Hello, job seekers. I am the person in charge of Yifan Technology. Recently, I discovered that anonymous users have been attacking our company on this platform through multiple anonymous smear posts. We will not tolerate malicious and unfounded defamation, and reported it to the Xinyi Precinct on March 10, 2023, providing the relevant information. The report link is as follows:
https://drive.google.com/file/d/1awmUwCVPaV4zq1l5kVO8asKZh-cPJBqU/view?usp=sharing
Our company has commissioned a lawyer to file a criminal complaint for defamation under the Criminal Code. The announcement letter from the lawyer appointed by Yifan is as follows:
https://drive.google.com/file/d/1r2ng2Zri-gvg5_NDOVuKqUCIs2ilEZbN/view?usp=sharing
JobTest is a public platform where anyone can share their opinions about specific companies and jobs. As long as they are based on facts, I will humbly accept them. However, Yifan Technology’s reputation has been earned through the hard work and dedication of many colleagues. Therefore, I will absolutely not tolerate anonymous users hiding behind their keyboards to make defamatory statements. If such a situation occurs, I will definitely confront it directly to protect the rights and interests of everyone working at Yifan Technology.
If you have any suggestions, you are welcome to discuss them with us. Thank you.
Interview: My interview experience with Yifan Technology was very good. Both the HR representatives and managers I spoke with were able to view work requirements more from a technical professional’s perspective. The work here is different from being a regular employee at a client company, and is better suited to experienced technical professionals like us who want to discuss the job responsibilities and salary expectations in detail.
If you have less experience or lack self-discipline, you may feel somewhat hesitant about interviewing for this type of on-site assignment.
Work: Since I have around 20 years of experience in information technology, I have higher expectations when choosing an on-site assignment. On the one hand, I need to be able to handle the technical work; on the other, there must be learning resources that allow me to grow. I also value being able to share my successful experiences with team members throughout different project engagements. I consider this a work model with good interaction. With this type of work arrangement, you can avoid a lot of interpersonal friction and focus on demonstrating your technical abilities. Technical enthusiasts will gain more from it; however, it may not be suitable for those who simply want a stable job with regular hours. Sometimes on-site projects have tight schedules, while others are more relaxed; it varies.
However, you can meet excellent and outstanding colleagues on different project teams. This is a priceless benefit, and you may even find partners with whom you can start a business in the future.
Drawback: I believe this type of on-site assignment is not suitable for less experienced colleagues or people with low self-discipline to join.
Hello,
I am the HR manager at Yifan Technology. We take your feedback seriously, and we hope that everyone working at Yifan can experience growth and respect.
From your comments, I believe that you may not have worked at our company.
Our office has a simple exterior. Inside, there are only administrative staff; most of the other employees are engineers stationed at client sites or working remotely.
Occasionally, a few engineers use the office space for development, but everyone gets along well. There is also no distinction between junior and senior employees.
We would be happy to speak with you. You may contact us by phone, email, or LINE to submit your concerns. We hope to discuss the difficulties you encountered, and we will also consider how to provide a better working environment. Thank you.
Yifan Technology Management Department
02-2733-0580
If you have any questions, please feel free to call us to discuss them. Thank you.
Worked here from March 2022 to March 2024.
The company’s HR is very proactive (there probably hasn’t been a change; it’s still Lynn, who has been here the longest). The company’s business is also doing well.
The company’s senior colleagues are very nice (the most senior one should still be Li X-Yu), and the boss is also very open-minded.
The salary is considerably below the market rate, so be sure to interview with several companies.
The vacation policy is the same as required by the Labor Standards Act and is not more generous.
For long-term assignments at client sites, the work environment will be limited by the client’s work environment.
All-purpose utility players welcome; please come sooner next time.
At first, I had only heard HR Lynn mention during interviews that well-known companies such as Systex, Gamania, and Tatung had SA-related opportunities, which made the career prospects seem pretty good. Later, a friend, who apparently had no idea what they were thinking, accidentally submitted a résumé.
The early stages of the interview with Li✠毓 were fairly normal, but after speaking with Xu✠龍 and HR, I had a strange feeling that something was off—an indescribable sense of unease.
Later, under a series of sales pitches and emotional pressure from HR Lynn, jack and james joined the company half-reluctantly.
I originally thought it was just a regular SA position, but before long I was assigned to support operations in the Philippines and Hubei, which was completely different from what had been discussed initially.
What is even more remarkable is that HR has almost no say at all and does not arrange suitable positions based on applicants’ backgrounds. For example, I graduated from a foreign languages department and later studied information technology. The business unit I interviewed with clearly had a Europe and Americas team, yet they insisted on arranging an interview for me with the Japanese team. Only later did I find out that the actual need was to dispatch someone to the Philippines.
Then I became an employee of an unknown company, using an unknown identity, which inevitably made me suspect that HR was just taking random shots in the dark.
Only after joining the company did I discover that “SA” was merely a job title.
HR told you that you only needed to handle SA work, but in reality you simultaneously served as a PG, SA, MIS, customer service representative, and telephone support staff member. As for what “telephone support” actually means, that’s for you to guess.
From writing API specifications, analyzing data flows, and designing automated processes, to troubleshooting hardware issues involving CPUs, hard drives, and modules, you have to fit all of this into your schedule. Even abnormalities in livestreaming systems and customer equipment failures would be assigned to you.
Some equipment you had never even worked with would also be pushed onto you directly, leaving you to call your supervisor at the site and ask questions, causing your professionalism in front of customers to instantly drop to zero.
The working hours are even more astonishing. Working overtime until 11 p.m. or midnight is the norm.
The company requires employees to join a large number of LINE groups, resulting in message bombardment every day. Once you are tagged, you are practically expected to reply immediately. Regardless of whether it is after working hours or whether you are on leave,
if someone in a group @mentions you, you have to be ready to start working.
The promises HR made initially were also extremely enticing, with bonuses, benefits, and allowances described in extravagant terms.
Only after joining did I learn that there was a whole pile of strange rules afterward.
I originally thought that meeting the targets would be enough to receive the bonus, but various additional conditions were later imposed. You had to wait until after the eighth month and pass a three-stage assessment before you could collect it.
However, by the sixth month, not only had the bonus still not appeared, but my salary had been deducted here and there because of all kinds of inexplicable deduction rules.
In the end, it even felt as though the longer you worked, the more they deducted. The benefits promised at the beginning ultimately existed only in presentations and recruitment pitches.
recap 2025
1. The pressure from second-hand outsourced projects is intense, and a large portion of the year-end bonus was deducted.
HR Lynn is even more unscrupulous, and has learned to hide behind contact lenses.
Things were handed over to the client early, yet they waited a month before responding.
Every problem is blamed on you and you are required to work overtime; there is no overtime pay, and your pay may even be deducted.
It is like drifting at sea on a ship, where you can only tough it out, occasionally eating a red bean cake or biscuits bought from Le Jia Kang for comfort.
2. The moment you fail to meet a target, you have to write a review report as if you were writing an essay.
The new-hire mentor-apprentice system is very poor and depends on whether the mentor keeps their tricks hidden.
Management decisions are chaotic: today they say to go to the North Pole, tomorrow they say to go to the South Pole.
You need extremely strong survival and adaptability skills, and they even call it training.
There is no training, no training, no training. Be careful at these three companies—Wangzhi Digital, CTBC Bank, and HP—you can only drown like someone rafting.
3. The job requires signing a two-year contract; leaving early means paying a NT$60,000 penalty.
The company says it is reasonable because of the training, but in reality you have to handle everything from requirements interviews and planning through architecture design.
You also have to take over legacy systems with no documentation. The supervisor does not seem to understand them either, and there are only two colleagues.
The overall environment is like entering the battlefield with a pig-slaughtering knife without knowing what you are supposed to deal with.
On their first day, a newcomer was sent off to another unit.
They said to get familiar with the process first and come back in a few days.
In the end, no one remembered—like a cat set loose.
Everyone was busy with their own work, and someone was secretly stabbing others in the back.
Information was never transparent; meeting minutes were like little blind-box gifts.
You could never guess who knew the truth.
Sometimes, lunch consisted of only beef slices and soup.
Everyone silently drank their soup, like a glove-puppet show after the curtain falls.
Someone stared at their phone, with the iPhone phone stand tilted askew.
The video was still spinning on a carousel, just like company projects.
It kept going round and round, and no one dared to say it out loud.
Sip after sip of soda—the fizz had long since escaped.
Jack said bonuses used to be like soda, full of fizz and bubbles.
Two digits were like a vast prairie; now only a small puddle remains.
The single digits slowly evaporated. Jack joked that it was like German pork knuckle.
It looked like a huge serving, but in reality only the bones were left.
Meetings were like a spot-the-difference game, with everyone taking turns picking faults.
If performance fell short, you had to go onstage, like a glove-puppet being manipulated.
James loves meetings most of all; three a day is never enough.
Everyone stared at the projector, like a cat watching a carousel spin.
James said this was called a review, but it was really like a public trial.
Someone would get a red ticket, with a reason like a little blind-box gift.
Today it was your turn; tomorrow it would be someone else’s.
Everyone pretended to nod, while the soda had long since gone flat.
Li✠Yu’s decisions were like wind across a vast prairie—today blowing toward the North Pole.
Tomorrow toward the South Pole; yesterday he said to work on “jackI.”
Today he said to build a platform; the day after tomorrow, education.
Like an ancient idol group, wearing beards and singing a group anthem.
The direction was always changing, and the engineers were like cats.
Blown back and forth until even the beef slices and soup had gone cold.
Xu✠Long oversees technology and gives everyone small desktop computers.
Downloads are throttled too; updating packages is like a glove-puppet show.
It takes three days to slowly perform, while the company is still using IE.
They call this stability, but the project schedule is like a carousel horse.
It keeps spinning without stopping, while the PGs are like people pulling carts.
Jack sits on top giving orders, and Xu✠Long says all we need is patience.
HR Lynn loves showing concern. She asks, “How have things been lately?”
Her tone floats up lightly, like the bubbles in soda.
But her eyes only look at the numbers, afraid she might be held accountable.
She says the company is like home, and the vast prairie is free.
In reality, it is like a spot-the-difference game, with every word recorded.
Whoever complains is the unlucky one—even a cat can see that.
Lynn also says there is room for growth, like an ancient idol group.
Everyone is supposed to sing the slogans together, but the bonus is like German pork knuckle.
Only the outer skin remains. She smiles and says she understands everyone.
But documents are like little blind-box gifts, always appearing without warning.
Someone gets a red ticket, with the reason written up as “culture.”
After hearing it, the newcomer falls silent, like a glove-puppet.
Someone finally left, like a cat walking toward the vast prairie.
Their back was quiet as they walked away; no one truly saw them off.
Only the meeting notifications remained, still playing the spot-the-difference game.
Bottle after bottle of soda, while the carousel kept turning.
The German pork knuckle had long gone cold, and the beef slices and soup were cold too.
The iPhone phone stand leaned askew; the whole company was like a glove-puppet show.
Warning: If you joined through a headhunter or were referred by another company, you must be careful. This is not merely a matter of the work environment; it also concerns whether you can obtain a secure job with opportunities for development. Remember, the most basic conditions are clear pay, reasonable working hours, and explicit work regulations. A company that provides these is where you are truly worth investing your time.
It feels like a survival game—you never know where you will be thrown. Externally, it presents itself as a large company hiring, but in reality, it may outsource you to Thailand or India, or even mislead you into believing that you would be working in Beijing. Simply put, the work environment here makes you wonder whether you are participating in a real-life survival game rather than working for a legitimate company.
James’s daily routine is hearing the slogan “年年有魚” every year, which sounds as if the company is emphasizing that “work will be secure.” In reality, you are simply given more and more work without any meaningful increase in pay. If it were up to me, I would have left long ago, but now I am bound in this game and have no idea how to escape. No one is clear about the working conditions; you often do not know what goals you are expected to achieve before being asked to work overtime or do random tasks.
Jack had a similar experience. When he applied, he was clearly told that the job would involve simple product development, but after joining, he discovered that every day was a struggle against unreasonable working hours, with no standard work procedures at all. He was even required to pay for his own phone and internet expenses when visiting clients. This left him extremely dissatisfied. He joked: “Isn’t this just a vegetarian job? You can throw in anything and eat it; no one cares about the contents—just ship it.” The situation made him feel as if he were taking part in an unfair reality game with no choice whatsoever.
What hurt Xu✠Long the most was not the work itself but the company’s management system. He said: “Everyone here has a different role, yet everyone is in an unstable situation. HR Lynn is under investigation and often cannot be reached. No one knows the company’s direction or future. I was sent to Thailand instead of the work location I had originally imagined.” His tone conveyed a sense of helplessness. “I spoke with that lying HR, Lynn. They can always use the most polished words to convince you, but once you join, you discover that you have no idea what the actual terms are. Every time, you are simply led by the nose.”
Li✠Yu once heard during the interview a promise that there would be plenty of break time and that he could overcome any difficulties himself without a problem. In reality, the company only tells you to look things up with AI, while your break time is gradually stolen away, little by little, like a strawberry. Even lunchtime is interrupted by meetings called for arbitrary reasons. The “buy one, get one free” slogan here seems to refer not only to sales promotions but also to the two choices the company gives you: “Work overtime, or wait to be fired.” He said: “If a company like this can provide valuable work opportunities, then perhaps my expectations were misplaced.”
One of this company’s defining traits is its fondness for using polished rhetoric to attract talent, while never complying with labor laws or providing clear explanations regarding overtime, role adjustments, promotions, and similar issues. During interviews, it always asks about salary expectations, but in practice, the contract ultimately signed offers only the minimum wage. There is no real security; you may even be required at any time to make an impromptu business trip elsewhere—possibly even to India—without anyone informing you in advance.
Employees look like they have just finished ten games of bowling but are being forced to continue into overtime, exhaustion written across their faces, knees wrapped in braces and fingers covered in kinesiology tape, their eyes blank like an office at three in the morning. This is not a contest of speed, but an endurance battle to see who can hold out until the end. All that remains on the track is the sound of heavy breathing. ⭐️Employees who once pushed forward desperately have been forced off the track, while others chose to remain silent. Newcomers still walk in carrying ideals, thinking they can change something
james, the senior employee with a refined appearance and a hairstyle that is always perfectly neat, looks calm and dependable. In reality, he is both the referee and scorekeeper of the entire competition. He controls the life-or-death power over whether announcements are released and online payments are approved. Who has to shoulder the blame and who gets promoted all depends on his mood that day. He often says the system needs flexibility. Translated, that means: rules are like German sausage—the way they are sliced is up to him.
李✠毓, a silent character with glasses and a gloomy gaze, is like a venomous snake coiled among piles of documents. He is best at leaving vague gaps in contracts and online interview processes, allowing newcomers to naturally slide into traps when they make mistakes and become perfect scapegoats. More ironically, the victims often even thank him, grateful that he “helped revise the documents.”
徐✠龍, a seasoned veteran with a slight belly and a slick smile, says “we’re one family” at every turn. He pulls newcomers into taking on projects he knows cannot be saved and demands overnight demos, like being forced on a street in Thailand at midnight to eat three plates of pad krapow so spicy they bring tears to your eyes. When the project explodes, he only pats his chest and says that he has also worked very hard, then rolls the responsibility precisely to the entire team like a bowling ball.
jack, a tall, thin man who is always looking down, is the quietest yet most lethal presence in the meeting room. He never uses harsh words; a single “additional comment” from him is enough to get thoughts of resigning labeled as an “attitude problem.” In private, he reminds managers: this person is not very stable, so hold off on promotion for now. He watches others fall into pits, the faintest almost imperceptible smile appearing at the corner of his mouth.
As for the HR employee Lynn, after the company came under investigation, she suddenly “disappeared.” Messages are marked as read but unanswered, she takes leave from meetings, and her office seat sits empty, as if she had flown to an island for a mindfulness retreat.
In the past, she was best at wrapping harsh policies in a gentle tone, often saying, “It’s just procedure,” or “It’ll be faster if you sign here,” guiding employees to sign documents for voluntary resignation or salary adjustments. In reality, she was laying out the company’s escape route from responsibility. She once announced 🏆high-performing employees in the group chat, yet never mentioned those who had been exploited to the point of being hospitalized. Now that an investigation has arrived, she has chosen to hide, leaving everyone else to face it on their own.
Later, the company really did get into trouble—it was investigated.
The senior management disappeared as a group, HR went into hiding, and no one wanted to step forward. Calls went unanswered, and messages were ignored.
In the end, the people pushed to the front line to face the outside world were the newcomers who had joined just 36 days earlier.
They were like safety officers without protective gear, being told to “respond calmly” and “the company believes in you.”
At this point, I just want to leave.
My first trip abroad ✈️, a tatami-floored room, the sea in Okinawa 🏝️, sanitized air, clean distance, and delicious chicken noodles—it was simply so much fun.
Only then did I realize—
True safety isn’t learning to endure inside a company; it’s finally walking away.
Li✠Yu has somewhat thick eyebrows and a rounded nose. His distinctive style is that during interviews, he pretends to be reserved and quiet, then suddenly brings a newcomer into a meeting room, pulls out a chair, sits down, and skips even the small talk, jumping straight into an AI proposal with no setup whatsoever.
When the newcomer tentatively shares their thoughts, he casually adds: “Oh, right, I’ve already promised the client that this Line proposal will be delivered next week, but I think you can do it.”
That tone is like a safety officer inspecting equipment, stuffing an unexploded bomb into a recruit’s hands, and then saying, “I believe in you.”
When the result falls short of the perfect version that exists only in his mind, he immediately turns hostile: “How could you submit something like this? How can you not even make it sound good? That’s your problem.”
From beginning to end, he never examines his own promises or judgment.
Jack is another kind of disaster. He is thin, with deep-set eyes, forever resembling a volcano crater that has not had enough sleep 🌋, with emotions ready to erupt at any moment. At one meeting, he pointed directly at a newcomer and shouted: “Where’s the report? Didn’t I say this was a must? We have to coordinate with the Taipei Dome this month. What are you dragging your feet for?”
Then his volume spiraled out of control: “Do you know the company is almost out of money? Everyone has to work themselves to the bone, and you’re still moving so slowly!”
Especially on Mondays and Fridays 🎧, his emotions were like a malfunctioning disinfecting machine—not only failing to clean, but spraying bacteria everywhere.
“You can actually bring yourself to ask a question like that? You’re only understanding what I’m saying now? You don’t even have basic logic—how dare you join the company?”
After the work was finished, he would come back to twist the knife: “How could you do it this way? Isn’t this an erroneous decision? Didn’t I tell you that a long time ago?”
He spoke as though everything had been predicted long ago, yet never admitted that he had not explained himself clearly in the first place.
Xu✠Long looked exactly like Scar from The Lion King wearing a suit—tall, broad-shouldered, always dressed in a crisp shirt, yet with eyes as cold as an unsanitized surgical scalpel. He wore thin-framed glasses and spoke softly, like the person offering the apple in Snow White 🍎. What he was best at was not work, but planting poison between people.
He would privately tell a new .NET employee: “You’d better watch out for so-and-so. He clearly didn’t understand the requirements in yesterday’s meeting, yet someone like that can be a manager.”
Then he would slowly instill fear: “To be honest, this company stopped being suitable for someone like you a long time ago. I’m just worried about you—how long can you hold out?”
He did not spare his other colleagues either. Over noodles at lunch, accompanied by the background sounds of a claw machine, he would casually discuss other people’s private lives and minor flaws, making the whole office feel like an unsanitized public space filled with invisible pressure.
James always wore a wrinkled T-shirt, looking like “I’m busy, but I don’t know what I’m busy doing.” His signature skill was forgetting what he had said.
He once asked a newcomer to buy a limited-edition vanilla chocolate ice cream 🍦, saying he would pay. When it arrived, he frowned: “When did I ask you to buy this? Don’t keep reminding me about such trivial things.”
When the newcomer brought it up again, he replied coldly: “Do you think you did something important? Don’t waste time doing things like this in the future.”
To him, other people’s efforts were always “being too petty.”
Lynn from HR (Lu?) always wore a mask. During interviews, when the other person asked about salary and job duties, she would smile with her full cheeks and narrowed eyes, replying in a scholarly tone: “Don’t you think that’s a boring question? Why would anyone ask that in an interview? Isn’t it different from what you expected?” She would show concern about your experience, trying to persuade the interviewee to accept the open position.
Once the newcomer actually joined and discovered that the compensation differed greatly from what had initially been promised, she would say blandly afterward: “Oh, right, I forgot to mention it. This is the company’s standard salary. Isn’t it a bit petty to quibble over these things? 🍋”
She would even add another twist of the knife: “If you’re not satisfied, leave. Many people leave the company every month. You’re no more than a little ball on a basketball court—you’ll fall out soon enough.”
Later, the company really did run into trouble—it was investigated.
The senior management collectively disappeared, HR hid away, and no one wanted to step forward. Calls went unanswered, and messages received no replies.
In the end, the people pushed to face the outside world on the front line were the new hires who had joined just 36 days earlier.
They were like safety officers without protective gear, being told to “respond calmly” and “the company believes in you.”
Right now, I just want to leave.
My first trip abroad ✈️, a tatami-floored room, the sea in Okinawa 🏝️, disinfected air, clean personal space, and delicious chicken noodles—it was all just too much fun.
It was only then that I realized—
true safety isn’t about learning to tough it out inside a company; it’s finally about walking away.
Li✠Yu has notably thick eyebrows, a rounded nose, and a particularly distinctive manner. During interviews, he would pretend to be reserved and quiet, then suddenly lead a new hire into a meeting room, pull out a chair, sit down, and skip even the small talk, jumping straight into an AI proposal with no introduction at all.
When the new hire tentatively shared their ideas, he would casually add: “Oh, right—the client has already agreed that I’ll deliver this Line proposal next week, but I think you can do it.”
That tone was like a safety officer inspecting equipment, stuffing an unexploded bomb into a recruit’s hands, and then saying, “I believe in you.”
When the result failed to match the nonexistent perfect version in his mind, he would immediately turn hostile: “How could you submit something like this? How can you not even make it sound better? This is your problem.”
From beginning to end, he never examined his own promises or judgment.
Jack was another kind of disaster. Thin and hollow-eyed, he always looked like a volcano crater that had not slept enough 🌋, with his emotions ready to erupt at any moment. At one meeting, he pointed directly at a new hire and shouted: “Where’s the report? Didn’t I say this was absolutely necessary? We have to coordinate with the Taipei Dome this month—what are you dragging your feet for?”
Then his volume spiraled out of control: “Do you know the company is almost out of money? Everyone has to work themselves to the bone, and you’re still moving so slowly!”
Especially on Mondays and Fridays 🎧, his emotions were like a broken disinfection machine: instead of cleaning anything, it sprayed bacteria everywhere.
“You can actually ask a question like that? You’re only understanding what I’m saying now? You don’t even have basic logic—how dare you come work for the company?”
After the task was finished, he would still come back for another stab: “How could you do it this way? Isn’t this an erroneous decision? Didn’t I say so from the beginning?”
He spoke as though everything had been prophesied, yet never admitted that he had not explained himself clearly at all.
Xu✠Long was remarkably like Scar from The Lion King wearing a suit—tall, broad-shouldered, and always dressed in a crisp shirt, yet with eyes as cold as a scalpel that had not been disinfected., wearing thin-rimmed glasses and speaking softly and gently, like the person handing over the apple in Snow White 🍎. What he was best at was not work, but planting poison between people.
He would privately tell a new .NET hire: “You’d better watch out for so-and-so. He had no idea what the requirements were in yesterday’s meeting, yet someone like that can be a manager.”
Then he would slowly instill fear: “Honestly, this company stopped being suitable for people like you a long time ago. I’m just worried about you—how long can you hold on?”
He did not spare other colleagues either. While eating noodles at lunch, with the background sounds of a claw machine, he would casually discuss other people’s private lives and minor flaws, making the entire office feel like an undisinfected public space, filled with invisible pressure.
James always wore a wrinkled T-shirt and had the look of someone saying, “I’m busy, but I don’t know what I’m busy doing.” His signature skill was forgetting what he had said.
He once asked a new hire to buy limited-edition vanilla chocolate ice cream 🍦, saying he would pay. When it arrived, he frowned: “When did I ever ask you to buy this? Don’t keep reminding me about such trivial matters.”
When the new hire brought it up again, he replied coldly: “Do you think you’ve done something important? Don’t do this kind of time-wasting thing again.”
To him, other people’s efforts were always “being too calculating.”
Lynn from HR (Lu?) always wore a mask. During interviews, when the other person asked about salary and job responsibilities, she would smile with her full cheeks and narrowed eyes, replying in a bookish tone: “Don’t you think that’s a boring question? Who asks about that in an interview? Isn’t it different from what you expected?”, while showing concern about your experience and trying to get the interviewee to agree to fill the vacancy.
Once the new hire actually joined and discovered that the compensation differed drastically from what had initially been described, she would merely say: “Oh, right, I forgot to mention it. This is the company’s standard salary. Isn’t it petty to quibble over these things 🍋?”
She would even add one more blow: “If you’re not satisfied, leave. A lot of people leave the company every month. You’re just a small ball inside a basketball court, and you’ll fall out soon enough.”
Employees look like they’ve just bowled ten games but are being forced to keep playing overtime, their faces exhausted, knees wrapped in braces and fingers covered in kinesiology tape, their eyes blank like an office at three in the morning. This isn’t a race for speed, but an endurance battle to see who can hold out the longest. All that remains on the track is the sound of heavy breathing. ⭐️Some employees who once pushed forward desperately have been forced to leave, while others chose to remain silent. Newcomers still walk in with ideals, believing they can change something
james, the senior employee with a refined appearance and hair that is always perfectly neat, looks calm and reliable, but is actually both the referee and scorekeeper of the entire competition. He controls the life-or-death power of approving announcements and online payments; who bears the blame and who gets promoted all depend on his mood that day. He often says the system needs flexibility. Translated, that means: rules are like German sausage—he decides how they are sliced.
Li✠毓, a bespectacled, gloomy-eyed silent type, is like a poisonous snake coiled among piles of documents. He is best at leaving ambiguous gaps in contracts and online interview procedures, allowing newcomers to slide naturally into traps when they make mistakes and become perfect scapegoats. More ironically, the victims often still thank him, grateful that he “helped revise the documents.”
Xu✠龍, a veteran with a protruding belly and a slick smile, constantly says, “We’re one family.” He pulls newcomers into projects he knows cannot be saved and demands overnight demos, like being forced on a late-night street in Thailand to eat three plates of pad kra pao so spicy they bring tears to your eyes. When the project explodes, he merely pats his chest and says he has worked hard too, then rolls the responsibility—like a bowling ball—precisely toward the entire team.
jack, a tall, thin man who is always looking down, is the quietest yet most lethal presence in the conference room. He never uses harsh words; one additional comment from him is enough to have thoughts of resigning labeled a “problem with attitude.” In private, he reminds managers: “This person isn’t very stable. Put their promotion on hold for now.” He watches others fall into the pit, a nearly imperceptible smile appearing at the corner of his mouth.
As for HR Lynn, after the company came under investigation, she suddenly “disappeared.” Messages are read but unanswered, meetings are taken off, and her office seat remains empty, as if she had flown to an island for a mindfulness retreat.
In the past, she was best at wrapping ruthless policies in a gentle tone, often saying, “This is just procedure,” or “It’ll be faster if you sign,” guiding employees to sign documents for voluntary resignation or salary adjustments. In reality, she was laying out the company’s escape route for avoiding responsibility. She once announced 🏆 outstanding employees in the group chat, yet never mentioned those who had been exploited to the point of being sent to the hospital. Now that the investigation has arrived, she chose to hide, leaving everyone else to face it on their own.
The conclusion left behind was very consistent:
Things turned out this way because you failed to handle them properly.
No one needs to apologize,
no one needs to reflect,
the entire system remains perfectly intact.
The only thing you learned is the company’s real unwritten rule—
it’s not about who’s right or wrong, but who is less allowed to cause trouble.
Li✠Yu is the representative of this type of person. No one has lasted more than six months under him. He is good at staying silent when requirements are at their most chaotic, then, once things spiral out of control, precisely shifting the blame onto newcomers by relying on his seniority. “Wasn’t this because you didn’t clarify the requirements?” With one sentence, he turns a structural problem into an individual lack of ability. When projects are delayed and clients demand accountability, he stands aside calmly commenting that others are not proactive enough, while he himself always gets away safely.
Xu✠Long is another kind of disaster. In meetings, he pours out large amounts of seemingly profound jargon, making people mistakenly believe that the direction has already been established, when in reality nothing gets implemented. He describes a technology upgrade as an intellectual feast, yet in the end does not leave behind even a single line of implementation. When the issue is raised again, all he can say is: “You can research this first.” And so the problem is perfectly handed over to time to rot.
James relies not on ability, but on atmosphere. He always stands beside the manager, agreeing with every sentence at maximum efficiency: “That’s exactly what you mentioned before.” People who work hard are pushed to the front line, while he gets promoted through flattery, contributing almost nothing of substance to the project. He only tells people to “go look on Git,” but never makes clear that there is neither permission nor content.
Jack treats emotions as requirements and disguises his need for control as a sense of responsibility. He adds a pile of impractical changes at the last minute, demanding that they be completed immediately and that everyone work overtime. When testing is delayed and quality collapses, he instead asks why everyone did not deal with it earlier, leaving behind a mess of incomprehensible documents and blank test cases, ready to welcome the next round of destruction.
And behind all these people, there is always a Lynn.
Lynn is the kind of HR representative who always wears a face that says, “I understand you.” When she hears about excessive overtime, she puts on a surprised expression; when she hears about insufficient resources, she nods repeatedly and says gently: “I completely understand. I’ll help raise this again.”
But what she is truly good at is packaging terrible jobs as learning opportunities and describing systemic problems as personal growth.
And so you will see things like this appear—
Online course information
Promo Code & discount: Exclusive to professionals like you—miss it and it’s gone
“Basic Concepts × Practical Training” Online Corporate Worker Training Course
Translated into plain language:
The work is unclear, responsibility is unlimited, and support does not exist—but you will “learn a lot.”
No one teaches you, there are no processes, and you have no permissions—but this is “real-world experience.”
If something goes wrong, you have not learned enough; if you cannot endure it, your resilience is insufficient.
HR will tell you in a surprised tone: “Oh, so that’s how you think about it?”
Then smile as she sends you into the next pit.
After the incident, the company’s senior management quickly held a meeting. The meeting was not intended to clarify the facts, but to find a direction that would allow the matter to be closed quickly. HR Lynn sat to the side, nodding and taking notes, her expression still wearing that professional smile of “I understand, I get it.”
The first thing senior management said was: “Were we perhaps not tactful enough in handling things on site?”
The second became: “Could our communication style have been a little softer?”
In the end, the issue was precisely narrowed down to one sentence—you were not mature enough in how you responded at the time.
No one mentioned again that the venue had already confirmed the volume,
no one cared about the other party’s attitude at the beginning,
and no one wanted to know why, when the rules were clearly written, they could be casually rewritten by a newcomer.
HR quickly added in surprise: “Actually, everyone was only trying to do what was best for the situation; you may just have been a little too anxious.”
Once that sentence was spoken, the nature of the entire incident was fixed—not a systemic problem, not a management problem, but your personal problem.
Only later did I realize that this entire process was exactly the same as the incident I encountered during the SALE event I organized a year ago.
That night, the venue had already confirmed the volume: there would be no problem at all before 11 p.m. They themselves regularly had bands performing until the same time. In theory, the rules were clear and the boundaries explicit; no argument was necessary.
But a security guard who had only recently arrived, barely in his twenties, appeared.
He ignored the context and simply repeated that we should “keep it down,” demanding that it be quiet enough to meet his personal standard. The more rationally we communicated, the more forceful his attitude became. He repeatedly emphasized: “I’m in charge here.”
Once the matter was finally laid out and clarified, he cried. Yet I was singled out by the company’s senior management and HR Lynn and told to apologize. HR chose to stand on the side of the system, and you became the person most suitable to be pushed out.
The difference is that in the real world, an outlier is pointed out;
but in a company, an outlier is protected.
How exciting the company being surveyed is
🎟 Buy one full-price ticket and get one child ticket free!
Book JAVA/.NET now 💪
Sometimes life is just like this kind of deal: if you don’t act first, there won’t even be a seat left.
Whenever I have free time recently, I need to quickly arrange and prepare the things that need to be done! And the focus and goals of my life will change drastically with this trip to Seoul.
🧾 Three essential necessities of everyday life:
Music 🎵, coffee ☕, travel ✈️
In the end, happiness is something you can only give yourself.
Happy New Year 🎆
One-day survey itinerary, no days off this month
🌙 Friday * Sunday Night
17:15–20:00 Bonding Social ✨
20:10–20:40 PA Briefing by Vivian 📋
21:00–22:30 PA Alignment Session 🔗
📍 at a place where we will meet again
It loudly proclaims to the outside world that it will use cutting-edge artificial intelligence to overturn the world, and at first glance looks like an AI startup riding the crest of the technological wave. In reality, the so-called AI is nothing more than façade dressing; what truly keeps daily operations going is batch after batch of outsourced workers, brought in merely to barely fill the staffing gap. This same charade is staged again and again, and the problem has never truly disappeared.
Everyone knows in their hearts that this meeting will ultimately end up like those in the past: no conclusion, no change. I lowered my head to glance at the watch on my wrist, secretly calculating how much longer this illusion could hold.
🍩 Lynn from HR is always unusually enthusiastic about every little company matter, as if she were an all-around service Leader. Yet whenever an issue truly comes to the surface, she always manages to deftly withdraw. The most classic example is when employees apply for high-speed rail tickets or transportation reimbursements: the form is perpetually “in process,” supplementary documents are requested again and again, and in the end it either sinks without a trace or is brushed aside with a “let’s confirm it again.” The promises are sweet, like a freshly issued donut 🍩, but when you actually bite into them, they are hollow; responsibility ultimately falls back on the employees themselves.
🍩 Xu✠Long never says more than half of what he means, leaving vast blanks for others to fill in themselves. When he speaks in meetings, he always stops at the most critical turning point, with a mysterious tone, as if hinting at some grand blueprint, yet he never continues. In the end, he only coldly tosses out, “I only look at Performances,” leaving everyone both amused and exasperated, able to do nothing but wait around.
🍩jack is the company’s all-purpose representative to the outside world, smooth and considerate with clients, impeccable in every detail; but the moment he turns to face the internal team, his tone seems to switch modes. He throws out one problem after another, with airtight logic, yet never provides any solutions, leaving everyone spinning in circles in a whirlpool of discussion, with even his body language filled with exhaustion.
🍩 james is always completely absorbed in staring at the whiteboard during meetings, his pen never stopping, yet what she raises is a series of questions that are nearly impossible to put into practice. She seems to have little interest in “how to solve them”; the issues she writes down look more like a puzzle game designed to consume time, with more pieces appearing one after another.
🍩 Li✠Yu’s desktop resembles an exhibit of values, constantly reminding you that “opinions that do not conform to the mainstream have no market.” In his eyes, your suggestion is like the puff of air released after eating a sweet potato—gone in an instant.
Lucky 🍀？
Maybe it only works for people who haven’t joined yet. New developments the week after next
The moment the elevator doors open, there’s a smell like walking into an expired insurance company. To outsiders, they call themselves an “AI data integration startup”; internally, every outsourced engineer knows this place merely repackages Cobol, JAVA, and .NET and sells them to managers who don’t understand technology.
I came in as an outsourced data engineer. On my first day, HR Lynn didn’t show up; she only sent a message saying she was “busy investigating documents.” Later I learned that whenever she runs into trouble, she automatically disappears.
There are four people in the department whom everyone privately calls the “Dinosaur Team 🦖,” because they live in the previous century yet refuse to go extinct.
Xu✠Long always holds a microphone 🎤 to host meetings, talking about how “socializing is important,” but in practice he only knows how to pass responsibility downward.
jack always has OREO and osmanthus tea on his desk. His specialty is changing other people’s code comments and then calling it an improvement.
Li✠Yu loves procedures most of all. There are so many of them that they’re like brown-sugar boba milk tea—full sugar, full toppings, and when you can’t finish it, you’re still held responsible.
james comes from the insurance industry. What he’s best at calculating is “who bears the risk,” and the answer is always: the newcomers.
This company doesn’t look at ability; it only looks at politics. With across-the-board pay, those who slack off earn about the same as those who work themselves to the bone. No one cares when you do ten things right, but one small mistake gets magnified into a departmental review. So everyone learns one thing: if you drive the clients away, you can’t make mistakes.
There are genuinely fewer and fewer clients. Someone came all the way up from Hualien to discuss a project and was criticized by jack for having the process wrong; someone wanted to use a fax and was told by Li✠Yu that it didn’t fit the AI image; in the end, only the presentations kept running.
And just then, investigative authorities began sending emails. HR Lynn disappeared once again, only dropping an event flyer into the group in an attempt to use excitement to cover up the collapse—
“Many overseas events have already kicked off. Are you looking for rare ‘pure social’ events?
📣 May 1–3 Shanghai Engineers Week
🌟 Full Pass 1 RMB 5,000
A great deal: three nights, each including one social party
🌟 Full Pass 2 RMB 4,000
That is, Full Pass + six hands-on workshops with senior engineers
Organizers: Lucky Logic Shanghai, data-engineering instructors, and AI consultant instructors
Special guests: Korean instructor, insurance-systems instructor, DJ JAVA, DJ .NET
👍 Pure-friendship sponsorship. Help with promotion and registration. Anyone who wants to sign up, please contact HR Lynn. Thank you 🙏
After Shanghai, the engineers lounge around at home for three days, then rest for another weekend.
Once the investigation begins, keep up the good work; 2026 will definitely be exciting!
HR Lynn always avoids problems. When the labor inspection came, she took leave; when the investigative authorities emailed, she said she hadn’t received it; when employees exploded, she said, ‘The company takes great care of you.’ Her desk always has lemon slices and a Meizi Rabbit pendant, as if sourness and cuteness could neutralize the smell of illegality.
The company was recently investigated because the “AI project” was actually just converting the Cobol reports of some old insurance company in Hualien into PPTs and reselling them in a New Taipei City government tender. The data is fake, the model is fake, and even the company culture is fake.
But the most absurd part is that they still dropped an event flyer into the internal group, trying to use excitement to cover up the collapse
Unclear instructions, always blaming others for mistakes, and nitpicking over trivial matters: very concerned with the smallest details
This is a company that always refers to itself externally as “semi-semiconductor-grade.” Its website is filled with keywords like wafers, production lines, and 24/7 operation. During interviews, managers repeatedly mention “our clients have very high standards” and “our systems are deeply tied to the production lines,” speaking as if they are about to connect with a world-class wafer fab at any moment. But after actually joining, you discover that the so-called semiconductor work is nothing more than a few outdated MES systems wrapped in polished presentations.
Internally, the company maintains PHP, Java, and .NET systems simultaneously. There are no architecture diagrams and no technical-debt inventory. They call it “parallel development across diverse technologies,” but the only explanation is: “That’s how it’s always been done.” PHP was written ten years ago, Java was left behind by an outsourcing vendor, and .NET is one senior employee’s “territory”—anyone who touches it is asking for trouble. Ask why they do not integrate them, and they will counter: “Do you not understand production lines?”
The core of the problem always comes back to those few people.
李✠毓, responsible for Java, most often says, “This is how I did it when I was at the plant,” but in practice, no one except him can understand the code he writes.
徐✠龍, who controls .NET, is extremely impatient with newcomers; any question is interpreted as a lack of ability.
jack, responsible for PHP, is accustomed to publicly blaming others in group chats and believes that “dealing with pressure is your problem.”
james is technically average but is the best at choosing sides. Once he aligns himself with the right faction, his voice is always the loudest.
And HR Lynn has an extremely low profile. She is gentle and polite during interviews, but becomes almost invisible after you join. Whenever conflict arises, all she says is: “I’ll look into it further.”
The first few days after joining feel like those moments when a child suddenly asks you a question about life in the middle of the night. You think it is just ordinary overtime, but at 2 a.m. you are called up to fix a bug. You ask, “Why does it have to be this way?” No one answers. They only tell you: “The production line cannot stop.”
You begin to fear the end of the workday, fear your phone vibrating, and fear going to sleep, because you know that as soon as the system makes a sound, your night is over.
Officially, working hours are 8 a.m. to 6 p.m., but people who leave at 6 are quietly remembered by name. 10 p.m. is the unspoken norm, with problems handled into the early morning—but deep down, you know this is really a disguised night shift.
The salary structure is also quite “creative.” Thirty percent is labeled as an assignment allowance or subsidy, while the base salary is pushed to the minimum and labor insurance is calculated using the lowest bracket. Meals, accommodation, and transportation are all counted as income, leaving you questioning your life as you pay your taxes. The payslip feels like a puzzle game every month, but no one dares ask questions, because asking will get you labeled as “difficult to work with.”
The scariest thing is not the exhaustion, but that no one wants to solve the problems. Factional struggles are more stable than the systems. As long as you are not one of their people, the fault is always yours.
After a while, you start to doubt yourself.
Am I just bad at handling pressure?
Am I really not suited to this industry?
Just as the child David was taught that “marriage is scary,” you are gradually taught that “this is just how the industry works.”
So you can only change the subject: “Don’t be afraid. When you grow up, you’ll become bigger and taller than me. Then it’ll be your turn to protect me!”
The child David: “When I grow up, I’ll be taller than Uncle!”
(My younger brother is 153 cm.)
Until one day, you realize that the truly frightening thing is not semiconductors, but a company that uses the name of semiconductors to rationalize chaos, bullying, and dysfunctional management.
The moment you leave, you feel relieved instead.
It turns out the problem was never you.
When working with vendors, the pattern is exactly the same. Even when the terms are extremely unfavorable to the company, all they do is repeatedly emphasize that it is urgent, rushed, and needs to be signed quickly.
“Are you still hesitating about whether to attend New Year’s Eve?”
Those who realized it early already quietly packed up and ran, because the catch is here: “AI in name, sweatshop in reality”‼️
There are currently nine awards, and more are still being added. The chances of winning are high if you resign midway, and the expected value is also extremely high.
🌟Reserve your overtime now to miss watching your children grow up—only until the probation period ends. Please seize the opportunity.
This is a company that claims to be all-powerful but is actually a Java/.NET assembled vehicle. The official website is full of futuristic vibes, but upon entering, it feels like a traditional-industry warehouse; even the meeting-room projector requires ritual prayers. Interviews do not include written tests and rely solely on taking turns chatting. Jack asks whether you know every framework, Xu✠Long criticizes you for lacking ambition when asking questions, James gets technical terms wrong himself and still expects you to nod, and Li✠Yu spends the entire time looking down and scrolling on his phone. Finally, HR Lynn smiles and says, “Welcome to the family.” I have no idea what HR is thinking, but this is good.
Only after joining do you learn that you have to do everything: write Java today, patch .NET tomorrow, and become customer service while editing marketing videos the day after. They say many people will guide you, but in reality you are abandoned, handed a pile of documents and told to figure them out yourself. Weekend overtime comes with “benefits”: a free dinner and mental depletion. There is a one-hour lunch break, but there are no shops nearby, so when you return, you can only continue attending meetings.
A is the best at shifting blame, B loves saying that creativity is unnecessary, Jack expects you to read users’ minds, and James is responsible for nodding. Marketing positioning is treated as a sales-assistant role, while design is only allowed to change colors. Someone joked that the company culture is like a claw machine: you can see what you want, but you cannot grab it.
HR Lynn’s answer to every complaint is always the same: “That’s just how work is.” So the New Year’s Eve invitation is actually an escape guide.
So, your salary for the month before leaving the company will be... temporarily withheld
📣【某某科技股份有限公司｜Annual Crisis Survival Competition Process】🏆
（The main strategy is to make people bear the burden of outsourcing; the company’s decline leaves no way out）
Christmas party (?) starts at 09:00; the crisis never closes for business for 24 hours
‼️Key point: Something major happens every day. If it doesn’t blow up today, it will be even bigger tomorrow. The second round of high-tech-era construction is next week—I’m so looking forward to it and can’t wait for the update.
🌟Company background:
The company publicly claims to be an AI startup, but in reality it is outsourcing upon outsourcing. Internal technology is divided into Java and .Net factions, but no one actually knows the whole system. People are hired before projects are even finalized; a bunch of people are interviewed at the same time, using a scattershot approach solely to build a reserve pool of manpower. You are conveyor-belt sushi. As for whether there are any projects? It depends on luck 🎲
🌟Round One: On-site Crisis Endurance Race 🥉
As soon as newcomers join, they are sent to work on-site at the client’s premises. There is no documentation, no handover, and requirements have to be guessed.
Scoring criteria: stress tolerance, psychic abilities, and whether you can Google your way through the night
。Requirements changed at short notice (every day)
。System crashes (at unpredictable times)
。Noncompliant filings (always present)
🌟New Challenge: The Four Employees 🏅
jack: Only says “It wasn’t like this before,” but all the data from before has already disappeared
徐✠龍: Always in meetings, never solves problems
james: Out-of-control emotional management; specialty: passing the buck; treats you to sushi
李✠毓: Technically outdated yet loves to dismiss newcomers
➡️As a result, newcomers know nothing about anything, and turnover is extremely high—having 2–3 people leave in a month is the baseline
🌟Round Two: Institutional Maze Race 🥈
Scoring criteria: endurance, knowledge of the law, and whether you can silently swallow it all
。High salary, low reported wages; labor and health insurance are calculated using the minimum wage
。6% pension contributions? Nonexistent
。No overtime pay; openly and unapologetically violating the law
。The first three months’ wages are withheld in advance, then vanish when you leave
。Payslips and employment contracts are never provided
🌟Special Guest: HR Lynn 🎤
She comes out to make her presence felt whenever nothing is happening, but completely disappears when something major happens. Has anyone ever relied on her to solve a problem?
When a crisis hits, the first thing she does is push the newcomer out, together with the HR intern, to serve as cannon fodder. She hides in the back and holds a review meeting, then disappears until tomorrow’s Dragon Boat Festival before meeting again.
🌟Finals: Quit or Hang In There 🥇
The prizes are rumored to include:
🎖️ Gold Card
🎖️ All-Year Pass
🎖️ Travel Weekender Pass
🎖️ Fun Run Competition
In reality, the only thing you receive is: “If you’re unhappy, don’t do it.”
Please assess for yourself whether to sign up for this company’s survival competition. Good luck 🍀
After 11/22, there will be a new feature every week discussing why employees' abilities have gone from department-store level to wet-market level, the various petty supervisors who love to throw their weight around, and changes in people's mental state after resigning.
What 李✠毓 is best at isn't programming, but making bonuses disappear. At recruitment briefings, he uses presentations to teach newcomers how to easily understand the high-performer commission system, speaking as if he were handing out red envelopes; when it comes time to actually settle the accounts, however, the red envelope contains only a number as small as a tangyuan. When the campaign ends, everyone treats each other to cola to celebrate hitting the target, while the bonuses have already been divided among the full-time staff. The problem isn't him; the problem is that you didn't work hard enough.
james is the on-site emotional thermometer, and it is always overheated. No matter how complicated the policies are, he can explain them by shouting, demanding that colleagues hawk products like vendors at a wet market, as if the louder the voice, the smarter the AI being made. While the neighboring counter rolls its eyes back into its head, he still thinks this is called having presence. Once, during a summer campaign that was insanely busy, he completely blew up just because one sentence hadn't followed procedure. The company says it values mental health, but he is a living counterexample for the training materials.
jack is best at pushing problems down the line. When supporting another counter, he always says he is busy, so new hires are left alone at an unfamiliar POS, relying on help from the neighboring counter. If it weren't for that one sale, you wouldn't have reached ten thousand. Credit is divided, responsibility is sliced up, and the process is perpetually stuck. Internal documents are like wrapping tangyuan: layer upon layer, and by the time they are approved, it will be New Year. All that remains is peanut powder sprinkled over the effort as a token consolation.
徐✠龍 believes that the more rules there are, the safer the company is. Every little thing has to pass through three or four levels, and even taking leave is like applying for a red-envelope subsidy. The job was advertised as a full-time position, but the contract says fixed-term; when you raise a problem, he can use rhetoric to confuse you, and a resignation application is delayed for two months, with the reason always being that the process is incomplete. He loves saying on Christmas Eve that the company is like a family, but this family only gives you milk, not a future.
HR Lynn always greets people with a smile. In interviews, he talks about vision and growth, saying bonuses will come as naturally as red envelopes. Once you actually start, there are problems everywhere, but he asks you to be more understanding of the company. In the months with the most overtime, he says, “Haven’t we all been working very little overtime lately?” When you show him evidence, he smiles and says the system is complicated and you will have to wait a little longer—until even New Year has passed. His greatest talent is procrastination: resignations are rejected, suggestions are discounted, and in the end all that remains is the official blessing: “The future is yours to look forward to.”
Those who are leaving, let them go; those who are coming, let them come.
Reason One
Li✠Yu deliberately assigned impossible tasks during new-hire evaluations and required newcomers to work unpaid overtime (7h) to make up the progress. When a newcomer asked for help, he coldly said, “I’m not here to take care of you.” As a result, three newcomers were driven to resign that very day.
Reason Two
james deliberately dumped all the tasks on new employees while he went off to drink coffee. When problems arose, he shifted all the blame onto the newcomers. He shouted, “You’re not a VIP, so why should I take care of you?” He then forced the newcomers to clean up the mess. After the newcomers could no longer take it and resigned, the supervisor asked L to find out why, but james instead dragged HR Lynn out for a three-hour steak lunch to review the situation.
Reason Three
jack called a completely unnecessary emergency meeting and had the entire department discuss data that he himself had mixed up. While berating the newcomers, he also demanded that they work overtime later to redo everything. jack then dragged them back into the meeting room to listen to him talk about his philosophy of managing people, continuing until he had said all he wanted.
Reason Four
Xu✠Long entered important information incorrectly when replying to a client, but blamed the mistake on a newcomer who had just joined, shouting, “You expect me to take care of you? Dream on!” The newcomer was forced to reorganize the data. After the client complained, the supervisor asked L to investigate, but D pulled L into a discussion room, saying they should work together to find the newcomer’s problems. He said he was a VIP and that he was never at fault. The more L listened, the more helpless they felt, sensing that the company’s very structure was collapsing.
Reason Five
HR Lynn had intended to clarify the department’s staffing and funding shortages, but discovered that certain unusual behaviors and circumstances were causing large numbers of newcomers to resign, leaving even Marketing barely able to hold on. When Lynn reported this to upper management, they brushed it off: “Let’s observe a little longer.” Lynn understood that the company was falling apart, but senior management chose to pretend nothing was happening. They discussed only various absurd issues, and Lynn eventually decided to hide away rather than face the other employees amid this collapse. After the company’s New Year crisis, many employees did not see Lynn for a long time.
They always paint a grand fantasy, saying there are good opportunities to change jobs because we come into contact with many Japanese companies that will try to recruit us. The problem is that Japanese companies all want people who are cheap and useful, so they go directly to staffing agencies to recruit.
james starts by saying that every day he sits in this fake AI outsourcing company, watching his colleagues treat mistakes as casually as breathing, while the smell of salty crispy chicken fills the office. The senior employees, who call themselves PhD-level veterans despite spending all day talking more than working, can always push their mistakes onto newcomers. They even use analogies about Italian cuisine to pretend to be professional, and when talking about *The Lion King*, they speak as if they were Simba’s mentor, saying the parallels are remarkably clever and that adults will relate to them more than children. Yet their actions leave the newcomers plugging holes every day. Xu✠Long then says that what he hates most is seeing certain people open their files only at four in the afternoon. Their laziness is wrapped in a layer of fake authority, as if a few pompous words were enough to shift responsibility away. When discussing performance, they also put on a profound air and say that a company should be as layered and sophisticated as Italian cuisine. In reality, the only real layering is pushing the blame down one level after another. jack says with a bitter smile that he watches dispatched newcomers struggle to breathe under the pressure every day. Those old hands love to talk about *The Lion King*’s metaphor of growth, yet completely refuse to face the chaos they themselves have caused. They say this place can make people stronger, but the newcomers only become more like a free emergency-response team, cleaning up messes more often than eating salty crispy chicken. Li✠Yu says helplessly that the only thing truly boiling here is not hard work, but the hot pot he serves every day as a symbol of shifting responsibility. The ingredients in the pot are always someone else’s mistakes—and the suffering others bear for him. He can shift the blame while claiming that this is organizational training, speaking as if he were reciting a fable and saying the parallels are remarkably clever. Finally, HR Lynn says something even more outrageous: he loves to package emotional blackmail as policy, portraying the culture of shifting blame, bullying, and dumping work on others as some kind of PhD program. He also says that cooperating with Japanese companies helps everyone grow, but the only thing that truly grows is the skill of exploitation. He even says that these stories have remarkably clever parallels and that adults will relate to them more than children, as if making the absurdity sound more polished could conceal the fact that the entire company has long since collapsed.
You think it’s a good place to develop your career, but the reality is that people are dismissed very suddenly; it seems to be the norm.
Li✠毓 is impatient and always demands that everyone immediately perform surgery-like solutions to problems, even when it is fundamentally impossible to finish them in such a short time. At every meeting, they say, “You can’t even handle something this simple—do you deserve to get fired?”, and they even directly lose their temper with employees they are dissatisfied with, showing no emotional management whatsoever. jack always thinks she is an indispensable person in the company, but she is actually a meeting expert at making small talk, always fond of chatting about irrelevant things during work hours, such as gossip about her family. Whenever “year-end party” is mentioned, she excitedly says that the colleagues at the company are like friends at a gathering, yet she leaves a mess for her coworkers. Xu✠龍 says every day that work pressure often makes their chest uncomfortable, and keeps finding excuses to change the targets back and forth, which greatly reduces the overall team’s efficiency. james is completely inattentive at work, frequently busy handling trivial matters that have nothing to do with the job, and even frantically plays on their phone in the office. This has caused our project schedule to be delayed again and again, and in the end everyone has had to make up for it by working overtime. HR Lynn’s attitude toward handling matters is also a complete mess. They always say, “Jesus will bless you,” but in practice they are completely unable to provide employees with effective support. Every year at the end of the year, everyone finally learns the real intention behind the year-end party: it is actually just a stalling tactic to prevent employee turnover. Even though the company clearly knows that some people are already planning to resign, it does not let everyone receive the benefits they are entitled to in advance; they have to wait until after New Year’s to get them. There are even rumors that if you resign before then, you will receive nothing. The PHP on-site office suffers from insufficient power supply everywhere, and its internal management is a complete mess. Colleagues are also often heard privately complaining that this environment is basically like a tortilla factory: it looks fine from the outside, but is a total disaster inside. The overall work atmosphere and culture make it impossible to concentrate on getting work done.
These people's behavior has practically pushed the entire environment to the brink, leaving no way out.
Jack claims to understand technology better than anyone, but in reality he only knows how to post random strawberry-related content online for clients; when customer service gets criticized for unclear pricing, he is the first to shift the blame. James, meanwhile, talks about procedures every day, but only ever uses them to pressure newcomers; he can even completely dodge complaints about purchasing the wrong products. Li✠ Yu may appear gentle, but he never shows up until the very last minute of a project, while still demanding that everyone accommodate his pace, forcing people to work overtime without even earning enough to cover their living expenses. Xu✠ Long is so emotional that he is like a ticking time bomb; his mouth smells as bad as if he had eaten durian and cheese together. Whenever a client asks a question, he throws things, and he randomly changes direction during meetings, making every project feel like an endless cycle. HR Lynn is an even bigger black hole for the entire company, saying that the company gives everyone opportunities and that people should not be concerned about leaving work on time, thereby rationalizing every imbalance in the system. They cover for one another and put on a professional façade, but in reality they make the entire company run like a rotting gear. Going to work every day feels like stepping into a nightmare from which one cannot wake up.
Listening to the interview content was like watching a trailer; the actual feature was completely different.
During an interview, 徐✠龍 once led a newcomer into a meeting room, sat down casually, and immediately began discussing a seemingly unrelated project. When the newcomer mentioned their thoughts on the project, he said, “Actually, I’ve already promised the client that this LinkedIn project will be delivered next week, but because I believe you can complete it, I’m handing it over to you this time.” This was essentially dumping an impossible task on the newcomer, without even caring whether they had enough experience to complete it. He then said, “I hope you can produce the entire outline. This is an important project, and everyone is waiting to celebrate the 2026 📚🎉 Taipei 101 event.” However, despite all this pressure, he completely ignored the newcomer’s concerns about the work. When the newcomer asked questions, he even said, “Don’t ask so many questions. Just do it. This is for the development of women’s empowerment, and I believe you can do it well.” Finally, when the project failed to achieve the expected results, he not only refused to take responsibility but also blamed the newcomer for not knowing how to lie: “How could you produce this result? This is your fault!”
jack’s moods fluctuated unpredictably, like a live volcano. Once, during a meeting, he pointed at a newcomer and said, “Why haven’t you finished this report yet? I told you long ago that this was necessary! We need to meet the Taipei Dome partnership requirements this month—how can you delay it?” He then erupted emotionally without considering anyone else’s feelings: “Why are you so inefficient? Do you know our company has no money now? Every employee has to work desperately; we can’t keep dragging this out.” His emotions🎸 were at their worst on Mondays and Fridays, when he was especially prone to taking his anger out on anyone, even sarcastically mocking newcomers: “How could you ask a question like that? You only understand what I’m saying now? You don’t even know these basic issues, yet you dared to join the company?” Whenever work was completed, he would presumptuously review it afterward: “Why did you do it this way? Isn’t this an incorrect decision? Didn’t I already tell you?” Yet he never reflected on himself and always blamed the newcomer.
李✠毓 deliberately sowed discord within the company, specializing in speaking ill of colleagues behind their backs. Once, they privately told a newcomer🐣🐻, “Pay attention to that person. During yesterday’s meeting, they completely failed to understand our needs. They’re not fit to be a supervisor.” They then began instilling unfounded negative ideas in the newcomer: “They haven’t been suitable for this work for a long time. I’m really worried about you; it’s hard to say how long you can stay in this environment.” Such remarks made it difficult for the newcomer to remain objective or express themselves, and their mood became increasingly low. They treated not only new employees this way but also manipulated other people in the company: “You know, our company will never have rules. This is only temporary. I advise you not to have too much hope for the future.” Sometimes, during lunch, they would repeatedly bring up certain employees’ private lives or minor flaws, filling the entire office with tension.
james often forgot their responsibilities, and their irresponsible attitude left the newcomer feeling helpless. Once, they asked the newcomer to buy vanilla chocolate ice cream and promised to pay, but when the newcomer returned with the ice cream, they claimed to have forgotten about it and even said, “You don’t need to bother me with these trivial things. In any case, I don’t have time to remember them.” When the newcomer reminded them again, they replied coldly, “Do you think you’ve done something great? Don’t do this kind of thing again. It’s a waste of time.” Even over such a minor matter, D would think the newcomer was being overly particular, completely disregarding their effort. In addition, D was extremely impatient with employees’ questions: “What month and date is it today? What day of the week is it today?” They asked the same questions every day, completely unconcerned about whether employees had other work to handle.
Lynn always treated employees’ needs with an indifferent attitude. Once, when an interviewee asked about the details of the salary and benefits, the HR representative coldly replied, “I think that kind of question is really boring. Why would you ask that during an interview?” However, after the interviewee joined the company, the actual conditions differed greatly from what had initially been stated. When the newcomer raised the issue, HR simply said, “That’s right, I forgot to tell you. This is the company’s standard salary; being so particular about these things is petty🍋🍉.” Once, HR even said directly to a newcomer, “If you’re dissatisfied, leave. Our company has a high number of resignations every month anyway. You’re nothing more than a peanut; you might leave in a few weeks.” This cold and heartless attitude left the newcomer feeling utterly dejected, yet no one cared at all.
Working here, it won’t take long before you get to know dozens of people, yet the company’s headcount always stays around twenty. The colleagues who show you around may quietly leave the very next week. People constantly come and go, like a disappearing act that never ends. Stay for even a little while, and you’ll understand how frequent this cycle is—it feels like bait-and-switch, a strange company.
James is someone with a severe case of main-character syndrome. He calls himself the Chief Strategy Officer, but every day he does nothing but hold various meetings called “Future Blueprints,” then tells everyone to repeatedly report the same thing in four group chats—WhatsApp, LINE, Signal, and Telegram. After the meetings, you can never find anyone responsible for what is supposed to be done. Last week, he proposed holding an AI outdoor camp in Yangmingshan National Park, supposedly to let the algorithms breathe fresh air.
Jack is in charge of project management, but what she is actually best at is omission. She often says: “Don’t worry too much about the small details; it’s close enough!” As a result, documents are missing words, deadlines, and money, and at every meeting you can hear her say, “I thought someone else had done that.” Once, she even mistakenly sent a contract meant for a client to the activity mailbox of the National Palace Museum, saying it was part of AI inspiration.
李✠毓 is the Korean-cuisine king whom everyone fears. Every day, he insists on inviting people to eat kimchi stew and discuss their dreams. He uses kimchi as a metaphor for product development: “It has to ferment before it can explode!” Yet every time the meal ends, the project has made no progress. Employees privately say: “The only thing he has successfully fermented is the smell.”
徐✠龍 is the person who most enjoys playing mind games. He pretends to care deeply about you and says: “You don’t need to worry about this part; I’ll adjust it for you.” The next day, you are transferred to another team, under the heading “Internal Mobility Learning Program”—in plain English, you have been replaced. Some colleagues have already been moved to work on an Indian-cuisine project, then assigned to AI customer service the following week, and rewriting marketing copy the week after that.
Finally, there is Lynn from HR, who appears friendly and welcoming but is actually a ruthless enforcer. Her most common line is: “The company really values you, but you need to be a little more flexible.” She created penalty rule M, under which even putting the kettle in the wrong place results in a pay deduction. She says this is to maintain corporate order and prepare a joyful atmosphere. But everyone knows that once she sets her sights on you, it won’t be long before you are magically made to disappear, and your name can never again be found in the employee group chats.
The job website says there are 50 people, but there are already only a little over 20 left. They claim that some people are elsewhere, leaving many in the dark. There is also a pile of records for you to look at (just thrown together). But... there are many stories of people still not receiving their transfers next month. To be continued......
James is like a platter of Middle Eastern cuisine on Xinyi Road: full of spices and cluttered concepts, yet without a main course. He always says he is supporting others while also being supported by others, and in the end no one knows what he is doing. When problems arise, he says the direction has not yet been decided, as if direction were the wind. When employees ask him to make a decision, he says they need to be flexible. Flexibility has become his synonym for avoidance. He loves putting cross-cultural terms in presentations, yet he does not even finish reading the documents. His world is like the desert wind: blowing for a long time, blowing hot, until all responsibility is buried in drifting sand.
HR Lynn’s smile is like the sheen of oil on a bowl of pho—soft, yet impossible to slip away from. During interviews, she asks about zodiac signs; when she hears “Gemini,” she says it suits Polaris’s flexibility. She says the company’s systems are open and its culture diverse, like Vietnamese cuisine blending Eastern and Western flavors, when in fact it merely makes everyone swallow bitterness in different forms. She loves to talk about trust, but when someone resigns, she smiles at the supervisor and says she had noticed the problem long ago. The freedom she speaks of is actually responsibility without boundaries, and what she calls flexibility is simply the company’s excuse for shirking responsibility. The light of Polaris reaches no one; it only leaves people trapped where they are, believing that is direction.
Li ✠ Yu’s meetings are like the morning mist at Chiang Kai-shek Memorial Hall: solemn and grand, yet making everything impossible to see clearly. His tone is gentle, like a waiter at a Japanese-style restaurant, leading people to mistakenly believe they are understood. Whenever a project gets stuck, he prefers to talk about vision, as though slogans could replace direction. When employees try to hold on to something steady, he says that too much tightness will constrain creativity; the result is low morale and floating responsibility. He loves baseball metaphors: “Everyone is a batter; take the initiative and attack.” But he never swings the bat, while expecting others to help him hit a home run. He likes holding meetings beside the auditorium, saying that the place calms the mind, but all I hear is the wind circling through the corridors, like the strategies he leaves unfinished. Those orderly stone steps lead to emptiness, just like the future visions he casually invents.
Jack always likes to say the company is like Tamsui Old Street—historic and full of flexibility—but that is merely an illusion beneath the greasy smoke. He changes the systems more often than the vendors on the old street change their price lists: AI-oriented today, human-centered thinking tomorrow, and global co-creation the day after. Employees have only just adapted when he announces another reform. He likes that chaotic rhythm because no one can test whether he is wrong. Like an overdecorated appetizer in a European restaurant, it looks polished but has no flavor. One day, as I walked along Tamsui Old Street and looked at the rows of identical fish-ball stalls, I suddenly understood that what A calls innovation is really just refurbishing old goods. The noisy hawking and greasy aromas are like the company’s regular meetings, endlessly repeating meaningless excitement.
Xu ✠ Long’s philosophy is like the rhythm of Taoyuan City Hall: democratic on the surface, chaotic in reality. He loves saying that we are like an American restaurant, free and open, but freedom merely enables him to assign tasks in the middle of the night. Whenever there is a payroll problem, he says the system is still being adjusted and that the process must be followed; the process drags on into silent delay. Overtime is not stated in writing, yet the pressure is tacitly accepted. Leaving work is merely a formality; the real working hours begin at night. The lights outside Taoyuan City Hall shine, reflecting off his cold, pale face like a screen devoid of warmth. He talks about innovation and responsibility, but only teaches employees silence and obedience. After finishing eating, it was like discovering that all the restaurants in the building opposite were also cafés, so people ran around eating at two places—the tech world really is astonishing.
Pros? There are practically none. We were forced to stay insanely busy, only to end up with zero output.
This company is like an endless predicament, always with senior employees who seem intent on making things difficult and undermining others, and who are always quicker than anyone else at turning the work into a complete mess. Every time there is a meeting, everyone sits there, and no matter what is discussed, nothing can ever be decided. The meetings are held over and over, yet nothing gets done in the end—truly the ultimate interpretation of collaboration. The company's business processes are like a case of smallpox: tangled and unclear, with no one able to resolve them completely.
On one occasion, the company asked a group of employees to repair POS machines. This was originally a newly added task. One employee heard that they could receive a repair bonus based on the condition of the equipment and was delighted, as if they had struck gold. However, when it came time to settle the payment, 徐✠龍 told them: this was merely an incentive bonus and had nothing to do with salary. It was hard not to feel that this was nothing more than a smokescreen. Later, the employee even filed a complaint, but the company brushed it off by citing a quarterly bonus and still had the nerve to call it a virtual process.
The most disgusting person is HR Lynn. Whenever employees run into trouble, Lynn is always the kind of person who pretends to care, saying, “If there’s a problem, you can come to me,” but in the end helps with nothing and even discusses colleagues behind their backs. Lynn’s words and actions always make them seem sinister, like a man in black, and their relationship with employees is like a virus, leaving behind a harmful influence like the flu.
Even worse, 徐✠龍 was originally an enthusiastic and experienced mountaineer who was often eager to help—only to lead the team in climbing downward. Unexpectedly, 李✠毓 set a trap behind their back, leaving them stuck in a situation like swine fever. jack also tried to find a breakthrough, but only ended up sinking deeper and deeper, causing others to suffer heart attacks. Always like a mosquito, they wear people down relentlessly and exhaust them completely.
And behind all of this, the department head turns a blind eye to every project. Once, james did not understand a colleague’s flowchart at all and was completely indifferent to his own responsibilities, having no idea how to collaborate effectively at work.
Most interestingly, the company’s employee turnover is extremely high. Many people collapse within just one year, and even new employees can immediately sense this atmosphere of inefficiency and disorder. Seeing the helplessness in colleagues’ eyes makes it impossible not to wonder whether the boss knows what is seriously wrong with the company, or whether they simply assume that young people are all “rotten strawberries.” Even so, the employees continue to work hard and create; it is just unclear whether this can bring genuine change to the company or whether they will merely be dragged deeper into an increasingly uneven quagmire.
Overall, this company has brought no new energy to the AI industry at all. Instead, it is filled with pain like heart disease, as though watching a gradually collapsing drama—leaving one feeling both regretful and helpless.
What the hell, a bunch of employees still don't even know what's going on and are obediently waiting for New Year's Eve.
📽 This company walking competition was packaged as a racing blockbuster combining imposing spectacle with dark-hearted exploitation. To outsiders, it looks thrilling and fast-paced: 🎈first place, 🎈second place, and 🎈third place are revealed in sequence, with applause, praise, and performance bonuses taking turns, as if everyone has a chance to cross the finish line.
However, when the camera cuts to the inside, the venue is full of panting employees, knees covered with braces, wrists wrapped in bandages, and vacant eyes. This competition is truly tearful and intense—in reality, it is an endurance battle to see who can hold out the longest. The new environment and the old environment are exactly the same: the walls are covered with slogans about team honors, but the office lights at night shine brighter than the sunrise. Some people cough up blood; others have seriously injured hands but still cannot turn off their computers, just to make the system record one fewer overtime entry. Every time someone asks, “Why isn’t this being dealt with?” they are met with a manager’s cold reply: “You’re too emotional. You need to reflect on yourself.” 💙⭐️
james is the seemingly composed senior employee, polite in his smile, but in reality the referee of the entire competition. He controls all announcements, online payments, and decisions about whether to accept or reject what comes in. Who takes the blame and who gets promoted all depend on his mood. He likes to say that company policies need to be flexible; what he means is that the rules are made for him.
李✠毓 is a silent viper, best at using blank-space traps to make people fall into them. He leaves ambiguous clauses in documents, causing newcomers to automatically become scapegoats when they make mistakes in reports. The victims may even thank him for helping revise them.
徐✠龍 is a slick-talking veteran whose catchphrase is “We’re family.” He assigns newcomers impossible tasks and, despite knowing that a project is rotten to the core, still demands an all-night demo. When something goes wrong, he only pats his chest and says, “I’m working hard too,” before shifting the blame to the team.
jack is the quietest person in the conference room, but he lands a precise finishing blow at every meeting. He never says anything harsh, yet he always manages to turn people who want to resign into examples of having a bad attitude, privately warning managers: “This person is unstable—don’t promote them.” He watches others fall into pits, the corners of his mouth lifting slightly.
The final villain to appear, HR Lynn, is the director of the entire film. She is skilled at wrapping cruel policies in a sweet tone, always saying, “This is just the procedure. It’ll be faster if you sign,” guiding employees to sign documents for voluntary resignation and consent to salary adjustments. In reality, she is tacitly allowing the company to evade responsibility. She also posts announcements in group chats saying that the 🎈first-place employee performed excellently, without mentioning those who were exploited until they fell ill.
At the end of the film, only the sound of panting remains on the track. Some of the employees who once ran with all their strength are forced to leave; others choose silence. New arrivals still enter this competition carrying dreams, believing they can change something. The screen displays the caption: 💙Thank you to all of you who have worked so hard, ⭐️the glittering images conceal the truth. In reality, the winners are not the fastest, but those who best know how to evade responsibility and push others aside. This walking competition has long since had no finish line—only a track stretching endlessly forward, paved with unresolved complaints, unfulfilled promises, and a group of employees still trying to convince themselves that the company will get better.
It looks like a promising AI company that claims to be at the cutting edge of technology, but in reality it is just a masquerade hiding behind the AI label. Those features you think are automated are actually all completed manually by Indians. After the fake AI news broke, the CEO also said helplessly: “What about us?”
Li✠毓 is a typical master of shifting responsibility. In one project, when the entire team’s progress was delayed because of uncertainty around external requirements, he quickly pinned the problem on the new hires, taking advantage of his seniority. “This problem was caused by you not clarifying the requirements. There are only two days left now, and I don’t care—you have to solve it.” The project ultimately missed its delivery deadline and was harshly questioned by the client because the requirements were unclear. Completely unmoved, he blamed others for “not following up proactively,” while he himself remained unscathed. He likes to say “the hammer has fallen,” waiting to be hunted down by the client.
徐✠龍 likes to express a whole lot of opinions in meetings, making everyone think he seems to understand everything, but in reality he never puts anything into practice. When the company held a meeting to discuss introducing a new technology, he offered a large number of seemingly deep suggestions and said they should build a high-performance architecture. Yet a month passed and nothing had been done, nor had the problem been solved. Even when the issue was brought up again, he merely said lightly: “You can research this technology yourselves. I’ll go to a meeting first.” This so-called “technology upgrade” issue remained shelved.
james’s relationships with people at the company are very subtle. He is an absolute favorite in the workplace, with countless fans. He also constantly echoed his supervisor, saying, “That’s exactly what you mentioned before. I also think this direction is very good.” By currying favor, he gained the supervisor’s approval. While others were clearly working hard to solve problems and putting themselves in the line of fire, he was promoted through flattery, while contributing almost nothing to the project. All he can do is tell others to Git themselves up there and take a look, when in fact he has no access and there is nothing to see.
jack likes to impose his unreasonable demands on the team. During a product test, he proposed requirements that had to be improved immediately and added many unrealistic modification requests. When the team tried to explain that some of the changes would cause delays, he stubbornly insisted on making the changes immediately and strongly demanded that everyone work overtime. In the end, the testing schedule was delayed by several days, and problems emerged one after another upon delivery. He not only refused to admit his own mistakes, but instead blamed everyone: “Why didn’t you deal with this in advance?” He also produced his large pile of “improvement requirements” and demanded that the team follow them. Leaving behind a pile of blanks that no one could understand, the testing was pointless, no one understood anything, and they continued preparing for the next round of “destruction.”
Lynn’s role within the company is that of the representative of “yes, yes, yes.” When employees report that working hours are too long and that overtime is unpaid, HR gives its standard response through her: “Yes, yes, yes, I understand. I’ll report this to upper management.” But in reality, she never truly handles the problems; instead, she merely tries to maintain an image of being cooperative in the eyes of her superiors. Once, when an employee said more work support was needed, HR simply smiled and said: “Go up and take a look yourself. If you don’t see it, ask someone else.” When the employee helplessly said they lacked access, she dismissively replied: “Then don’t worry about it. It won’t affect anything anyway.” As a result, when things went wrong, HR quickly shifted the blame, saying: “Why didn’t you solve these problems yourself?” In the end, the employee felt completely abandoned, while HR remained unmoved and continued pretending that nothing had happened.
🌟🌟For employees in Taipei, this is a great place to work overtime every Sunday night, get eight hours of exercise, and practice self-discipline through overtime seven days a week. It is not only a good place to wander around in a maze. Everything behind this chaos was caused by these core members. They not only ignore employees’ basic needs, but also use their own power as a staff, completely disregarding the culture and order the company should have. No matter how hard you try, you cannot escape this seemingly beautiful corporate life, which is filled with deep darkness.
At this company, the atmosphere is like an absurd reality show, filled with many seemingly ordinary yet extremely despicable behaviors. Everyone is like a pawn in a power game, manipulating the lives and futures of employees. This company primarily operates through dispatching, and many companies can communicate only in Japanese. When Lynn recruits employees, they are often required to speak Japanese, yet there are always some strange exceptions. Some rookies are forced into the company even though they understand only 60% of Japanese. Although they are completely at a loss at first and spend every day guessing what is going on, they are still forced to stay and become cannon fodder in this endless labor war. There is also the Indian company; I’ll talk about that next time.
Xu✠Long and Li✠Yu are the driving forces behind this struggle. They almost completely disregard the law, making each employee’s fate like a sticker casually thrown away. When newly dispatched employees arrive, there is almost no adjustment period or guidance. No one helps them integrate into the company; instead, veteran employees casually dump work on them without telling them anything. Unaware of what they are getting into, they are pushed into a hell where they work until four in the morning. It was his birthday that day, too—happy birthday 📣📣📣📣. This environment leaves many people deeply helpless, and some resolutely leave the company within just a few weeks because they simply cannot withstand such unreasonable work pressure.
The conflicts between employees are not merely part of daily life; the torture of overtime also makes everyone emotionally unstable. A former team leader was openly bullied in this way. He originally had a certain degree of authority and connections within the company, but Xu✠Long suppressed him. After being demoted, he was transferred to Taoyuan. Nearly 50 years old and facing such unfair treatment, he ultimately had no choice but to resign. Stories like this are endless, making people sigh that this company is essentially a never-ending soccer match: people with connections always get onto the field first, while dispatched employees become scapegoats. Hello.
Even more outrageous is that many dispatched employees do not receive even the rights and protections they are supposed to have. Working late into the night without pay happens frequently, and such behavior has gone far beyond the boundaries of law and morality. jack is like an all-powerful monster, always treating rookie employees with cruelty and ruthlessness, especially when he believes he can rely on his position of power. These veterans often dump all the dirty and troublesome work on dispatched employees. Regardless of the employees’ abilities, they care only about their own authority and comfort, completely ignoring the consequences.
Some employees, such as a certain person in charge, are frequently ignored, while the company remains consistently indifferent to their commitments and treatment. Their birthdays are often regarded as ordinary days, without the slightest celebration or greeting. Of course, some employees have proposed improvements because they are physically and mentally exhausted, but james always brushes them off with promises of “working together next time,” as if he thinks employees leaving is inconsequential. Faced with this corporate culture, many people can only be speechless, deeply feeling that the workplace is like a pointless war. Whether you are the bowling ball inside it or the soy milk that has been sold off, you are all just small props thrown into this endless chaos, able only to answer, “Yes, yes, exactly,” while powerless to change anything.
Everyone gathers together to witness the chaos of both the exterior and interior life 🙌🏻🙌🏻🙌🏻
In an unremarkable corner of Taipei, there is a company proclaiming that it can change the world using cutting-edge artificial intelligence, always believing itself to be an AI technology company. In reality, the AI inside is merely in name; what truly keeps things running is a group of outsourced laborers, barely filling a few work vacancies each month. The facade has persisted for quite some time, and the various problems have never disappeared. Everyone knows in their hearts that, just like before, no one at this meeting will actually solve the problems. Looking down at the watch on their wrist, they silently calculate how much longer all of this can continue.
🍾HR Lynn always interferes in every aspect of the company, big or small—whose position needs adjusting, who rides a bike to work, who has to work overtime, and who needs to take leave. However, whenever problems arise, HR Lynn never dares to take responsibility and refuses to be accountable for anything. Whenever an employee approaches them to solve a problem, their promises sound good, but they only make excuses and shift the responsibility to others, leaving everyone to continue working as laborers.
🍾徐✠龍 always speaks only halfway, leaving people both helpless and amused. They make you guess the rest, which is confusing and incoherent. Whenever they express an opinion in a meeting, they always stop at the most critical point, leaving everyone to helplessly wait for them to continue on their own. But they never add anything, only demanding Performances.
jack is the good-natured person outside the company, handling clients flawlessly, but always extremely discourteous internally. Whenever the team has any questions, they raise countless more questions but never provide any solutions, throwing the entire company into a whirlpool of discussion.
🍾Whenever james encounters a problem in a meeting, she stares intently at the whiteboard and raises a pile of impractical questions, but never thinks about how to solve them. Every time I see the topics she has written down, they feel like boring puzzles designed solely to waste everyone’s time.
🍾李✠毓’s desk is always proclaiming that other people do not conform to mainstream values; your opinion is like a fart released while eating a sweet potato, just like the spoiled pomelo and 13 cans of fruit on their desk. It is truly outrageous—and quite entertaining,
As Jack Ma said: If the money isn’t enough or your heart feels wronged, after staying here for a while you’ll realize it’s both. Life is short, so please think carefully about your choice!
The entire development team is expected to be squeezed by plugins within a compressed timeline, then rush something out for the client before the technical feasibility is properly determined (guinea pig one, guinea pig two, guinea pig three). When you try to discuss the schedule with your supervisor, you often get told to compress the timeline by another week and launch first, then talk about it. What about quality testing? We’ll talk about it after the client discovers the problem... Who will solve the problems when they arise? RD and PM have to take the blame... (Someone downstairs mentioned Jin Kong as an example... they’re still cleaning up the mess.)
📣 jack and Li✠Yu: For a certain Japanese company, this is the tragic memory of every Friday and Saturday night. It is not only a place where employees feel helpless, but also a stage where accumulated problems become impossible to resolve.
🌟 Special performance: Scheduled to appear at 10:00 p.m. on the 15th of every month. The Taipei performance troupe led by jack and Li✠Yu will perform. This time, there will be even more powerful management failures and even more frustrating contradictions. Good employees must come and experience it!
🌟 Main performance: (The project is delayed, leaving responsible employees at a loss) - - - 🎧 Blame-shifting + internal indifference
🌟 Additional performance: HR Lynn (shifting the problem onto employees) - - - 🎧 “Fend for yourselves”
Addressing the two major pain points of project delays and talent loss at the same time.
📅 Friday the 13th at night 🕤 Overtime until 10:00 p.m.
==========================================================================================================================================================
People who love to brag and exaggerate. When clients request certain features, they always confidently guarantee that they can deliver on time, and even promise unrealistic deadlines to gain approval. As a result, under time pressure, the features cannot be completed at all. When they can’t handle the ball, they make new hires deal with all the follow-up problems. Once the client discovers the issue, they quickly distance themselves from responsibility, shift everything onto the new hires, and evade all consequences themselves.
📣 HR Lynn: For an Indian company, this is the unsolvable predicament every Tuesday afternoon. It is not only a place of powerless management, but also a stage for exhausted employees.
🌟 Special performance: Scheduled to begin at 12:00 p.m. on the 1st of next month.
🌟 Main performance: (Taking on too much work, causing teamwork to collapse) - - - 🎧 Internal friction + schedule delays
🌟 Additional performance: Xu✠Long OOOOO james - - - 🎧 “You solve it”
Addressing the two major problems of employee exhaustion and management difficulties at the same time.
Hello everyone, I’d like to know whether this company is beginner-friendly or hell-level. Please do me a favor: read the story below before deciding whether to go to the interview.
Last year, senior B had just graduated when he received a recruitment notice. On the phone, HR Lynn said, “We have a position in Singapore that would suit you well. Please come for an interview.”
Senior B was full of anticipation. However, after the interview, Lynn suddenly changed her story: “The Singapore position has been filled, but we have an opportunity in another location—a project in Tianjin. Would you consider it?” After hesitating for a while, he eventually agreed.
Li Fan arrived in Tianjin, but he soon discovered that he was unfamiliar with the place and that the work environment was intensely stressful. Treated as a second-class employee, he worked late into the night every day without overtime pay, while the workload was astonishingly heavy. The international work HR Lynn had promised—working with the team to maintain and optimize systems related to investment management—actually became an endless workload and a life consumed by work. He called back to ask colleagues Xu✠Long and jack for advice about sending the materials, but they said they had not looked at them. They told him, “The overtime culture here is an unspoken agreement. If you don’t work overtime, people will instead see you as not hardworking enough.”
Another senior went to Thailand on a “business trip” for a so-called “international LLM core application project,” but reality left him deeply disappointed. The accommodation was poor, and the other company did not provide sufficient support. The local partner company had established no clear rules or protections regarding their work and safety, leaving him completely helpless. The senior called Taiwan to report the situation to Li✠Yu and james, but received only a lukewarm response: “This is a challenge. You need to learn to adapt.” As a result, Li Fan’s situation in Thailand grew increasingly worse, and contact with his family and friends gradually ceased.
In the end, the senior lost contact. HR Lynn and the other colleagues seemed to show little reaction to his disappearance, merely discussing it behind his back: “Perhaps he simply chose to give up. Who knows?”
He became a warning bell for those who came after him: Don’t be deceived by a glamorous exterior or a momentary temptation. The reality of the workplace is often harsher than it appears—more like a mirage than anything real.
This company has informants at major companies. As a result, because former employees left too quickly and went around spilling the beans after resigning, HR at major companies now automatically red-flags their résumés and rejects them faster than AI. Thanks, but no thanks 😷🚦
📣 The Hsinchu Blame-Shifting and Procrastination Course is here
At the request of our senior colleagues, Senior Brother Li✠Yu is finally going to Hsinchu to teach a class
🌟Class time: Sunday, 5:30–7:30
🌟Content: Advanced red bean cake
Basic training (blame-shifting techniques, dodging meetings, randomly sending PDFs) + solo error-risk enhancement training + two-person responsibility-obfuscation collaboration exercises
🌟Fee: Your career prospects
🌟Location: OOOOO classroom (next to the useless process chart)
Please register the dates you can attend
Currently 4 men and 2 women; hoping more junior colleagues will join 🤢
📣 The Taitung Slacking-Off on Outsourced Work Course is here
At the request of our senior colleagues, Teacher James will finally be going to Taitung to teach a class for Halloween
🌟Class time: Sunday, 5:30–7:30
🌟Content: Beginner-to-intermediate grilled corn
Basic training (pretending to be dead and not replying to messages, finding excuses to dodge work hours, teaching outdated technology incorrectly) + solo project-dragging techniques for slacking off + two-person buck-passing collaboration methods
🌟Fee: The gradual loss of your mental and physical health
🌟Location: OOOOO classroom (next to the outsourced-assignment disorientation zone)
Please register the dates you can attend
Currently 2 men and 4 women; hoping more junior colleagues will join 💢
Brother Xu✠Long, I think there’s something wrong with that document process. It doesn’t actually run the same way as the version you gave me……
Oh~ little brother, are you panicking already? I know, I know—there’s no need to get so nervous over such a small thing. I’ll take a look at it on Line later 💢
(A couple of days later)
Sorry to ask again, but how’s it going with the process? I’ve been stuck for two days and can’t get it to run.
Oh, little sister, there have been quite a lot of projects lately. You need to be a bit more flexible~ Young people shouldn’t be so impatient 🤢
But the entire package of features can’t be delivered. I’m blocked on both the front and back ends.
Hey, you’re being too lacking in empathy~ Everyone’s busy, and no one is helping me either. This project of yours isn’t a priority anyway, so just leave it aside for now 🚦
Every time something goes wrong, you pretend you understand and pretend to be busy, but in reality you can’t even state the point in a single sentence. Brother Xu✠Long, please show some backbone, or you’ll only end up killing the junior brothers and sisters 💢
Brother Jack, I can’t receive your API response over here. Did you secretly change the format again?
Oh, little sister, you’re too nervous. I just made a small change on my end; it shouldn’t affect anything. I’ll take a look later 😷
Brother Jack, please take a look quickly. You wrapped it in an extra object, and my entire frontend crashed.
Oh dear, little brother, you need to be more independent. Can’t you figure out this kind of thing by testing it? You can’t rely on me for everything 🤢
But you didn’t update the documentation, so I don’t know what you changed.
Ah, I may have forgotten to write that in. It’s a small thing, a small thing—no need to be so particular 🚦
……
Besides, I’m out right now, so it’s inconvenient to look at it. Little sister, cover for me for now; I’ll take a look when I have time.
You (screaming internally): How many hours a day are you actually “inconvenient to look at it”? Brother Jack, you’re not even as useful as a newly arrived junior brother! 💢
Working overtime on Friday night, working overtime on Saturday night, and then working overtime again on Sunday night—this is why the budgets for outsourced projects are usually tighter than those for internal projects, and why the time requirements are so demanding. You need to learn to practice self-hypnosis. Before joining, think carefully, sleep on it, and decide again tomorrow during the day 🌟✌️✌️
✌️
james often goes on a one-day trip of shirking responsibility. Whether it is a project failure or an issue that arises, he is always the first to find excuses and evade responsibility 🌞, never facing problems directly. During meetings, he always blames others for mistakes, goes off to eat braised pork rice + duck blood, and even dumps all the problems on his subordinates to handle, while providing no solutions himself. The community activity center is jumping into action! You are the one jumping in the hot pot.
Li✠Yu's behavior is more like a live-action reality game. Whenever a problem occurs, he always chooses to stand by and watch instead of making a decision. His style offers no guidance at all; whenever any challenge arises, he simply quietly withdraws and never proposes any substantive solutions.
It is like a relaxed activity involving barbecuing and swimming; he seems to regard it as an easy task, even allowing problems to pile up into a mountain. Worse still, he will use the excuse of taking you to meet the supervisor for a meal, while those below only worry about angering the boss and then prepare to pin the blame on you.
Teacher Xu✠Long is organizing a group to go play at project development, OOOOO!
This time, the team is supposed to collaborate and provide a development course without communication, with course delivery and progress management available at an ultra-low-efficiency price ✌️
🌟 During the day, you can go to the team's development area and work behind closed doors, then come back in the evening for a discussion meeting and create an adventure-game-style project plan—spending the whole day clowning around!
B always waits for others to come to him, only realizing that coordination and response are needed after a problem erupts. The other team members can only be paired up arbitrarily, so progress keeps being delayed and it is difficult to establish the right direction.
📍Team response
jack often interferes with the project's technical direction, offering suggestions about the team's architectural design or feature implementation, but these suggestions often fail to meet professional standards or actual requirements. His approach is like forcibly stepping into unrelated decisions, preventing team members from focusing on the areas in which they are skilled.
🍴 How he affects the team
He always demands design changes or forcibly changes the project's schedule and direction without sufficient background knowledge. This not only delays work progress but may also cause errors in technical implementation, making it impossible for the team to operate efficiently.
What did Haidilao scoop up?
Actually, it’s not a big deal to make a mistake, but they usually won’t admit it, and then it gets brushed aside.
jack is a teacher on the team who often treats others with a cold and uncooperative attitude?🌟. Whether it’s cross-departmental collaboration or cooperation in daily work, he always maintains an arrogant demeanor, seeming to think he is superior to everyone else. Whenever other colleagues propose working together or offer suggestions, he always responds with sarcasm and ridicule, or even ignores them outright. Not only is he unwilling to cooperate with others, he also frequently interferes in other people’s work, showing no respect for his colleagues’ efforts. In his eyes, he is always right, and everyone else is unworthy of working with him. This attitude makes the work environment full of friction and discord, with virtually no team spirit.
One time, junior colleague A was confused about an important project instruction, so they asked senior colleague Xu✠Long for details.
Could you explain the progress of this project in more detail? It seems that there are still some parts we aren’t completely clear about.
(Squinting at the screen without looking up) It’s just like that—follow the plan and get it done. Hurry up; time waits for no one.
But we’re not sure whether there are any other resources that could help speed things up, or whether there are any other steps we need to pay attention to.
You have too many questions. Just work faster. I don’t have time to deal with these details. Just follow the requirements and don’t ask so many questions.
Then what should we do if a problem comes up?
Solve it when it happens. Otherwise, what’s the point of overthinking it?
This kind of management is truly frustrating. It always leaves us working without any clear beginning or end, with absolutely no guidance or support.📣
Senior colleague Li✠Yu: Because company decisions are being adjusted frequently in the short term, we have tried arranging: purposeless meetings + constantly repeated work instructions + unsolvable problem discussions & completely unclear goal-setting, along with a strange AI project.
We hope there can be at least some direction, so employees can understand what the company is trying to do. Instead, the constantly changing instructions have brought confusion and pressure. There are also some meaningless preparation rehearsals that appear to be joint efforts to handle matters, but ultimately leave everyone even more lost.
P.S. During the week of 10/10, he was preparing to propose another new plan (frowning slightly). We will arrange even more projects, and no one has any idea what he wants to do. What was cramping up over there again?
🌟Starting tomorrow, we will continue preparing to resign according to plan. Thank you🙏
james is a senior colleague with quite a few stories, who has no passion for work and shows no concern for employees. When problems arise, he does not provide guidance or assistance, instead choosing to throw the problem to employees to solve on their own, regardless of whether they have the ability to resolve it. His communication with the AI team is also extremely cold; he often gives employees orders without explaining their background or purpose. An employee’s responsibility is simply to follow instructions and leave once the work is done; everything else is none of his concern—even if someone works themselves into the hospital, he does not care. This indifferent management style leaves employees without direction at work and lacking a sense of teamwork and cohesion.
🐓 Arrive on time, or your trust score gets deducted directly!
Don't think about having a perfect finale over the weekend～The reality is: the work still has to continue.
🐨🐨 Young people, don't wait until the Sunday after next to make a decision. HR, being considerate of you, is already waiting for you all to come and hand over the work.
Next Friday 8/22
Two-hall reversal: the main emotional grenade + the side trash-talk master switch roles 👍👍👍
Li✠Yu, the emotional grenade, laughs one second and explodes the next, instantly turning the office into ruins.
The AI trash-talk master still spares no words. His presentations are bland and unremarkable, yet he demands flattery, with extremely volatile emotions.
This master might be casually chatting with you one moment, then explode the next because an AI report wasn't converted to PDF, shouting directly: "How am I supposed to account for this A?" The entire office instantly freezes. He likes to call himself a "feelings-based worker," but in reality he merely dumps his personal emotions on young people. He casually throws out a line like: "Looking at this format makes it impossible to concentrate," then leaves without looking back. Smart people realized long ago that he isn't actually here to work—he's just here to dump emotional bombs. Everyone has to predict his emotional landmines in advance, but there is absolutely no pattern to what will make him explode today.
Next Saturday
jack, the trash-talk master, self-proclaimed presentation king—the young people's survival game begins!
Every page of your presentation is a landmine, and every sentence is a powder keg. This isn't an ordinary company; it's a training camp!
He loves to say at the opening: "We are the elite force of the AI industry. As long as you're willing to work, opportunities are unlimited!" The pie he painted during the interview was even more elaborate than the presentation, but as soon as you join the company, he dumps miscellaneous tasks on you and demands that you inspect your own typos with a magnifying glass. Every week he makes you prepare the presentation for the entire group, yet he never teaches you how to prepare the content. Smart people noticed long ago that he is actually a freeloader who drags everyone down. When you ask him how the process should proceed, he always says: "Look it up yourself. You have to learn how to solve problems B." Behind the scenes, he praises your potential in front of other supervisors, while privately anonymously giving you a poor performance review. In summary, he basically survives on PPT rhetoric.
This Friday 8/15
Main: Xu✠Long, the cold-eyed veteran + side: jack, the scam ringleader—BK hybrid 🌟🌟🌟
The cold-eyed veteran would rather silently watch you make mistakes, leaving you doubting yourself at every moment.
The scam ringleader, meanwhile, only makes empty promises. The presentation has been revised three times, yet the salary is still nowhere to be seen.
B is the kind of silent, judgmental pressure-maker who specializes in magnifying young people's mistakes. He silently watches you give a presentation, then privately sends a picture to the supervisor: "You dare go on stage at this level?" He never teaches you any skills, only coldly saying: "Back in our day, we were strict in this and that way; you people nowadays are too weak." Every day he brings up the systems of the past and compares today's newcomers with his younger self. Smart people will discover that he gave up hope of improving long ago; his current job is nothing more than finding targets for emotional venting. Although he does not directly insult people, his silence creates even more pressure than insults, to the point that you don't dare ask questions. You will wonder whether you are not good enough, but in fact everyone has been left with psychological scars in front of him.
The Monday after next 8/25
Newcomer self-detonation training ground, a life-or-death test under the AI API magnifying glass 🎫🎫🎫
Every presentation could determine whether you live or die.
Smart people know that you still have to work on Saturday—it is truly a one-way road.
james is the supervisor's confidant, yet he never handles actual work. He loves to say: "I'm in a meeting; I'll reply to your message later." The result is that he never replies, and the salary is never seen either. One second before the presentation is due, he suddenly throws out: "This part needs to be changed; the client wants more AI flavor." But no one knows what "AI flavor" actually means. He always tells young people: "The company's funds are still being arranged. We all need to work hard; the salary will arrive soon." Smart people saw through it long ago: this is actually a scam. He holds up piles of Excel reports to paint grand visions, saying things like "magnifying-glass management improves quality," but in reality he is merely delaying time and suppressing wages. Sometimes you even start wondering whether this company has ever developed AI, or whether the "bullshit generator" is actually the company's true core technology.
Witnessed destructive power more frightening than that of a super typhoon
james is extremely impatient with newcomers. Whenever new colleagues ask for help with a problem, she often responds with cutting language. She is always sarcastic about mistakes at work. Every time she trains newcomers, she criticizes them by saying, “You should have known this already,” but never provides concrete solutions. When work cannot be completed on schedule, she still offers no substantive help and instead says, “You just can’t finish it.” This behavior once again leaves newcomers disappointed. She is unwilling to introduce them to the field or pass on her experience to others, ultimately preventing newcomers from getting up to speed quickly.
The AI plan was 5% a year ago and is still 5% a year later—LOL. Interviewers might want to ask next time about development takeaways and issues: do we need to come up with a few more?
徐✠龍 always puts off his work until the last minute and rarely takes the initiative to help other team members. Whenever there is a problem, he always avoids answering, and he responds passively when other colleagues need to collaborate. He is not interested in work and only thinks about how he can slack off, even suggesting bringing some chocolate to relieve stress during busy periods. This attitude has led to poor collaboration within the team, and progress has become increasingly slow. His greatest ability is sleeping, not working.
jack is an extremely competitive employee who is always hostile toward team members. For his own benefit, he often defames others behind their backs, making relationships among colleagues tense. He refuses to share any useful information and even deliberately conceals work progress to make himself look better. His competitive mindset resembles a neurotic behavioral pattern that makes it impossible for others to work comfortably. He takes every opportunity to present his own work as perfect. This behavior has filled the company with 5:5 distrust and conflict, ultimately affecting team collaboration and the company’s overall development.
李✠毓 appears to care about employees on the surface, but in reality his management style is chaotic. When newcomers ask questions, he and teacher C(?) always give unclear instructions, causing everyone to make frequent mistakes. Whenever the workload becomes too heavy to complete, he tells employees to manage their time properly. Most frighteningly, when an employee makes a mistake, he loudly berates them in front of five people, making the employee feel extremely embarrassed and helpless. He often uses having more work as an excuse to avoid communicating with employees; this approach completely replaces effective guidance and management.
This month’s new hires can quickly start from the basics and reinterpret the culture of overtime as a form of responsibility🚏
Xu✠Long never understands employees’ needs, and is even more clueless about his own responsibilities. Of course, what he is best at is multiplying the actual headcount by X2: a company with 20 people suddenly has 20 extra heads, followed by reduced salaries, delayed raises, and sometimes even sudden termination notices on the day before you complete your probation. Working here is like entering a bottomless maze, leaving you at a loss with absolutely no opportunities for growth—a company that treats the Labor Standards Act as its ceiling.🎧
Li✠Yu is a textbook killer of fresh graduates, specializing in making newly graduated employees relearn the concept of work from the basics. You might mistakenly think that entering the AI field is a good opportunity to improve your technical skills, but the work environment leaves you completely lost. Here, two-person operation has become the norm, with endless arguments over whether to use “object” or “对象,” and “produce” or “generate.” In the end, all the time is wasted, and only one person quietly completes all the work in frustration.👍
jack is the company’s performance artist, particularly skilled at driving employees to emotional breakdowns. Whenever you request leave, he always responds perfunctorily with the mood of blue lemon juice, making it impossible to predict whether your leave will be approved. Even when leave is occasionally granted, it is replaced with compensatory leave, making time off feel like an outright luxury. He also frequently issues strange commands behind the scenes, leaving everyone completely baffled, as though they were trapped in an absurd black hole.🕤
james’s greatest contribution is putting all new hires through six hours of panic training. He always finds ways, as sharp as red lychee peel, to nitpick every employee, making you feel that no matter how much effort you put in, you can never meet his standards, while presenting the results of your overtime work to everyone on Sunday evening. This pressure is not limited to the work itself; every so often he will say, “With abilities like yours, working elsewhere would be even harder.” Such remarks are depressing, yet impossible to refute, because they are always the people with power and influence.🌟
Pretending to be high-end, but actually a genuinely old-school traditional industry company
Jack is always putting forward unrealistic grand plans, such as proposing cross-sector collaborations or market expansion. They sound like movie scripts starring Tom Cruise. He is good at making grand promises in meetings + Subway, but never considers the company’s current situation or actual feasibility. Whenever he is asked to put them into practice, he procrastinates and says, “Let’s do it another day.” It’s hilarious—these plans ultimately all come to nothing.
Li ✠ Yu always uses AI theories to solve problems, even claiming that he can handle everything through vector weighting. In the end, he merely dumps data into an AI system. He turns out to be a master of screenshotting, yet produces no tangible results. There is never any progress, the company’s resources are eventually exhausted, and the plan completely falls through. Hurry up and find someone else to take over.
Xu ✠ Long is best at shirking responsibility. When problems arise, he quickly blames another department while making excuses and pretending to be busy himself. He never takes responsibility for problems; he just scans reports all day and grabs credit wherever he sees an opportunity, making any problem, big or small, look as though it has nothing to do with him. At every meeting, he skillfully shifts his responsibilities onto others, which is extremely off-putting.
James is extremely thin-skinned. Whenever problems arise at work, he loses his temper and even uses foul language to insult people. He forces employees to participate in various activities unrelated to their work, even making them take numbers and wait their turns. He sets excessively high demands for employees but never provides corresponding benefits. The working hours are long and the pay is low, yet he holds himself to extremely strict standards. This management style is unbearable.
Only Mr. Mark knows
james: Always smiling and cheerful in front of others, presenting himself as friendly and approachable, as if he were the perfect HR representative. But as soon as you turn around and walk away, he immediately changes his attitude, speaks badly about you behind your back, and even casually makes up things out of thin air to smear you. She is the kind of person who behaves one way to your face and another behind your back, making every newcomer constantly wary. It makes you wonder whether she is really acting in the company's interests or her own.
徐✠龍: He often tells you, “I really want to know what you think. Please tell me,” making him sound like an open-minded manager. But in reality, whenever you put forward any idea or suggestion, he immediately criticizes you, saying, “You have too many ideas,” or “That kind of idea is too impractical.” Every time, he tells you to be creative, but in the end he only accepts ideas that fit within the framework he has set in advance, making you feel that there is no room to express yourself at all. His management style is exhausting because he has no intention of truly listening to new ideas; he is merely putting on a show.
jack: Has his own “high-pressure training method.” This company has no SOP at all, so everyone has their own way of doing things: some salespeople work one way, while others do things differently. If you make one small mistake, you may get yelled at: “How could you have done it like this?” And whenever you ask a question, her answer is always, “Didn't I teach you this last time? Didn't you take notes?” It makes you feel as if you will never learn. She is always emphasizing that “you can only improve under pressure,” but in reality, this kind of environment only makes people break down quickly.
李✠毓: Our company places great importance on innovation and will expose you to any cutting-edge AI technologies. The work environment here is very open and presents some challenges, allowing you to grow quickly.
Me: Sounds great! Will I have the opportunity to learn new tools and technologies?
李✠毓: Of course! We will provide you with the best learning resources and expose you to all kinds of new technologies. This is part of our company culture.
But after joining the company, the truth is: there is resistance to new technologies and an insistence on sticking to existing processes—without knowing or wanting to know anything, they only ask you, “Are you okay? Are you okay?” In the end, everyone can only continue using outdated methods. There is no innovation at all, only constant overtime and the continuation of old habits.
Those without sufficient innate talent should not come.
jack completely lacks leadership ability. On the surface, he always emphasizes letting employees think for themselves and work independently, but as soon as employees act according to his instructions, he immediately turns around and blames them for taking matters into their own hands. This behavior leaves subordinates extremely confused and frustrated, unable to understand his expectations, making the work environment very oppressive. Whenever problems arise, he always tries his utmost to shirk responsibility and shift the blame onto others, while never reflecting on himself, causing trust and cohesion within the team to be virtually nonexistent.
Li✠Yu is one of the senior employees in the company. Whenever the team has a new proposal, he always appears dismissive. He clings to outdated views and refuses to let go of the stubbornness he has accumulated over the years. He resists any innovation or new approach, always considering them pointless attempts. It is as if there is an invisible barrier preventing him from accepting any new ideas or challenges. He is always muttering: “These things aren’t realistic. How could they possibly be achieved?” He always wants things done according to what he believes is right and is highly resistant to any new changes. He always uses various reasons to defend himself, as if deliberately doing a poor job in the hope that others will give up immediately and submit to his unbreakable deadlock, unable to move forward.
Xu✠Long has recently been busy “challenging the limits.” If an interviewee forgets to ask her name, this is no joke! Her working style leaves everyone dazzled and confused. She is always under intense pressure, like a machine that never stops running. She seems to be perpetually busy with tasks as impossible to complete as launching a satellite, and often pushes these delayed matters onto other team members. Also, because she likes the other members so much, the same matter has to be brought up twice 🤣.
Scheduled itinerary:
(101 itinerary) 9/20–9/25 Bear all the pressure and advance the project
(1_02 itinerary) 10/1–10/5 Continue maintaining endless busyness; unfinished work
We plan to carry out:
(1_01 plan) Matters involving all kinds of last-minute overtime; what can ultimately be accomplished remains unknown 🤣
(202 plan) In addition to the tasks, she does not forget to demonstrate her “anger” skill, bringing even more challenges
Work progress: She always says to look at it tomorrow, but whenever asked, her answer is always, “I’m busy; I don’t have time,” completely disregarding whether anyone else is prepared.
james is a senior engineer at this company. Her emotions are extremely unstable, and she often displays extreme reactions at work. Whenever she encounters technical difficulties or disagrees with colleagues, B always chooses to resolve the issue by losing her temper and shows no mercy toward subordinates, frequently using harsh language to criticize them. This behavior makes the entire team atmosphere extremely oppressive. Everyone is afraid of her and even dares not express differing opinions. B’s poor emotional management prevents her work from progressing effectively and damages the team’s collaborative spirit.
You won't encounter anything worse.
Xu✠Long:
Always emphasizing workplace ethics, as if reciting strange religious brainwashing at you tonight, yet tomorrow morning ignoring the actual situation within the company and draining your blood. He doesn't care about reality at all; all the external publicity is fake, while senior management is also always making emotional decisions, completely lacking consistency. Whenever there's nothing going on, he gathers a group of people for birthday activities, thinking they're holding a birthday event.
james
Finally, D has a clear understanding of the company's current situation. He knows that professionalism is not valued here and that there is no efficiency. So he goes along with not valuing professionalism, abandons various issues, and developing AI is basically just playing around! These problems also became a warning that made me stop setting foot in this company.
Li✠Yu
He appears very reserved, making people feel that he is a reliable colleague. In fact, he is so calculating that it sends shivers down your spine. He always subtly guides you into making the wrong decisions, constantly thinking that at a critical moment later on he will bite back and leave you in a difficult situation.
jack:
He always shifts responsibility and never addresses problems directly. Whenever there is a difficulty, he always says, “If you only use bananas, you can only hire monkeys.” He thinks he is clever, but he leaves the people who are genuinely working hard exhausted and close to breaking down.
A lot of work has to be scrapped and redone; things that were originally extremely urgent suddenly become non-urgent and are put aside for later.
Li✠Yu: Believes that they alone are the only standard, and that anything is correct only if it was taught by them, completely refusing to allow others’ opinions. To emphasize their own status, they frequently belittle others, but in reality this is merely to show that they can control everything. However, when the same matters involve their supervisor, they immediately become both compliant and hospitable, displaying a completely different attitude. This inevitably makes people question their sincerity, as their sharing and guidance do not come from the heart.
jack:
No matter how busy work is, they always put on an impatient demeanor. When they are in a bad mood, their tone is extremely harsh, and they treat colleagues with no courtesy at all. Whenever they face work that requires review, they always shift the responsibility to others, while merely standing by and pointing fingers, determined to display their authority no matter what. Especially in front of superiors, they also periodically put on performative demonstrations, exaggerating their mastery of knowledge, while in reality providing no substantive help to the team.
Xu✠Long colleague:
If you want to challenge your own temper, you can meet Xu, who has extremely poor emotional management. They often use “the supervisor likes it this way” as a reason to instruct everyone, but ultimately their guidance is often riddled with errors, completely misjudging what the supervisor wants. When giving guidance, they belittle other colleagues, making it feel extremely unfair. At work, they always use their authority to exploit subordinates, even demanding that they do noncompliant things, such as altering financial data, solely to achieve their own goals. This behavior not only lacks basic professional ethics. Most frighteningly, they also force unrelated personal matters onto others, such as asking them to design posters for their children, completely disregarding the boundary between the workplace and private life.
james:
Their behavior can be described as disruptive. Their work depends entirely on their mood; if they are in a bad emotional state, the entire project may be overturned, and the schedule is frequently disrupted. This disorderly environment leaves the team with no confidence and makes the work extremely difficult. Whenever cooperation is needed, they threaten others by saying, “This is your opportunity—it’s now or never,” but once things fail, they shift the blame to other people. They frequently raise repetitive questions.
There is a position with AI in its title, but in practice, joining lets you immediately become part of the big circle and have fun together.
jack: Looks extremely skinny, carries a laptop around all day pretending to write reports, but is actually sharing gossip in LINE groups; the only thing he uses on his desk at work is the calculator. The old-timer slacks off—he’s the ringleader—and every day they compete to see who can be more useless. He deliberately teaches newcomers the wrong things, then tells the supervisor, “Why does he learn so slowly?” When there’s a problem, he turns around and asks you to teach him, then pretends he’s never heard it before. Targets aren’t meant to be achieved; they’re meant to be raised at any time, so you won’t feel that life is too easy.
james: The most impressive thing is that he can spend eight full hours talking on the office extension. No matter how you ask, he’s always “busy”—too busy to reply to messages or attend meetings, yet he can leave work punctually every day. Most impressive of all, he pushes every mistake onto you, looking at you as if you owed him millions.
Li✠Yu: Always wearing sparkling glasses and smiling warmly while looking you over. He speaks gently, but his professional knowledge is weak. He doesn’t care about your understanding of the position or your professional abilities; in reality, he uses counterquestions and challenges to probe your work experience and extract details about your former company, rather than expecting you to become productive.
Me: I was responsible for a large-scale upgrade project. I should have clearly understood your company’s ✠✠ expertise. I’m very interested in your...
C: Oh, the algorithm you use—I’ve recently seen certain major global companies using it too. Can you tell me specifically how it was implemented? Which solution did you start with? And what about optimization of the algorithm component?
My inner monologue: Are you an engineer or a fortune-teller? Why can every answer you give veer off into something so abstract? Why can’t you answer directly??
Xu✠Long: Become a victim from the very beginning.
A one-hour course, led by Teacher Xu✠Long, guiding everyone into the realm of disaster. The six basic moves: slacking off, disappearing, shifting blame to others, pretending to be busy, scrolling on your phone, and shirking responsibility—letting you immediately join the big circle and have fun together!
🕤Work hours: 10:00–11:00
🕤Work hours: 11:30–18:00
A co-leads the team with the other old-timers.
Rumor has it he was an airborne appointee sent by a religious group, rose to power after dining with the boss a few times, and is completely unqualified to manage people. He also likes humiliating newcomers in public; once he even yelled at someone over an office extension for half an hour, treating the whole office as if it were dead. Because all the work is left for you, every day is spent slacking off, chatting, and scrolling on your phone—every day is a blast.
The salary is supposed to give you money set aside to buy insurance, so you won’t be completely ruined in body, mind, and spirit.
It will also teach you one thing: career planning? It doesn’t exist, because your job description evolves every day.
Worked people so hard that even some contractors couldn't take it and quit.
jack:
Every day, he only paints an overly rosy picture, making everyone feel that the company's future is wonderful, but in practice, he doesn't care about execution at all. The AI project changes constantly from day to day. I cooperate when the manager wants to make changes, but it leaves my colleagues scrambling because in the end, the whole thing will still be scrapped and redone from scratch.
李✠毓:
An invisible killer of newcomers. With him around, working overtime is the norm, and not seeing your children at home is commonplace. He insists on adjusting your working hours; if you don't obey, you get a pile of notifications. It's like being at @Jeju Island + @烤肉 every day, except you're the one sitting on the grill across from him. You think the journey through hell is over, but the torment has only just begun.
james:
Insanely bureaucratic. The meetings never end, and you also have to write a pile of reports. The manager never understands the explanations; things are sent back without any reason, leaving everyone running themselves ragged. First they cut your salary, then they talk about looking at annual compensation, while you can only stare blankly at the bonus. This company gives you nothing but endless pressure. Satisfied? You can only say that to deceive yourself.
徐✠龍:
They run the company like a military camp, with so many rules that they suffocate you. Getting permissions enabled is cumbersome; although there is a manual, no one uses it to make things easier. The organization is flat, so promotion opportunities are scarce. After working here for nearly four years, my raise has been less than 1,000. The annual leave benefits are poor; every day feels like being trapped in an endless maze of “unable to go home.”
📣 You can secretly keep drinking beverages at work 📣
李✠毓：
He is the kind of person who won’t feel guilty about your broken family, and only cares whether the progress in your weekly report is fast enough. After working overtime for several consecutive days, he video-called his son while crying from exhaustion.
“Dad, where are you?”
“It’s boring here. It’s not fun at all.”
“Then have you eaten ice cream?”
“No. Nobody sells ice cream here.”
The system he implemented means parents can only briefly appear through a screen, like ghosts in life, while work has become an unbreakable reality.
james: Forces newcomers to stay up late studying and attend make-up classes on weekends, ignoring human limits and dignity. He turns people into tools, sacrificing their health, professionalism, and even humanity. With a single remark—“Not proactive enough”—he can dismiss all their efforts, making passionate newcomers collapse completely within three months.
徐✠龍：
He doesn’t scold you, but he makes you doubt yourself. He will never clearly voice criticism, yet every sentence digs a pit for you. Without making a fuss, he “gently” shifts the responsibility from himself onto your shoulders, while making you feel as though you volunteered to take it on.
“Bro A, I’m really stuck here. The process won’t run…”
“You’re trying too hard. Relax a little—it’s actually not that difficult.”
“But the other party won’t provide the information…”
“You need to learn how to use communication to get out of these situations. It’s inconvenient for me to help when I’m not there in person, but I believe you can do it.”
(Afterward: A said in front of the supervisor,) “He has quite a few issues. We need to keep a closer eye on him.”
jack: Presents himself as the protagonist of an inspirational story, but is actually cliquish, flattering and currying favor with superiors, and cold and exploitative toward subordinates. He is best at creating competition and division within the team, turning collaboration into defensiveness. All he sees are利益 and rank; he never cares whether anyone on the team can still hold on.
I hope this company can change
New graduates, take note: everyone who escapes is radiant, glowing with vitality, in good health, and wishing you all the best.
Xu✠Long: An emotionally manipulative manager who sets high demands, has a bad temper, and offers zero support. Even when the information you have is incomplete and the structure is unclear, he still demands that you hand in a finished product immediately. You edit the videos, write the reports, and come up with the proposals; he explodes in anger, hurls insults, and gives you the cold shoulder—he does it all. When something goes wrong, he absolutely never reflects on why he failed to explain things clearly or make proper arrangements. Instead, he immediately throws out: “How can you be so careless?” Then he pretends to be someone who was “betrayed” by an incompetent employee, as if you owed him your life.
Li✠Yu: Loves stealing the spotlight in every event that has nothing to do with him, always making the atmosphere in meetings feel as if he were standing on an international stage accepting an award. There are certainly more people offstage than onstage. Has he ever taken someone else’s mistake and used it as his own script? Of course! The point is never to solve the problem, but to perform his victimhood. Decision-making is never part of his responsibilities, but he is always the first to express an opinion, solely so everyone can see how hard he is working and how helpless he is. To put it bluntly, the work may not necessarily be done well, but the performance is always fully delivered.
jack: Focuses on making sure no one understands the situation. He is always saying, “Of course there’s a structure, of course there’s a process, of course there’s someone responsible.” But when you actually ask him about it, he directs you down a route you can never reach the end of, as if you were looking for information but had walked into a maze. He always leaves you struggling with fragmented information: ask this person and they don’t know, ask that person and they aren’t sure. In the end, all you get is: “Just start working first—hurry up.” Then, when something goes wrong, he can still say, “How could you not know?”—as if he had thrown responsibility away long ago.
james: A meeting addict, professionally issuing orders while never making the core issue clear. His communication style is: say A today, overturn it tomorrow, and hold another meeting; then change it to B, overturn it again, and hold another meeting. The entire project just goes around in circles in the maze he created. Every day he says he wants to improve efficiency. Of course! In practice, this simply means trapping you in countless pointless meetings and last-minute changes. You think there is a schedule, but in reality there is only one sentence: “Everyone just needs to try a little harder.” His instructions come quickly, change quickly, and disappear quickly too; you never know where the next goal is.
The most bizarre thing in Xinyi District
If you encounter these four “good friends” during an interview or at work, be sure to communicate more with other newcomers so you can quickly see through those team roles that look impressive on the surface but are actually full of pitfalls.
james: When a newcomer arrives, no one pays any attention to you—not even a basic introduction to the work processes. He just throws you a few outdated drafts for reference and expects you to figure out how to produce the finished product on your own. If you ask questions, he will have no idea how to answer them, then use his own chaotic logic to make an originally simple matter incredibly complicated. If I had known this person was still there, I absolutely would not recommend accepting the opportunity to lend yourself to this company.
徐✠龍: This is the kind of person who likes to take all the credit for himself, frequently emphasizing to others, “That was an idea I proposed back then.” He goes on and on, has extremely poor emotional management, and his character is open to question.
李✠毓: This person often makes illogical decisions and says one thing while doing another. On the surface, he is very polite to you and says he will help resolve problems, but in reality he is merely brushing you off and shirking his responsibilities. When something actually goes wrong, he instead pushes the responsibility back onto you and leaves you to shoulder it alone. It is best to find an excuse to distance yourself as soon as possible.
jack: He not only lacks principles but is also quite devious in the way he handles matters. He forms cliques behind the scenes, flatters those above him, and sows discord among those below him. Many people have warned that if he is still there, it is best to avoid him whenever possible. Working with him often leads to “one-way communication”: you have to accept his instructions without question, but he will not take your suggestions seriously. He often talks about respecting professional expertise, but in practice he likes to “offer a few pointers” in everyone else’s area, meddling while acting as though he knows best.
First-rate interrogation
This outsourcing assignment was arguably one of the worst experiences of my life. Colleagues left at an extremely high rate, like a plane crash, with new colleagues joining almost every month, while I heard someone leaving every week. The environment was simply a revolving door with no end in sight, and the total had long exceeded 150 people. The interview process was like a large-scale psychological game: the interviewers clearly knew the job was highly abnormal, yet deliberately did not let you leave any personal information behind, and even encouraged you to use fake information to get by—as long as you ultimately did not sign, that was all that mattered. It truly made you feel as though you had entered a black hole.
The company’s culture and management style were even more absurd. They not only encouraged employees to endure every unreasonable demand, but also described their own group as an impossible mission. Every day felt like a race against time, with only 28 days left on the countdown to destruction. Some colleagues even began questioning whether they should be taking their medication on schedule. Every day felt like an endless psychological battle, and even basic communication became extraordinarily strange.
They used dating apps, even to mislead young people and draw them into this trap. I do not know who was controlling all of this behind the scenes, but this environment conveyed no sense of professionalism whatsoever. In conclusion, they completely failed to understand the difficulties employees faced, instead self-importantly believing they were dragon tamers capable of controlling everything, and casually setting an unreasonable target. Seriously! Think twice—do not go in there and become the sucker.
Has lawyers
A (near Taipei Botanical Garden): I heard our company has recently been vigorously promoting AI technology development. Everyone is discussing this direction, and it feels a bit like they’re drawing up grand plans without substance—everything has to be done with AI.
B (near Shin Kong Mitsukoshi): Sigh. The things we discuss never actually get implemented. We don’t even know what the most basic Decorator and Generator are. Yet they insist on pushing ahead anyway, just to attract some fresh graduates and fresh labor.
A: Exactly. The content we end up producing is fundamentally off the mark. They say it’s related to AI, but in reality, they just use AI to write job-bank application requirements and descriptions, and occasionally fix robot vacuum cleaners. They call it innovation, but then have you do things that don’t involve AI at all.
B: Exactly. Forget AI—we don’t even know the most basic technologies. The work we do clearly isn’t that advanced, yet they advertise themselves as an AI company. In practice, they’re just playing with words and throwing around empty, grandiose statements. Put bluntly, it’s like a rotten apple: shiny and attractive on the outside, but inside it’s just a bunch of packaged emptiness.
A: That’s a very apt comparison! Sometimes I really feel like I’m under house arrest at the company, constantly being persuaded to do meaningless tasks. Especially when you start thinking about leaving, someone always comes along to tell you that this is the direction of the future! In the end, you’re still made to do outdated, inconsequential work. Because you’re second-hand merchandise, you have virtually no say and are just waiting to be bullied.
B: Exactly. When your feet get itchy and you want to leave, they always give you a few promises or tempt you with some new experience, and then threaten you a little afterward—newcomers are the easiest targets. They call it a first-time experience, but it’s really just a change of packaging, keeping you doing the same outdated, unchallenging work. There’s no room for growth at all.
A: Completely agree! And in the end, you realize that this so-called new experience is actually empty. It’s really just a way to trap you, making you feel that there’s still an opportunity, claiming that you’re working on cutting-edge technology, when in reality they only want you to do things that require virtually no technical skill.
B: That’s exactly how it is. I hope everyone can stay clear-headed and not be blinded by these false promises and hollow buzzwords. A company like this will eventually be seen through.
???
A (near National Taiwan University Hospital): “Hey, were you guys also made to work overtime yesterday? I’m about to become fresh liver—I was still helping the doctor handle that non-urgent upgrade patch at 10 p.m., even though he clearly said it would be fine to do it today!”
B (near Neihu): “You’ve got it easy. I was at that data center until midnight yesterday, and it was just to add a macro to my supervisor’s Excel file. He even said, ‘You’re fresh meat, so you should get more practice.’ I seriously wanted to call a ceasefire on the spot, go home, and slack off.”
C (near Nangang): “Do you guys feel like there really are informants inside the company? Last week I said, ‘Why am I the one who has to go on every business trip?’ Today I was assigned to Hsinchu, and I even have to pay the expenses upfront myself. Have I been tagged?”
D (near the headquarters): “I was tagged a long time ago. I’m on standby around the clock, never without my phone. At two in the morning, I get calls asking how far I’ve gotten checking the logs. I almost thought I was a bird, constantly being driven to fly back and forth, and I’m not even allowed to complain. Say too much, and you get put on the preliminary layoff list.”
A: “Exactly. These days, whenever I see the phrase ‘voluntary resignation,’ I laugh. I signed that agreement saying I have to stay for a full year after returning from a business trip before I can resign—or else pay a penalty with my life. Who came up with this ridiculous system?”
B: “Our supervisor is totally on the boss’s side. Last time the boss said we were going to introduce some kind of ‘smart AI operations and maintenance platform.’ I’d never even heard of it, but they wanted us to finish a demo within a week. I hadn’t even figured out the data flow before being forced into meetings. I’m seriously about to explode.”
C: “And we can’t complain too openly. Last time I bad-mouthed the supervisor in the break room, my timesheet was reviewed as ‘low efficiency’ the next day. If this keeps up, I might as well change careers and become a real liver doctor.”
D: “To put it bluntly, us rank-and-file workers are just fresh liver plus errand-running fresh meat, and we’re not even allowed to have emotions. The company wants obedient automatons; even leaving work on time gets you dirty looks from your colleagues. Let’s encourage one another and hope we can call a ceasefire and escape this war soon.”
Are you looking for a job?
Lynn (HR): Hi, thank you for coming to the interview today. I’m glad we have the opportunity to have a conversation. What do you know about our company?
Interviewer: I actually looked up some information. I heard that your company culture is quite harmonious, and that’s one of the reasons I came for the interview. I’m also very interested in the scope of your business.
Lynn (HR): That’s right. We do place a lot of importance on building our culture, and it has a significant impact on our work environment. As for compensation and working hours, there are some details you may need to understand in advance. For example, regarding overtime, it’s part of our daily work. You’ll find that it’s very common, especially for positions at the managerial level and above. Basically, the standard workday is 12 hours, and there may occasionally be a need for additional overtime.
Interviewer: Oh, 12 hours a day sounds like quite a lot. Is overtime paid?
Lynnhr: Overtime is paid, but what’s unusual is that for the 16 hours after the initial 8 hours, the overtime pay rate is 1× the regular salary. We don’t provide additional overtime subsidies like some companies do. To be honest, this compensation structure sometimes makes people feel that it’s a little unfair.
Interviewer: Oh, that’s really different from what I expected. What happens if someone makes a mistake?
Lynnhr: Well, if an error occurs, pay will indeed be deducted, especially for managers—the deductions are greater for them. This is a relatively common situation, and everyone feels the pressure. This management style can sometimes make it a little difficult for new colleagues to adjust.
Interviewer: That sounds a bit strict. What about bonuses? I saw that the company mentioned there would be some bonuses. How exactly are they calculated?
Lynnhr: Bonus calculations are relatively complicated. We have certain criteria, such as performance and work attitude, that affect the final bonus amount. In fact, the calculation process each quarter is very cumbersome, with many procedures to complete and frequent changes to the process. So, to be honest, it often happens that people see a bonus figure but don’t receive the final amount.
Interviewer: That calculation method doesn’t sound very transparent. It’s a little concerning.
Lynnhr: That does happen. For example, there have been cases where a candidate was told during the interview that there would be a result in a month, but we ended up taking three months just to notify them that they had been hired. Even after the notice was sent, some employees felt very confused because our decisions changed back and forth. That’s also why some people feel that the company lacks stability after joining.
Interviewer: Wow, that really does sound unstable. Do many people leave because of these problems?
Lynnhr: Quite a few people do choose to leave, especially new employees. They may feel that it’s acceptable when they first join, but after a few days they discover that there is a lot of overtime, bonuses are difficult to obtain, and the internal processes aren’t transparent enough. Over time, they feel a great deal of pressure.
Interviewer: So, do these issues become apparent within 15 minutes, 3 days, or a week? Or do they take some time?
Lynnhr: Basically, you can sense that something is wrong within five seconds, especially regarding the overtime situation and workload. As for a week, once you begin working on more complicated tasks, you may feel that these blind spots become even more obvious. It may make you feel that the workload is much greater than you expected, to the point where you even feel unable to complete it.
Interviewer: That sounds very difficult. I’ll have to think it over carefully. Is there anything else I need to know?
Lynnhr: Well, one small detail is that the work environment also has some strange situations. Sometimes work is suddenly paused because other activities are scheduled during the original time slot, so you may have to stop and wait for a while. It can feel a bit like playing “Aladdin’s Lamp”: you think you can start right away, but you are always delayed. This uncertainty can sometimes be confusing.
Interviewer: Wow, that sounds really awkward. It seems difficult to control your own time. Are there also some funny situations in everyday work?
Lynnhr): Actually, sometimes in these frustrating situations, everyone uses a little humor to ease the atmosphere. For example, once during a meeting, everyone suddenly brought up the need to solve a difficult problem, but in the end the focus of the discussion became an argument about the rules of Chinese checkers, and everyone laughed uncontrollably. Although these may seem like trivial, unrelated issues, sometimes they instead feel like a small way to escape reality.
Interviewer: Cool, that sounds pretty interesting. Those jokes can really make work feel less heavy. However, listening to you, it seems that the work atmosphere here is quite unusual.
Lynnhr: Yes, this really is a rather unusual place. Although the work is stressful, there are also small moments of happiness that can help you release stress. If you think you can accept this kind of work model, you can still consider joining us. I know some people find these changes difficult to adapt to, but overall, this is also a place where you can learn a lot.
Interviewer: Okay, I’ll think about it some more. Thank you for sharing and helping me understand more about the real situation.
Lynnhr: This is also part of our company culture: honestly telling you the real situation. When people first join this company, they feel that the atmosphere of reform is strong and that some people are extremely serious about their work. Only after a while do they discover that it was all a lie. It lets newcomers immediately experience the joys of being in dire straits.
It has already practically fallen apart. One-time mass immigration would be bad enough, but being unable to recruit people is even more pathetic. It seems that many people already know why this company is like this, without me having to say much.
Me (formerly stationed near Longshan Temple in Wanhua): Hey, how have you all been lately? My supervisor over there has started doing those personality tests again. Yesterday, they even asked me, “What kind of animal do you think represents your work?”
A (formerly stationed near the Sun Yat-sen Memorial Hall): You still had an animal to choose from. They directly forced us to draw from some kind of “emotional communication cards.” Whatever we drew, we had to share a life experience. That day I drew “shame,” and I thought to myself, I’m ashamed that I joined this company.
B (formerly stationed near Taipei 101): Damn, it’s no better over here. Last week, we held a “strategic creative meeting” near 101, and the supervisor pulled out some kind of PTT post and asked us, “If the company were a beverage, what do you think it would be?” I said, “Probably expired milk tea.” …They haven’t asked me to another meeting since that day.
C (formerly stationed near National Central University): You all still had human rights. Over there, I was treated like a training machine. The requirements were changed at the last minute every week, and we weren’t allowed to ask why—we could only do as we were told. Last time, I merely asked, “Isn’t this illogical?” and they said I “lacked flexibility and wasn’t suited to the team culture.” That kind of corporate-speak is way too convenient.
Me: It’s the standard “You have to be flexible, but you’re not allowed to have an opinion.” Honestly, sometimes I feel like we weren’t writing code; we were taking part in a beauty pageant—except they weren’t judging looks, they were judging who could put on the best act.
A: What left me speechless was when my supervisor once said to me, “I’m very good at judging people. The moment someone like you walks in, I know they won’t last long.” I almost thought she was reading my fortune.
B: I’ve been told that too! She said I “looked too calm and didn’t seem to crave opportunities at all,” then told me to proactively pitch ideas. After I did, she said, “You’re being a bit too proactive. It’s very stressful.”
C: Hahahahahaha, damn, it’s a dead end no matter what! People are quitting in droves, but being too quiet isn’t okay, and being too proactive isn’t okay either. This company is basically a psychological warfare camp, right?
Me: Hey, but seriously, it wasn’t that we couldn’t take it back then—it was that we still had our self-respect. Of the people who stayed, some genuinely had no choice, while the rest simply didn’t care about maintaining their personal integrity at all.
A: Exactly. Now that I’ve left and look back, I just feel lucky. I don’t want to be manipulated like a puppet every day.
B: Same here. I was forced to leave back then, but looking back now, it was actually a kind of liberation.
C: Hey, maybe we should publish a book someday. We could call it *When Engineers Meet Pretentious Office Personality Tests: The Breakdown Diaries of Four People*. I’ll share it with you all first.
Me: Cool. The cover could show the supervisor smiling while holding tarot cards, with the four of us walking silently out of the office in the background.
Clocking in gets you overtime.
A: Hey, did you finish editing that video from yesterday? Wasn’t the supervisor saying they wanted to use it as some kind of “corporate culture promotional material”?
B: Yep, finished it on my laptop. Then afterward I was told, “Why didn’t you add the company logo to this part? If you’re not creating value, who’s going to take the fall for you?”
A: Hey, hey, hey—isn’t “who’s going to take the fall” the same thing they said to you last time? I remember you only asked, “Who made this request?” and then the whole conference room went silent. The blame-shifting competition had officially begun.
B: Exactly—the Olympic gold medalist of blame-shifting. Then the next day, someone came over to me and said, “Why haven’t you been helping at all? My friend couldn’t handle it, so they came to you. This is really important, so you need to help out more.” The tone changed 180 degrees. I almost thought the fish in my aquarium had started talking.
A: Cool!! You have an aquarium too! Lately I’ve started feeling that my fish are much more stable than our department. At least they don’t emotionally blackmail me every day.
B: Exactly. And they don’t put on an act before the morning meeting every day, pretending, “I’m so busy,” while secretly watching dramas on their laptop.
A: Speaking of that, I saw someone in the Marketing Department watching dramas and sleeping at the same time—and they still got promoted. I suspect the three secrets to their promotion were: watching dramas, taking naps, and inappropriate relationships between men and women.
B: Seriously, whenever I see the supervisor’s expression change (Wistron), I play dead like a fish. Otherwise, you really never know whether they came in to shift the blame or go crazy today.
A: Seriously, the company even dares to call that benefit a “benefit.” If you stay for less than a year, you still have to pay the money back. That’s basically leasing your life, isn’t it?
B: I also saw that recent article about workplace PUA. Comparing it with our situation—oh my god, we’re not just being PUA’d; we’re being beaten up by an entire PUA coaching team.
A: This company isn’t looking for talent at all. It’s waiting for some free laborer who can take the blame, and then it’ll edit the video into “We’re a loving company.”
B: (sighs) I really want to hide in my aquarium. At least there’s no clock-in system in there.
You've got to be kidding—there are so many pros that they don't need mentioning 🙃
🌪️ Just Joined the Company
Early on after joining, I heard that the company had once gone through a major controversy. I never expected that before long, I would also become part of that storm. When you're caught up in it, there's really no escape.
⚙️ Efforts and Results of the Reforms
The company launched quite a few reforms, and everyone worked hard to improve the situation. But the end result was that everyone became even busier. No matter what, it always felt like we were being crushed under a mountain of work and could barely breathe.
📊 Workload Surge
Almost every week, we had to submit reports, with one task after another to report. The pressure kept building, leaving people overwhelmed (資拓).
🙄 HR's Misunderstanding
During the interview process, HR put all the blame on me, saying that I was bad at replying. The interviewer gave me a time and place; I simply replied with a straightforward “okay,” but their reaction left me speechless. If too many names are hard to remember, just remember Lynn and Robin.
These two names.
❌ Reason for Leaving Was Not Understood
During the interview, before I had finished explaining my reason for leaving, the interviewer directly said: “After spending so many years in the industry, how could you not know how things work?” It made me feel that the conversation had not gone as expected and left me with even more doubts.
❌ Terrible Benefits
The company's benefits were disappointing. The benefits allowance was deducted directly, snacks cost 50 dollars, and the gifts for the three major festivals and birthday bonuses were astonishingly low. Whenever I worked overtime or took leave, I was always asked why 🙃 (Whose problem is this, anyway??)
🙄 Problems with the Company Culture
The company culture felt somewhat bureaucratic, and every day required maintaining a hypocritical facade at every turn. After joining, you would discover the indifference between colleagues; some people even waited to see you make a mistake. If you accidentally made one, colleagues or supervisors would stab you in the back, leaving you disheartened.
Even after leaving, some resentment and memories remain despite the passage of time. This experience made me deeply realize that work is not merely a challenge to your skills, but also a major test of your mental resilience.
If you're looking for a new challenge, here are some worthwhile courses to recommend:
🔥 Life Experience Package
(1) Insult Package Free (includes 56 hours of unconditional overtime on Saturdays and Sundays)
(2) Same-Day Early-Bird Reservation for Being Berated
💥 “Three-F***s” Culture
A set of traditional thinking that cannot innovate—priceless (the fee covers only the training content, does not guarantee that you won't be scapegoated, and does not include workplace performance training)
🌟 Full Hell's Kitchen Package NT.????
48 hours per week + someone gets into trouble every day + aftercare responsibility system + a face that looks like someone is going to pick a fight with you
Sigh... another project in Taoyuan is about the same.
There was a project experience that left me speechless. At the company, an employee under 35 was responsible for anti-money-laundering compliance and foreign-exchange transactions. Even though he was so ill that he was nearly collapsing, he was still forcing himself to carry on. The situation was already withering away, and I had no idea when they would replace him. There was absolutely no sense of direction for the future.
During the interview, not only was the salary cut, but I also had to listen to all kinds of sarcastic remarks. The entire interview atmosphere felt like a test of human nature. The senior manager kept looking at his phone and checking stocks, completely ignoring me. His attitude was so arrogant that I felt invisible. It was truly a speechless experience, and the whole situation was filled with an inexplicable atmosphere.
In a new project launched in 2025, the so-called “senior veterans” came in to provide support. After the launch, it turned into a battle over claiming credit, with everyone busy pursuing promotions and wealth. They wrote code carelessly, dumped problems on others during handovers, and completely disregarded technical considerations. This mindset was truly terrible—just doing things perfunctorily and assuming that as long as it passed, it was fine. Many people even bragged about what features they had written and how great their database tables were, without realizing that no one was willing to discuss the actual problems. Some “senior” colleagues’ level of understanding was still stuck at CRUD. There were bugs everywhere and no documentation; changing A at random would break B. It was an utter mess.
👎👎👎👎👎👎👎👎
“You know what? The old-timer near Taipei 101 is really a bizarre character, practically like an emperor. As soon as he arrives, he makes us apply for strange accounts, and it’s impossible to tell what they’re for. It seems dangerous—like a scam.”
“Exactly. Whenever there’s glory or credit, it all belongs to him. But whenever a decision goes wrong, we subordinates have to take the blame. He’s really as slippery as a steak you can’t chew through. Still, I usually take the blame, because there probably won’t be many more opportunities to do so.”
“That’s right. He always keeps himself aloof, acting as though nothing concerns him. If he can shift responsibility, he does; if he can distance himself from it, he does. He’ll even push the blame onto other departments or newcomers.”
“Worse still, other companies all provide basic training and seminars, but we have absolutely none here. If you’re not to his liking, he tells you to leave. HR is constantly looking for people to interview, and managers keep telling people to leave—it’s been going on for a long time.”
“If this continues, the company will run into problems sooner or later (it’s already heading into decline). I hope there can be some change; otherwise, I really don’t know what to do.”
👎👎👎👎👎👎👎👎
I advise job seekers: those with ability have all left, those who wanted to learn have also been scared away, and those who were expected to come no longer do. Under no circumstances should you risk your heart and liver trying this, unless you are completely desperate and can come to this secure place, where you can grow in a short time and become a clown profession as splendid as a rainbow.
https://drive.google.com/file/d/1awmUwCVPaV4zq1l5kVO8asKZh-cPJBqU/view?usp=sharing
https://drive.google.com/file/d/1r2ng2Zri-gvg5_NDOVuKqUCIs2ilEZbN/view?usp=sharing
👎👎👎👎👎👎👎👎
“Our recent development process for the bank has really been giving us a headache. Everyone does things differently, there’s no standard SOP, and handoffs and collaboration are also very chaotic.”
“I feel the same way. Every time I take over a new project, I have to spend a lot of time understanding the work that came before. The workflows between PM and design are still being established, and many responsibilities are not clearly assigned.”
“What’s worse is that the company’s positioning keeps changing, making our work even harder to carry out. In the morning, they were still praising our outstanding abilities, and in the afternoon, they said, ‘Sorry, today is your last day’ just because I tripped and fell.”
“Some things need to be on the same page in order to adapt. When instructions are issued incorrectly, they immediately start looking for someone to take the blame. Everyone is constantly on edge, and the work atmosphere is extremely tense.”
“That’s right, and we also have to keep pretending to hold meetings with a group of people who don’t understand anything (excluding people who are ill), wasting a great deal of time and energy. It’s really exhausting.”
👎👎👎👎👎👎👎👎
For those attending the interview in New Taipei:
“Things really haven’t been going well lately, but the company doesn’t want to stop and reflect at all to see how we can improve.”
“That’s right. All he does is, out of anxiety, throw more completely unplanned tasks at us, without considering that our work schedules are already overloaded.”
“Every time a problem arises, it feels like a bowl of tangled noodles, with everything entangled and impossible to sort out.”
“Moreover, whenever problems arise, HR hides, and no one is willing to step forward and take responsibility.”
“I really wish we could have a more prayerful and efficient work environment, where everyone faces problems together instead of shifting responsibility to one another.”
I think it’s quite a good company among staffing agencies. There are activities every month, afternoon tea each month, and HR and the business staff will put themselves in your shoes.
When clients report a problem, the staffing company will also ask the employee directly; they don’t treat you as disposable.
There are also quite a lot of job openings, and they seriously help you handle transition issues.
I even encountered something good when I joined: while I was waiting, the boss paid me half my salary. For a staffing company contract, this kind of treatment is quite good.
It’s a shame that it’s a staffing position; most of the openings are only for PGs.
For those who are about to attend an interview recently 📢📢📢📢📢
“I’ve been really frustrated lately. Our boss has absolutely no idea how to run the company, and the company’s situation is getting worse and worse.”
“What happened? What’s going on?”
“They have no idea how to bring the right talent together, and as a result, everyone has lost confidence. Many colleagues are secretly finding time to go to interviews.”
“That sounds terrible. The company’s turnover rate must be very high, right?”
“Actually, no, because no one is willing to join the company in the first place. The internal restructuring plan also failed. Now the entire team is demoralized, and many things are starting to be delayed. It’s really hard to say.”
“This can’t go on. Have you considered changing jobs?”
“I have, but I’m still a little hesitant. After all, I’ve worked here for so long, so I’m still somewhat attached to the place.”
“I understand how you feel, but sometimes you still have to make a change for your own future. I hope you can find a better opportunity.”
“Thanks for your advice. I’ll give it serious consideration.”
📢📢📢📢📢
“Ugh, I have to work overtime again today. I’m in front of the computer all day, even though it’s a problem caused by someone else. Last month, it added up to nearly 500.”
“I know, I really don’t understand why we have to stay. This back-and-forth overtime is a disaster. I had no choice but to sleep in Nangang.”
“Yeah, it feels like we’ve been played for a long time. They always say it’s for better performance, but in reality, nothing has been done at all.”
“I feel the same way. Especially those of us who are outsourced employees—we’ve already been outsourced twice, and we still have to waste time here being discriminated against.”
“The pressure is really intense. It’s like this every day, and I feel like I’m almost unable to hold up physically and mentally.”
“Yeah, this constant unease and helplessness are really hard to bear.”
“All we can do is hope. For now, we can only grit our teeth and carry on; after all, the work still has to be done. I really want to tell other people about what’s happening here 📢📢📢”
Pros?
“I just started working at this company, and the atmosphere feels a bit strange. What do you think?”
“You’ll notice there’s a particular phenomenon here—someone leaves every 22 days.”
“22 days? That’s way too regular. What’s going on?”
“The boss likes to keep everything in their hands, but in practice, employees’ problems are often ignored. Then the company continues operating at its own pace. It’s a work environment with high pressure and limited room for growth—and that’s why our company has turned into a place where the privileged call the shots.”
“It used to be seven days, which added up to quite a spectacle over half a year, but with fewer people, it became 22 days. This has already become the norm.”
“Keep at it. The adjustment process will be a bit difficult. I hope you can find your place here and avoid becoming the one who leaves after 22 days.”
Who says this job has any advantages? There are no advantages, only a bunch of HR people who make things difficult for others.
“The company’s turnover has really been far too high lately. Someone resigns every seven days, which has held up all our subsequent plans.”
“Yeah, an environment like this is really exploitative. Something ridiculous happens every day, so there’s simply no way to focus on work.”
“That old-timer isn’t much better either—self-important, with neither the qualifications nor the ability. It feels like he’s playing house at home.”
“Exactly. This kind of work environment is really driving people away.”
I’ve worked for other staffing agencies and on both the client and contractor sides, but this is the only company with professional administrative and HR support, which has helped me tremendously!
Unlike other companies that simply collect their fees after making a placement or focus only on recruiting new people, this company actually has afternoon tea—provided by the client company—delivered to your worksite every month (personally delivered by car—so thoughtful!). There are also holiday gift boxes, spring banquets, regular group meals, team-building activities, movie outings, and other events you can participate in (and you can even meet the boss in person).
Compared with low-paying contracting companies that shortchange you on overtime pay and leave you to fend for yourself, this company really protects its employees. You can claim overtime, and you can take leave as long as your onsite supervisor approves it. The pay is also higher than before...
You can work regular hours and focus on software development. If conflicts arise, you can ask HR for help. If you’re considering staffing work, I highly recommend working with Yifan!
The company doesn’t really have any shortcomings.
However, if you’re considering incorporating staffing work into your career plan, there are a few things to keep in mind: staffing positions often include undesirable assignments, and you’ll frequently encounter situations such as outdated technology or onsite supervisors looking down on contract workers.
Finding ways to improve your professional skills outside of work can be challenging, so self-discipline is essential.
The scale has become smaller.
A company that tries to avoid paying overtime—whether it is good or not is another matter—is especially disrespectful of employees’ labor after they have worked long hours of overtime. It is like a glamorous signboard on the outside, but there are problems within. It is disappointing; the gap between the core values and the actual environment is too large. For the sake of their evaluation, some people are still helping handle matters two months after leaving. With a 50–50 chance, fortunately I did not spend too much time staying on. It would be better to learn from squirrels and find new pine nuts in the broader environment, rather than be electrocuted by the old-timers.
Rumor has it that there will be a chaotic number of promotions before the end of the year, so I was very curious to experience it.
“Are you willing to work overtime? What are your thoughts on working overtime? Sometimes there may be unreasonable demands to do so.”
“I’m very willing to reasonably cooperate with overtime when necessary, but I will also try to improve my work efficiency and complete my work within regular working hours as much as possible!”
“Would you accept working overtime without overtime pay?”
“Not if it’s a regular occurrence.”
“If the supervisor at the assigned location is relatively fierce and impatient, unable to better control their emotions or follow through on their commitments, what would you think?”
“If I were unable to handle the supervisor’s pressure on my own, I would work with other colleagues to find a solution together. If the supervisor’s attitude continued to be poor, I would seek support from HR or another supervisor. They could help handle the issue.”
I had just changed out of the uniform—thank you for the letter.
Or am I just being too sensitive?”
Don’t kneel down, cry, and beg me to come back.
Because the company cannot continue to innovate, its technology may gradually be lost. The actual operations are really cool! At the on-site locations, many of the old-timers only move when the boss gives them a kick; whether that is good is another matter. They go back on their word, and any mistake can be selectively covered up. There is a lack of cultural meaning. Employees are afraid of having their ancestors questioned for eight generations, walking on eggshells and thinking they are joining Qitao Lang to serve as cannon fodder. Everyone pushes off anything that can be pushed off, and employees only do their own work. There is no good training. One person is made to do the work of five. The company lacks highly professionally knowledgeable talent, yet still thinks it is working in a sunset industry. Its transformation strategy has failed, making it unable to retain or attract the younger generation.
Note
https://drive.google.com/file/d/1r2ng2Zri-gvg5_NDOVuKqUCIs2ilEZbN/view?usp=sharing
Kua Tao
At a certain client site, you often hear claims that a certain project will make the company a pioneer in the industry and create an innovative system that can improve the company’s efficiency and competitiveness. They also say that if it is unsuccessful, they will take full responsibility, and so on. The truth is that whenever nothing is happening, they mention hearing that other teams have achieved good results too, but claim that they believe this project can help the company break through even more. In fact, they are merely using other people’s words to endorse themselves. As the project develops, the problems keep getting bigger. Every day, they make a mountain out of a molehill and stage palace-intrigue dramas. Whenever they cannot categorize a problem, they start lashing out at people as soon as it appears; when looking for a scapegoat, they pin a wonderfully grand label on someone, making the atmosphere throughout the company extremely unpleasant. The old-timers neither cooperate nor listen to others’ opinions; they only want to find people to boss around. At present, we can only somehow survive until the end of the year—there are only six months left, and they do not care. Also, watch out for that person with the surname Hsu, who handles review manipulation for the company and serves as the boss’s informant (it cannot be ruled out that there are others at different client sites as well). So go ahead and join this team.
Can give you three days of positive thinking, but I don't need it anymore
This is a story. After graduating and looking for new opportunities, I was attracted to an unknown company and attended their interview. The entire interview process went quite smoothly, including a detailed introduction to the company's industry, job responsibilities, and benefits. I was deeply impressed by the company's professionalism and position in the market.
However, after negotiating the salary for the position and being successfully hired, the company failed to provide a written employment contract as scheduled. This left me quite confused because it did not conform to standard workplace practices. Even more disappointing was that when I started working and received my first month's salary, I discovered that the amount differed from the figure we had previously agreed upon.
It was only after arriving at the assigned work site that I found out the business rules and regulations were unclear. The strict attitude of the entrenched senior management, along with the lack of positive encouragement, created a domineering atmosphere. There was no communication between people to clearly understand expectations and goals. The process relied entirely on the personal preferences of the entrenched senior staff rather than clear management principles or fair evaluations. Whenever they could not justify themselves, they claimed that everyone was bullying them. My health had originally been fine, but in less than no time I was almost completely worn down. Otherwise, I worried that if I did not follow their wishes, they would find a way to get rid of me.
This place has tested my endurance and adaptability. I have completely lost my financial goals, personal goals, and dignity. I really hope a newcomer comes here soon to experience how to maintain resilience in a work environment.
Time will prove everything, and it won’t take long.
This company is known for its self-proclaimed cutting-edge services, but every one of its business decisions has caused a family tragedy. The vendors outsourced to handle the work failed to deliver high-quality products as expected, and for various reasons, they also falsified project progress or costs to increase their compensation. They claimed to have completed a certain stage when in fact they had not. They looked for opportunities to contact the company’s senior management, flatter them, promise to provide better service, or threaten to withdraw from the project. In the end, employees had to bear the uncertainty, pressure, and anxiety of the work—or deal with the newcomer arriving next week.
At first, I thought this place might be delicious ice cream, but over time, the company’s atmosphere may become tense and frustrating, gradually losing its shape and becoming sticky and melted. When facing difficulties, management problems, or market changes, they may also gradually lose stability and eventually decline.
This place will keep you feeling high every day.
A company without core values and with poor internal communication is like a night market full of somewhat dirty stalls, making people feel confused and chaotic everywhere—not merely because of unreasonable cost control. It does not communicate the company’s policies, decisions, and expectations clearly or honestly, and makes decisions based on individuals rather than principles. This ultimately leads to an image crisis. Friendly and professional attitudes are also important, yet the training provided is completely ineffective. When problems arise, no one apologizes or resolves them promptly, so the company cannot win customers’ goodwill. The same applies within the company: losing respect and integrity undermines the foundation for building good relationships.
A unique experience
A frustrating work environment: they push you out before paying the year-end bonus. For employees who have worked the entire year without any misconduct, they say bonuses or profit sharing should be provided, yet taunt you that even if you stubbornly refuse to leave, they still will not give you a year-end bonus. All employees are required to take responsibility for their work, but overtime pay is not provided as required by the Labor Standards Act. Other forms of performance rewards are handled opaquely. Colleagues who fake their qualifications spend all day flattering others, while those who find this unfair are excluded. This is a true story. Transferring to a new company and seeking out a more supportive company or team may be the best way to solve the problem.
All I can say is that the headhunters specialize exclusively in positions that have been vacant forever.
Imagine that when a company begins to face a cash-flow crisis, it is like a foreign object jamming the blades of a hair dryer: the airflow gradually weakens over time and may even stop altogether. When a company starts experiencing a cash-flow crisis, it lacks strict credit-review procedures and can currently only ask customers to pay in advance, while being unable to collect overdue, unpaid accounts. What on earth is going on!
Another serious issue is the leakage of the company's private data. Confidentiality agreements and confidential-information management rules have all run into major problems, and sensitive information belonging to employees and customers is flowing outside the company. Not long after the interview, I received a call from a scam group. This analysis shows that the company does not have a sufficiently robust information-security policy.
......
Entering a job through a scam (or through someone else’s referral) is usually a negative experience, because these companies’ operations and purposes are fraudulent. What kind of experience can you expect from a company that is about to shut down—terrible or cool? You should consider that the experience may affect your career prospects, because future employers will not view this kind of work experience favorably on your résumé.
HR may use fairy-tale-like stories or dream-like promises to attract applicants, offering high pay, easy work, and seemingly unreal job opportunities. These should all raise your suspicions.
If, during the interview process, the company asks you to provide important documents such as your identification card or bankbook, do not give them anything! In Korea, they may ask you to use an ATM card to purchase a laptop under a real-name registration system. Do not rush to sign any contract, especially one containing unreasonable terms, such as setting extremely high performance targets and using various methods to force you to meet them, resulting in immense work pressure every day.
Saying goodbye to this place at last—finally, I don’t have to worry about anyone’s disapproval.
To be honest, the internal management here is chaotic, with no clear division of responsibilities, especially when personal relationships influence decision-making. Because of personal relationships, management protects people even when their performance is poor, so they face no consequences. Everything is driven by efficiency, but in the end, the workload becomes so overwhelming that it feels unreal, and there is no one to turn to—it is poorly paid, exhausting work.
Just like farmers who produce coffee often do not receive compensation commensurate with their hard work. The deductions are severe, and there is no fair performance evaluation system. The savings from cutting these costs are not converted into benefits or salaries. It is simply a very unstable work environment. Many capable employees feel like discarded toys, become frustrated, and choose to leave.
None
Just like the large intestine compressing the small intestine in the idiom “the large intestine wrapping around the small intestine,” the staff at the assigned site receive no respect or support in the work environment. Problems are handled only for political gain, personal connections, or other improper reasons.
They often make it impossible for newcomers to get things done. If A wants to do something, A’s arch-enemy B will start looking for trouble, ostracizing or suppressing people under A. One moment they demand one standard, the next moment another; they ignore appropriate disciplinary action, conduct one-on-one meetings in small rooms, or treat employees unfairly to protect certain interests. It’s like a leaking water pipe—you won’t be able to hold out until the day you get a raise.
But HR will never tell you about any of this before you run into problems. They always wait until something happens, then make you learn while being scolded, seriously affecting newcomers’ morale and work efficiency.
I was recommended here while interviewing with another company, and believe me, I really chose the wrong place!!
None
Because of the remote-work arrangement, it often feels like the boss disappears, which is the one-way communication mentioned earlier! If the environment provided is poor, you still have to spend money on transportation to go out. It is unclear whether this is a free-spirited style or a rebellious one. They seem to think they are giving you a surprise, but in reality there is no respect and no system. In any case, in the vast sea of the internet, you cannot find anyone? It feels a lot like a company running an invisible scam.
Salaries are generally on the low side. One person does many things; if they see that you are capable, they will tell you to do it, or they will randomly assign it to someone (even if it is not part of your responsibilities). Their methods are not advanced, and they lack backup plans. Once you do something, it becomes your responsibility. After a major project ends, they swap it for a minor project; even matters unrelated to you can still get you into trouble.
The other issues have already been covered more or less by the aggrieved former employees’ accounts above. If you do not believe it, go in and experience it yourself and you will know.
This year, almost everyone is about to resign. Let’s see who is unlucky enough to join and shoulder the burden. The first battle is also the final battle; every day is chaotic. Choosing a sweatshop company wastes your life—there is truly no justice.
This year, almost everyone is about to resign. Let’s see who is unlucky enough to join and shoulder the burden. The first battle is also the final battle; every day is chaotic. Choosing a sweatshop company wastes your life—there is truly no justice.
This year, almost everyone is about to resign. Let’s see who is unlucky enough to join and shoulder the burden. The first battle is also the final battle; every day is chaotic. Choosing a sweatshop company wastes your life—there is truly no justice.
There are also endless meetings, and each time there is no result; you just sit there listening to long-serving employees vent and treat others as punching bags. The company is very old-fashioned, and its way of doing things is not advanced.
None
Saying one thing and doing another—using nice words to lure you in, then telling you that things aren’t actually that easy here. It’s all just an illusion. One department manager has a somewhat problematic attitude: whenever someone is getting ready to leave work, they keep a close eye on them, and whenever there’s trash, they dump it on you, as if they think they’re the boss. Everything has to be done according to their steps; if you don’t follow what they say, they keep watching you.
They talk complete nonsense and are good at deceiving and bullying people, with absolutely no taste or ability to lead a team. I really wonder how someone this entrenched managed to become a manager.
Meetings are meaningless, serving entirely as a self-promotion show for this entrenched senior employee. They think everything is within easy reach, but there is no discussion based on data and no scientific or technological reasoning—only personal fantasies remain. My advice to newcomers considering joining is that, especially when the manager isn’t very capable, things will truly be miserable.
None
I was not happy in my job role. Before traveling abroad for treatment for depression, while still debating whether I should see an orthopedic doctor or a psychiatrist, I want to share my story.
I finally discovered something was wrong while reviewing a management detail.
Financial controls and cash flow were often unstable. No one was actually reviewing the fundamental issues of the projects, such as quality, cost control, and feasibility. It was only after joining that I discovered the project was fundamentally infeasible.
The manager at the assigned site was completely useless, as if he were just sitting in that position waiting for retirement. Nothing was transparent—not the company systems, performance bonuses, project information, or anything else.
What is this company, exactly? Before I was hired, the training they described sounded wonderful, but after joining, it seemed like I had simply been left to fend for myself. It makes me wonder how they managed to deceive so many people. What is the truth?
Outsourcing here means treating everyone as disposable chopsticks while relying on seniority and pretending to be impressive when really just shifting the blame, then using only a flirtatious HR representative’s empty temptations to lure newcomers into working themselves to exhaustion and fend for themselves. They have no intention of managing the business seriously. Because of staff shortages, those who shoulder everything cannot attend to every matter thoroughly due to the workload, yet they still have to bear the judgment and consequences of being deemed unprofessional. The organization as a whole is extremely unhealthy, and at least for the time being, the situation cannot be improved within the next year.
Be careful not to become an old-timer's plaything and then get laid off
I can guarantee that when it comes to benefits, after becoming a full-time employee, I wouldn’t give even one star. There should have been about 20 people who left, one after another!
The approval process for on-site staff is also inexplicable, and there is far too much redundant staffing overall. The managers are two jellyfish brains—one outgoing and one reserved—but neither has decision-making or evaluation skills, nor the ability to make judgments. They also don’t know how to gather real information from the frontline. Their response is always sarcasm. Those responsible for leading people say they’re too busy and have no time to teach, yet still expect people to know how to do things, while constantly criticizing them.
They only believe that an outsider knows best, without realizing that this monk eats meat and drinks alcohol. But when it comes to professional knowledge, they don’t know a damn thing; they just spout nonsense. They spent two hours drawing a huge pile of shit on a blank sheet of paper, and not a single commitment was fulfilled. Truly awful.
None
Basically, everything is done by subordinates. The old-timers are just coasting, spending all day thinking about indulging in a life of pleasure, with their minds constantly foggy and no idea what they are thinking about. I won’t even mention where they go! Yet they can still sit securely in managerial positions, so anything they don’t want to do gets dumped on the rookies to complete.
Every day, the overtime never ends. The pressure is overwhelming. Getting home at 8 or 9 p.m. every day is the norm.
The company once sent representatives to ask employees for their opinions and about their situations, promising to consider the feedback. In the end, however, those promises did not seem to be fully honored, and things failed to improve. The company lacks an appropriate evaluation and feedback mechanism.
There is no established SOP—only some official-sounding language and vague, conceptual descriptions. After listening to them, you still have no idea what you are actually supposed to do, and there is no effective method either.
You’d better think carefully and ask clear questions during the interview; otherwise, you’ll regret being blind enough to step into this pitfall.
Head-hunting everywhere
The company completely lacks any educational SOP. Progress reviews at client sites are handled chaotically, and the way of working is rigid and only focuses on appearances. They rush us all day without giving us a deadline, then just throw out a sentence and, for no reason, bombard us with emotionally manipulative remarks. Every day they dredge up old issues, leaving us exhausted under the shadow of emotional manipulation and moral coercion. We have to clean up the mess left behind by the old-timers.
You have to face poor communication channels alone, as well as people who go back on their word without any self-reflection, frequently pretend to understand when they do not, get the direction wrong and refuse to acknowledge it, push all responsibility onto subordinates, and are thin-skinned, completely irresponsible managers.
Most importantly, the overtime has damaged my health. I have had to have lengthy discussions with my girlfriend’s parents about the value of my career—whether the lack of a corporate vision and the mismatch in values and beliefs are untenable, and whether any action should be taken. Every day, my body is present but my heart is not.
As for the company’s operating situation—such as whether it is actually making money—to be honest, I do not understand it. Whether things will become so outrageous that they give people goosebumps and make them drop all over the table, we will just have to wait and see.
The day after I submitted my résumé, I received calls from headhunters and salespeople. They even got my name wrong. I’d better save this company’s number in my phone—bring it on!!!
The on-site team only handles a bunch of lousy tasks that the people above them can’t sort out.
Managers who do nothing are apparently never at fault—you are. They dote on certain employees as if they were the emperor himself. The managers’ decision-making is extremely poor; ask them anything and they know nothing. Yet they want to meddle in other departments’ affairs, imposing broadly while never reflecting on their own problems.
Their way of handling things is truly laughable. They can’t communicate across departments, because they simply pass everything off to another department. They have absolutely no sense of responsibility—it’s really low-class.
You’ll thank me in the future
The system is a complete mess. The ultimate move is to distance themselves from responsibility: whenever a subordinate gets into trouble, they cut them loose. Every day, they pray to the gods that nothing goes wrong.
Also, whenever those old-timers are in a bad mood, they start lashing out at people. The whole process is just listening to them berate you, making the atmosphere incredibly unpleasant. Don’t doubt it—arguments play out almost every day. Many people go in smiling and come out crying.
The headhunting company will call at random times. Their powerless sales pitch practically seems to say: “Whatever you do, don’t join!”
What the review says is true.
If you want to interview, pay more attention on your own.
The on-site office is full of empty talk and grand promises about the future—it would be faster to go into scamming directly. They exploit employees; in reality, every one of them is manipulative, selfish, and two-faced. It scared the hell out of me.
They like to use emotional blackmail and put on airs. Every day they look like a cargo shipment that was half-delivered and then knocked over. If they dislike something about you or find anything unsatisfactory, they will target you and prevent you from passing! My heart has gone cold, shattered all over the floor!
Still the same
1. The on-site teams are led by a bunch of old-timers, and their overall abilities are inadequate. They muddle through and slack off by relying on connections, making communication difficult. They think they are very capable while meddling in planning and creativity, and use their own methods to direct and boss you around—even Grandma would be better than you. They only know how to issue orders and commission you to produce things, refuse to be reasonable, and make it so your work is never finished. They also often say to you, “Why can’t you do it? Why didn’t you ask first?” But when you do ask, they tell you, “Did you research this issue first? Didn’t I already tell you? Haven’t I mentioned it before?”
2. Hardly anyone applies to this company through job banks, so they proactively seek people out for interviews. Once they win a project, things are not merely bad—they get worse; they keep switching around among the same few companies. They simply treat engineers like disposable goods: when there is work, the people disappear and no one coordinates; when there is nothing to do, a bunch of strangers come out to defend them. I was stubborn and fooled by appearances, so I failed to compare things properly and ended up in a dilemma. Every day feels incredibly bleak; even fortune-tellers say I’m taking a huge loss.
Opening my résumé led to interview invitations from many on-site client companies. This is one of the better ones in my opinion: they tell you directly which company the client is, and they can clearly explain what the job involves.
Not suitable for people who are in a hurry to find a job.
Discussing the job took some time. After some on-site client companies received my résumé, they would directly tell me which clients wanted to talk with me. Personally, I don't really care about the job content—as long as the salary is high, that's fine. Everyone can decide what works for them.
Interview:
Because the company places employees at client sites, you may have multiple interview opportunities.
1. The first interview is with our company's HR team. They will mostly ask whether you have any needs or requirements and briefly explain the company's internal situation. (For example, if you have health-related concerns or special family circumstances, you can raise them and discuss them with HR. This is actually intended to ensure everyone's future working environment remains pleasant, so feel free to bring up any needs for discussion.)
2. Subsequent interviews are with the on-site client companies. The main thing to note is that, because these are partner companies, although most have worked with us for a long time, you may still encounter someone who is not very courteous when we are looking for a new partner. Please remember that this is a partner company, not our company. If you feel the discussion is not a good fit, you can tell our HR team, and they will arrange interview opportunities with other partners. Do not foolishly agree to something that is not a good fit.
Work:
1. Basically, there is no need for overtime. Of course, this still depends on the on-site client company. If you believe a partner's request for overtime is unreasonable, immediately report it to our HR team or boss. The company will fight for the rights you are entitled to.
2. If the on-site client company makes an unreasonable request, immediately report it to our HR team or boss for handling. Company personnel will help coordinate the issue for you. (The prerequisite here is that the request is genuinely unreasonable, rather than that you have a poor attitude.)
3. If you encounter technical problems you do not know how to solve, you can first ask the partner's personnel. If they are unwilling to teach you, you can also try asking other people within the company. The company has a group, and everyone is happy to help answer any questions.
4. Except during periods affected by the pandemic, the company also has enthusiastic senior employees who, when they discover useful technologies, are willing to sacrifice their own time to organize classes and teach them. Everyone actually gets along quite well.
5. In short, whenever you encounter any problem, ask someone immediately—whether an employee, the boss, or HR. Everyone is happy to help one another.
Other:
1. Because this is an on-site placement role, you will usually change locations frequently. This gives you opportunities to meet more people and expand your social network.
2. Partner companies occasionally offer special discounts that you may be able to use.
3. Because your network may expand, you may also have opportunities to be recruited by large companies. (However, most people currently choose to stay, and there is no pressure. If you choose a large company, the company will also wish you well.)
1. This is basically an issue that exists with every on-site placement company: you may encounter a difficult partner. (Please remember to report it to the company.)
2. You may need to change your environment and on-site partner from time to time. (If you perform very well, you may also have the opportunity to remain at the same location.)
3. For people who are not very socially adept, frequently changing environments and the people they work with can be very challenging.
4. If you do not have relevant technical experience and are not enthusiastic, it will be very difficult. (You will need to ask people for help everywhere, and it may take considerable time for others to teach you. If you are unfamiliar with basic technical skills, learning will be very difficult. If you know that you need someone to guide you for a period of time, remember to mention this during the interview.)
During the interview, the HR staff were quite candid and didn’t exaggerate just to achieve their recruiting goals. I’m the type of person who looks at reviews when interviewing. I had previously interviewed with Yifan Technology, so I came here out of curiosity—and was surprised to see a negative review.... Reading it, I felt it didn’t seem like the same Yifan I interviewed with (the one on Wenchang Street). Their interview was conducted online, and they even asked whether I was still employed; if so, I could choose to interview at noon and wouldn’t need to take time off. They were very considerate of job seekers’ needs. I don’t know how other people felt, but my personal impression of this company is quite good. For reference for anyone else considering interviewing here~
Haven’t found any yet
Currently, the relationship with the client while working on-site is friendly, and there is not much overtime, so it is fairly good.
When assistance is needed, the company’s administrative staff and the boss are also very willing to help.
Of course, it cannot compare with Google, but I think it is already a pretty good company.
No drawbacks at present.
Guaranteed not to change for fifty years
1. The company has many shortcomings that it does not address. HR still acts as if it is very friendly and professional and manages everything well, while speaking in empty corporate jargon.
2. The company has no intention of nurturing talent; it can always just hire more people. Sometimes it feels like a sightseeing tour for visitors, with no prospects for development.
3. It is out of touch with society and has no desire to improve. The internal systems are terrible, and there are hardly any good overseas assignment locations to choose from—they are all awful. It really feels like employees are being toyed with.
The vendors and clients at the current customer site are all friendly.
The administration and boss at headquarters are also very helpful with various administrative matters~
I think it’s great!!
None at present
Are there still a few people with humanity?
Starting the whitewashing campaign now—has the position been open for too long with no one applying?
When the interviewer asks questions, is being aggressive a sign of having little substance and being empty-headed?
The whole company runs on a process where incompetent leaders work the troops to death. If you’re fresh, have no family, and no dependents, you’re very welcome to come and contribute. Putting on airs, publicly berating people, then asking others whether they heard it?
None
1. For seven days a week, from 9 a.m. to 9 p.m., I was constantly responding to their revision requests. They said it was urgent, so I stayed up late to work on them for them. After a week of revisions, they were still making changes—one revision every day, followed by a major overhaul three days later.
2. Especially one particular supervisor, who is very manipulative and takes advantage of people. They told you to go to the company and attend a meeting on their behalf, then said it was a learning opportunity for you.
If you're considering applying, think it over carefully.
Increase your stress tolerance
1. Don't be fooled by the company's building exterior or its location. Personally, I feel that the internal management is about the same as, or even worse than, that of traditional industries.
2. Many people have an extremely strong need for control. They want to manage everything, go crazy if things aren't done their way, and want to keep all matters, big and small, under their control.
3. There are many unprofessional seniors in the company with very poor emotional control. Bad habits are copied from one person to another, and many of them have an unbelievably poor level of professionalism. They don't share information, dislike being asked questions, and try to make new hires do things incorrectly. After the new hires make mistakes or fail to do something well, they blame them and then report them to their supervisors.
4. It's a toxic company. Juniors have to handle almost everything themselves, or get kicked around by supervisors and sent here and there.
5. There is little structure, and responsibilities are unclear. Seniors assign tasks to new hires without even informing their supervisors. They casually say a few words or send a video by email, and consider the matter settled.
6. The decision that gives you the most peace of mind is to hurry up and look for another job.
1. Opportunities to gain exposure to know-how from different industries and increase my competitiveness.
2. Colleagues get along well. If there are technical areas I do not understand or am unfamiliar with, I can exchange ideas and discuss them with my colleagues.
3. I can improve my ability to interact with different clients, while training and quickly enhancing my professional skills and development capabilities.
4. The company considers things from its employees’ perspective and provides reasonable assistance to help them enhance their self-worth.
Everything has two sides. If one’s thoughts and mindset are negative, all strengths can become weaknesses; conversely, all weaknesses can become strengths.
The fact that interviews can be conducted remotely is a plus, as it avoids wasting time on transportation.
The job basically involves being assigned to various companies to carry out software development.
There are many partner companies, and their software needs vary widely; it comes down to whether you can meet the requirements of the particular development project.
The assigned company and placement can also be arranged at a location relatively close to your home.
Working hours must follow the client’s requirements, and each client’s schedule may be more or less flexible.
You also have to adapt to working with different teams and their respective collaboration styles.
None
There are just too many coincidences:
1. This is a scam; don't fall for it.
2. This was the first interview. I took leave yesterday and left work early, yet I still got stuck in traffic.
3. The wildly fanciful manager thinks that simply finding any open-source project on Google is enough to take on a customized project. Does he have low blood oxygen, depression, or perhaps dementia? He completely treats people like idiots and toys with them.
4. Fortunately, I didn't miss interview opportunities with other companies. I'm so happy I feel like humming a song.
None
Strange—respecting employees is not even a big step. If you don’t want to make reasonable KPI requests, you could at least talk about basic courtesy. Don’t they know they’ve already affected other people?
Later, I remembered that this seemed not to be the first time. They readily try to intimidate people and accept unreasonable demands. Remember, when you are persecuted, be sure to fight back bravely; anyway, some people bring it on themselves.
So that’s how I am—I always have to remind people coming for interviews that everyone needs to care, or those who want to join this place, because some people have worked for more than ten years and still haven’t learned these basic things.
Regardless of what resources were promised during the interview or after joining, none of them were provided. Quite a few people leave within a year; most employees have worked for less than a year, and the turnover rate is somewhat high. It has successfully wasted job seekers’ time and transportation costs.
Please keep the pleasant things for yourself, and leave the unpleasant things for others.
None
You need to choose the organization and supervisor carefully. In my current department, the supervisor doesn’t even know how to use Git, and their ideas about software development are even more contrary to everything I know... All they have is talk.
Senior employees don’t have the time—or even the willingness—to guide newcomers through the ropes, leaving you wanting to eat fish but not knowing how to fish.
The more capable people are, the more blame they shoulder, yet the less money they receive. Meanwhile, people who do no work get promoted and receive raises?
Unfortunately, I ended up in this job and can’t learn anything. Once the pandemic is over, I’ll have to start looking for another job. I really don’t understand how things ended up this way.