha.

7. When I told her I was resigning, she actually said that I had no “code of the jianghu.” What kind of “code of the jianghu” was she talking about??? I resigned through the normal procedure—what was the problem? Before this, she had followed the wishes of her superiors and pushed out the senior marketing employee, with absolutely no handover—none whatsoever, zero handover. Did that show any respect for me? And guess what she said? She said: “Then why am I the one who has to clean up this mess?” After hearing that, I was genuinely both amused and speechless. A marketing manager who boasted every day about what she had done in the systems field and what she had achieved here and there actually said something like that. If you don't have the capacity for the job, don't take the job in the first place!! It was truly laughable!

There are actually many more areas of work where she was completely unable to help. The constant emotional manipulation and verbal bullying toward colleagues are truly too numerous to list!

Then, after returning from a business trip that was apparently also a vacation, she reported to her superiors that, because of family reasons, she needed to go abroad and could only work until the end of July. Immigration overseas is a reason too, I suppose. Hopefully she won't go on to hurt anyone else. Sigh.

It’s a company where you can balance work and quality of life. The compensation and benefits are also quite good by tech industry standards, and the company is fairly close to the MRT.

As with most companies, overtime pay is visible but not necessarily attainable.

The lobby is clean and modern.

The HR staff had a poor attitude. The questions in the aptitude test were irrelevant. They asked whether they could call my former company to inquire about my previous employment status. It felt like I would not be hired if I did not agree, but agreeing would expose my privacy.

The senior staff member I interviewed with was nice.

1. The HR representative's attitude made me very uncomfortable, and the manager wasn't even there at the scheduled time? They had to ask a senior staff member to fill in.

2. There were many tests (creative drawing and logic tests), and I also had to submit an assignment.

After implementing the project management system, the turnover rate in logistics has been particularly high...

The company environment is pretty good, and the newly built lounge on the first floor is beautiful. The benefits are better than some but not as good as others; still, they make life much more comfortable than at most traditional small companies.

There is no culture of working overtime, and you can hardly see anyone after seven. Lunch boxes are provided at noon for only NT$30 out of pocket. For someone who doesn’t eat much, monthly food expenses can stay under NT$1,000, which saves a lot.

The management mindset is indeed rather traditional and top-down. As long as you do what your supervisor asks, that’s enough; you don’t need to have too many opinions. If you want to live a steady life without major ups and downs, it’s a good company to settle into for the long term.

Anyone with less than five years of seniority is still considered a rookie. There are quite a few couples and sibling groups among the employees. Even after working here for ten or fifteen years, competition for the special long-service award at the annual spring banquet is still fierce.

After the interview, you are required to complete a project for the company to review.