Applied for a PM position; there were no particularly difficult questions.
The interview venue was poor—it was held in an open public space, with other people at the adjacent tables also waiting for interviews. After completing the written test, I waited nearly 30 minutes for the interview. During the interview, there were constant external distractions, with people coming and going, moving goods, and so on.
Employee meals are provided
The salary is relatively low. Although it is considered part of the tech industry, the starting salary is under 40,000.
Employee benefits are poor. Pay is deducted for typhoon days off.
The work environment is air-conditioned
Employee meals are provided
Mobile phones cannot be brought into the laboratory
The supervisor shifts work onto the engineers and also uses emotional manipulation
Engineers receive a bonus of approximately a few thousand dollars
At the beginning, before you start the job, they will ask whether you can work overtime on holidays
Even if you are scheduled, you may not necessarily have to work, but sometimes when you go in for overtime, you will be the only person covering both laboratories
You have to work on makeup holidays for typhoon days and holidays; if you do not work, you have to take personal leave
Update one month later: Today I received a call from Supervisor Chen in HR, who called to apologize.
I don't know whether it was because, as he said, other colleagues who were present reported it,
or whether he saw this article. All I can say is thank you; you put a lot of thought into it.
Assistant Manager Zhan was extremely disrespectful during the interview.
He acted superior and sneered while looking at other people's résumés.
I pointed out to him that the application location was different from the work location.
At first, he insisted that I must have read it wrong. I showed him the 104 listing to confirm it, and it really was incorrect.
He replied, “Does it matter? Is it important?” He said he was responsible for many job openings under him or something like that.
The interview lasted almost 20 minutes, and he asked a whole lot about my family background.
Who I live with, how many people, which floor, whether it was a detached house, what my siblings are like, and so on.
Was I applying for an operator position, or for a security guard position?
The only thing I managed to ask was whether the job involved operating semi-automated machines and
that the work location was here, not the location originally listed.
We didn't discuss the salary, benefits, working hours, meals, job duties, or anything else.
Then he started criticizing me, saying that I had only one year of experience as an operator and so on.
Working at a convenience store is a job that requires no technical skills; what will happen to you when you get old in a few years?
He said he wanted someone who could advance, produce perfect results, and handle quality control.
I was completely confused. You posted this as an operator position,
but what you said sounded as though you were looking for a management trainee, a supervisor, or something similar.
I replied, “How do you know I can't advance and learn?”
If, after the probationary period, you think I don't meet the requirements, then just ask me to leave.
My work experience is clearly stated on my résumé.
If I wasn't qualified, why did you invite me to interview in the first place?
Only after I confronted him in person about my dissatisfaction and the issues above
did he ask whether I wanted to see how the machinery was operated or something like that.
It felt like a subordinate had been sent to conduct the interview while the supervisor just sat at work looking at résumés.
I have interviewed with more than ten companies, and this was the first time
I simply ended the interview, took back my résumé, and decided there was nothing more to discuss.
If the company believes this is untrue or defamatory, I recorded the entire interview.
Lunch and dinner are provided.
Not very friendly to newcomers; it feels like a major disaster could happen at any moment. The frequency of overtime is quite high, and performance evaluations are based on overtime. On average, there are more than two clients every day, and some clients still assign a pile of cases. As soon as you make a mistake, you will be relentlessly criticized, and you may even be sued. The turnover rate is very high. If you have a better option, it is recommended that you go to another company.
Colleagues get along well. As long as you don’t make mistakes, supervisors generally don’t interfere much.
Free lunch and dinner; earning money depends on overtime pay.
The policies are becoming increasingly harsh toward employees. Performance evaluations are based entirely on overtime. Employees are asked to submit suggestions for improvement, but in practice, very little improves.
There are no blind spots in the company’s surveillance; auditors can see everything employees do.
Recently, holiday shifts were added without providing any allowance, making it clear that the company does not want to pay overtime.
Long lunch break
Extremely long working hours, to the point of questioning the meaning of life
Hsinchu branch, RF department
Free lunch boxes
There are also snacks
Hsinchu branch, RF department
Low salary, long overtime hours, no overtime pay
I once started work at 9 a.m. and did not finish until 11 p.m.
They said that overtime could not be reported because there was no production capacity.
Of 10 new hires, half left within less than three months.
The RF supervisor and branch manager both tolerate violations of the Labor Standards Act.
They only made up the overtime pay after employees resigned and said they would report the violations.
Poor promotion opportunities. Even the department’s longest-serving employees, who have worked there for a long time, have not been promoted.
The supervisor would rather hire outsiders than promote existing employees.
The company provides free lunch and dinner, does not have a perfect attendance bonus system, and holds three large-scale banquets a year.
You need to arrive at the company early to attend meetings before working hours.
Engineering managers and PMs cannot apply for overtime pay.
The company has additional internal rules of its own; violations may result in monetary deductions as punishment.
Stable employment
Benefits: Three company banquets a year, including a mid-year banquet, Christmas banquet, and year-end banquet. There are prize draws at all of them, with additional prizes sponsored by the chairman.
Employees get along well. At least, that was my experience, though this does not include relationships with supervisors. Overtime can generally be claimed when applicable, but I have encountered situations where, because the department was not making money, employees were implicitly discouraged from reporting overtime.
Low salary, basically determined by seniority. I once encountered a mid-level supervisor who, because they had greater seniority than a senior executive, did not pay much attention to the senior executive.
Promotion channels are not smooth. Mid-level supervisors are very good at making empty promises. When an opening for an engineer at the next level becomes available, the company would rather hire from outside and rarely considers promoting junior engineers from within, because junior staff would need to be trained from scratch. The workload from the vacant position is then added to other engineers or mid-level supervisors, so promotion opportunities remain limited. There is an elimination mechanism, but it is based solely on the preferences of mid-level supervisors. That alone would be bad enough, but they also privately find intermediaries to tell you to resign voluntarily, and tell you that the company will look through your previous reports to find fault with you and may sue you if necessary. Naturally, you will not receive that year's year-end bonus either. In short, they are unwilling to lay people off through a formal redundancy process.