A former employee passing by (just updating everyone, their positions are still open~ https://www.104.com.tw/company/1a2x6blzu5?jobsource=cust_same_closed)
Most of the team members are relatively young and easy to get along with.
At first, I thought it was a socially responsible business, but... the parts with a conscience seem to be... not many.
At the time, I noticed some irregularities in the company's cash flow, so I asked the acting manager about them. However, surprisingly, this acting manager had only just passed their probationary period as well (the permanent manager was on maternity leave after having a child), and seemed somewhat at a loss. The company even ordered us not to raise any further questions about the cash-flow issue because they themselves did not know how to handle it.
Later, I became involved in a relatively large project, but during the process, one colleague after another resigned. The reason was that the acting manager had problems communicating and interacting with people and was unable to communicate effectively. However, the HR manager, who also served as the deputy chief operating officer, liked this acting manager very much because they considered them a model obedient student—well-behaved and compliant. When I reported the situation to HR, I was told that my dislike of the acting manager would affect my identification with the company.
A few days later, I used my own workplace experience to write a correct document, but the acting manager said that what I had written was wrong. They had no other work experience and had never worked in this field. When I stood up for fairness, I was seen as refusing to obey the acting manager and as being unsuitable for the company's corporate culture. In the end, I was asked to resign.
1. The boss has grand ambitions and is willing to hire fresh graduates.
2. Because the fundraising campaign for Ansh水果 was successful, the company later enhanced its image through the “等家寶寶” public welfare campaign. At the same time, the boss cultivated an image as a loving family man, made quite a lot of money, and founded 舒果農企業有限公司 to operate 無毒農.
1. When things go well, it is attributed to the fresh graduate’s own ideas and they are told to learn more; when things go poorly, it is blamed on the fresh graduate’s lack of understanding of the industry and market conditions, and they are told to learn more. Employees are pressured to test whether they have sufficient stress tolerance.
2. Public welfare activities are an important source of revenue for the boss—just one part of the business model. Although making money is a businessperson’s duty, for employees there is a significant gap between this and their expectations of the company before joining.
1. For newcomers, it is a place where you can give it your all and freely express yourself like a headless fly.
2. You can learn many lessons about how to conduct yourself and interact with others.
3. If you have a background in theater, it is a great advantage here.
4. There are many loopholes being patched while creating another hole; you can figure out ways to improve things.
5. It is suitable for finding a partner there, which will make life more enjoyable.
6. There is plenty of cohesion; everyone finds ways to side with HR.
7. You can learn the five great essentials: pushing, dragging things out, dodging, hiding, and floating along.
8. After leaving, you will gain the ability to solve problems independently.
I’ll add more later if I think of anything.
1. There are quite a lot of holidays. When you actually want to take time off, though, you get nervous, as if someone has started suspecting that you are going to job interviews. It is very uncomfortable.
2. Everyone says they are very busy, then leaves on time, making me wonder whether I am not busy enough.
3. HR has intervened in too many departments, wanting to improve the situation in many of them, and then relays the message: “That’s not what I said, okay?”
4. The boss always makes things sound too good, leaving newcomers full of expectations and enthusiasm. After leaving, they always come here sadly to post about it.
1. The benefits are better than those offered by many companies.
2. Relevant departments can frequently visit production sites.
3. Having an engineering team makes communication easier.
4. Most colleagues are straightforward and easy to get along with.
1. The company’s direction is not very clear. It feels like the boss really wants to try new things but is not very willing to actually invest resources, resulting in many plans being unable to proceed smoothly.
2. Departments with good business results are strictly required to grow, while departments with poor business results may occasionally be criticized. However, as long as you build a good relationship with the “core executives,” you can hide under the safety net and avoid the crossfire.
3. If performance remains poor, other people’s work will be divided among those with poor performance to give them a chance to show results. Interestingly, even the COO’s work can be assigned to other underperforming units?
4. The company does not have many employees, but there are a surprising number of rumors. Team cohesion really needs improvement, and there is no clear sense of cooperation among departments.
5. The company internally likes to talk about accountability. HR has been recruiting for a single position for several months, and when someone pointed this out, they were told, “May I ask whether you helped find candidates?” I would like to ask in return: when other departments cannot finish their work, do they ask HR to write programs or create graphics?
6. I strongly recommend that when you realize you cannot achieve your targets, you should build a good relationship with HR—that is the key.
If the fruit can’t be sold, it can be distributed to employees.
1. I’ve been here for over a year, and more than 30 employees have left. There are only just over 50 employees in total.
2. The company’s direction is decided based on books or magazines. Among employees, people joke that it is being run according to Business Weekly.
3. They keep insisting on using metrics as work-performance indicators, but only do it halfway, and no one understands what they are doing. This part is hard to explain—you’ll understand as soon as you have the chance to come here.
4. When we are too busy to cope and want to find someone to help or recruit new employees, the people who are already too busy are still required to write a report explaining the benefits of getting help, so that the relevant managers can assess it.
5. For some reason, Human Resources has a lot of power, but it feels like they can’t do anything well—not even retain employees. They only know how to say that someone is not suitable for the company and that it is better to let them leave. When will they reflect on themselves? Perhaps it would be better if they left instead.
6. Unnecessary meetings are held every week. They are called unnecessary because everyone is just fobbing off the boss, no problems are solved, or the boss does not even know what the problem is.
Most of the colleagues in the production line, engineering, and design departments are very nice.
There is often free food to eat, cook, or take home.
1. The performance bonus is less than one month’s salary, paid out over three months.
2. Sometimes you see the lowest-paid assistants working overtime like crazy while everyone else has already left.
3. During meetings, the boss often likes to demean women and mock farmers while thinking they are being humorous, but externally they put a lot of effort into maintaining the image of a family-loving good man.
4. At the height of the pandemic, when an employee suggested staggering shifts, the boss sent an all-company email berating everyone for lacking resilience.
5. The boss arbitrarily praises customer service while putting down marketing, but privately still berates customer service. As a result, customer service becomes even more resentful of marketing and considers them all useless, deepening the conflict between departments. The management approach is extremely problematic.
6. What was described during the interview was different from the actual job. The position was changed substantially, but the salary was not adjusted accordingly.
7. The entire marketing department left a year ago, probably because everyone had very low stress tolerance—including me, hehe.
8. The boss and the deputy chief operating officer look down on professionalism and think they are so great that everyone else has to listen to them.
9. When the deputy chief operating officer was still in HR, they turned a blind eye to bullying within the company and even made matters worse, causing the assistant to be bullied even more severely. We all thought it was outrageous and excessive. Fortunately, the assistant did not continue to wrong themselves by staying at this terrible company.
10. Employees are only informed on the day they are dismissed, and the reason is then registered inaccurately with the labor authorities.
11. Every week, they like to hold meaningless performance meetings, constantly adjust the metrics, and change management policies after casually reading an article or a book. Sometimes meetings are even used as practice audiences for the boss’s speeches.
12. They think overtime is expected and naively imagine that canceling the time-clock system will keep the government from finding out that the company has never paid overtime.
1. The farmers I worked with were very nice, and there was often fruit to eat at work.
2. The office location was convenient for transportation.
1. The boss only listens to the opinions of the core team and loves labeling people. Once someone is labeled as unpopular, they will be picked on and made things difficult for at every turn.
2. Whether performance targets have been achieved is open to interpretation. After forcing out the manager who set the performance targets, they kept cutting the bonuses. They could not even provide a month's worth of bonus, and still had to split it into 1–3 monthly payments. So stingy.
3. During the pandemic, the company disregarded employees' safety and lives. The boss drove to work personally and thought it was harmless, then taunted those who were afraid of dying, saying they should just stay home and not come to work.
4. The deputy chief operating officer on the boss's core team was originally in human resources. Personnel changes were a complete mess; perhaps the KPI was the company's rate of staff turnover? There was also a veteran-level marketing manager who wandered around observing what everyone was doing every day, only assigning tasks to others. Privately, this person said not to worry about what the boss thought, and would go quiet whenever a subordinate's report attracted the boss's scrutiny. As the boss's confidant, this person would never be targeted, no matter what.
5. The boss only knows how to say that losses will lead to layoffs and expects managers to calculate profit and loss themselves. How are they supposed to calculate it when the necessary information is not provided clearly?
6. They are very good at crafting an external image and love seeking comfort from devoted fans, but internal management is poor and does not live up to the friendliness and pleasantness they claim externally.
Senior management most loves talking about accountability and honesty, but they themselves are the best at shirking responsibility and being dishonest.
Willing to hire fresh graduates
Convenient transportation
Free fruit
I thought for a long time about whether to post this review. On the one hand, I felt there was too much I wanted to say and that it would take a lot of time, but for the sake of giving back to society and accumulating good karma, I decided to leave a comment after all.
Everything below was dreamed up; any resemblance is purely coincidental.
1. During the severe outbreak in May, the company initially insisted on not implementing working from home. Employees honestly told management what they were worried about, and the boss emailed the entire company saying: “We’re just like doctors, nurses, police officers, and firefighters—we’re an essential service and need to go out to work for everyone!” “Stop complaining; if I hear it, I’ll definitely blow up.” Later, they reluctantly implemented staggered shifts for about two weeks, including assigning some people to the Wugu warehouse :)
2. Messages never stop, including on holidays, and there are often all kinds of tags.
3. “Startup/e-commerce” can be used as an excuse for all kinds of unreasonable things: company policies can make a complete 360-degree turnaround within a week, leaving employees unsure how to respond, while upper management says, “That’s just how startups/e-commerce work.” But the company was founded nearly five years ago.
4. Your job responsibilities may be “flexibly adjusted”—don’t be picky about your work!
5. They present one image externally but have a different face internally. They have publicly criticized the same issues on their fan page multiple times, attracting fans to like, comment, and offer encouragement. As for whether anything has improved… you can tell by the number of times the same issues have been criticized repeatedly.
6. At the end of June, they dismissed several colleagues and required them to leave that same day, saying the company was not making money and therefore needed to “downsize.” Be careful not to be downsized.
What a long dream.
Convenient transportation, located in a prime area along the Bannan Line.
When the pandemic broke out in May, the boss repeatedly sent nearly ten emails over the course of a single weekend. On the one hand, they distorted the facts by saying that pneumonia was not dangerous; on the other, they accused employees of lacking empathy and only wanting to work from home, disregarding the company’s interests and causing panic.
Later, they reluctantly compromised and allowed employees to work from home, but then, due to order considerations, recalled some employees who could work from home to the office. This began a daily life of commuting in fear, at a time when two or three hundred cases of infection were reported every day.
During the pandemic, they also disregarded disease-prevention measures and arbitrarily reassigned office staff to support work at the warehouse. As a result, employees from various locations and departments took turns entering the warehouse to pack orders. It is understandable that there was a labor shortage during the pandemic, but did this really comply with food-safety or disease-prevention regulations?
Already left the company
1. Free fruit is provided
2. Convenient transportation
1. Employees are expected to be able to do everything: back-end engineers handle front-end work, front-end engineers handle back-end work, front-end engineers develop apps, and marketing handles product management, business development, and website planning.
2. None of the employees under the engineering manager can write proper requirements specifications; requests are proposed based on imagination.
3. Human resources does not know what the employees’ work entails.
4. The boss openly stated that they especially like communicating with certain people and said that they only trust certain people.
1. There are drinks at the end of every month.
2. There are many young people, so the atmosphere is lively.
1. People in management do not know what employees are actually doing on a daily basis, leading upper management to assume that employees are not working, when in fact they are all working hard.
2. Performance bonuses of less than one month’s salary are split and paid over two months, tying employees down.
3. At the end of June this year, three employees were laid off and were only notified that afternoon. It was their last day that same day, with no prior notice or opportunity for colleagues to prepare for the handover of their work. This was disappointing.
4. The boss often disturbs employees by sending emails or messages on holidays. Sometimes, without first understanding the full situation, the boss directly questions employees in an impolite manner, which is truly physically and mentally exhausting.
5. The Labor Standards Act stipulates that companies with 30 or more employees must convene labor-management meetings. However, as of now, not even one meeting has been held. As a result, management never knows what the company’s problems are, and it is no surprise that the turnover rate is high.
6. It is recommended that middle- and senior-level managers have the courage to manage upward. They should not simply do whatever the boss says or only say what the boss wants to hear. Instead, they should listen to employees’ concerns and strive to secure a reasonable working environment and protections for them, in order to effectively prevent high turnover.
That is all.
It is recommended that the boss distribute a questionnaire to employees and face the problems honestly.
Young team, great office environment, and very convenient transportation
Flexible working hours; we often get to eat fruit or new products at work, and there are an additional five days of paid welfare leave every year
The team is relatively young, so this may not be recommended for those without a certain level of stress tolerance or the ability to work independently
The company has a lot of young people, so there is plenty of energy. Those who are willing to speak up are valued by the boss.
The boss loves hiring fresh graduates with little work experience, so most people lack marketing concepts and work experience. The boss also loves indulging difficult customers, and it feels like that is how the money disappears, yet he says it is because employees do not know how to consider costs. He really should look in the mirror first. In addition, the boss loves showing off how much he cares about his family and has built an excellent public image, but these are actually just appearances he has cultivated. In reality, he is a very calculating person. In particular, he has a very close relationship with an HR employee named W; after less than a year, he promoted W to deputy chief operating officer. The boss only wants to hear what he wants to hear, and that is how the sycophant got his way..... This company is not worth staying at for long, and you should not waste your time applying. There are truly better choices elsewhere!!!
Indoor parking
1. Several cases involved applicants being transferred after applying to positions unrelated to the jobs they originally applied for, or being assigned to support duties unrelated to their expertise.
2. Assigning someone with no relevant experience to conduct the handover, then claiming that they have experience.
3. Making things difficult without reason, using the impact of poorly defined responsibilities on one’s judgment to claim that you are unsuitable for the job and have communication problems. The termination interview felt like a public condemnation session.
4. There is no freezer allowance for cold-storage warehouse work; even companies in the same industry that involve freezer work do not offer salaries this low.
None
1. They didn’t ask whether I wanted any water, and the interviewer was also 20 minutes late.
2. The boss came across as somewhat conceited, thinking that what they knew was everything.
3. When looking for someone to do analysis, they surprisingly didn’t care about competitors, which gave the impression of an outsider leading an expert.
4. They promised to respond but broke their promise. It’s perfectly normal to ghost applicants, but I recommend not making promises to people.
The boss seems like a very nice person, at least from appearances.
During the interview, the manager was 20 minutes late to the meeting and then didn't explain the job duties, just kept asking, “Is there anything else you'd like to know?” Well, they didn't explain things carefully either—it felt like they weren't really looking to hire anyone.
In the end, they promised they would definitely give me an answer that week. I even emphasized that they absolutely had to get back to me, but they completely ghosted me and pretended nothing happened. Unbelievable.