Convenient transportation, directly opposite Songshan Station
As the previous reviewer said, they show extremely little respect for professionalism and think they are an industry benchmark, while their salary is far below the industry minimum! They are practically living in their own world—the quintessential company that “offers bananas and can only hire monkeys.” I sincerely urge anyone considering other job opportunities not to waste their time with this company.
I did not apply proactively; I was invited to an interview. Even after arriving on time, I still had to wait half an hour before seeing the interviewing manager. They showed no basic respect, making it very difficult to respect this company!
The interviewer was very pleasant and not overly serious.
They were willing to offer some advice.
They mentioned that if a candidate is not a good fit, they will send a thank-you letter.
For this role, they value proactivity.
Nothing comes to mind yet.
Position: Android Software Development Engineer
There were two interviewers, both very polite and quite articulate (a change from past reviews.
As is customary, the interview started with a self-introduction, followed by discussions about work experience and learning experience.
There was also an unexpected little test, covering quite a wide range of topics, such as Java SOLID, variable memory locations, NPE, Adapter, adding a header to a list, MVP, MVC, MVVM, Rx, Dagger, Repository, design patterns, unit testing, and how to handle web API errors.
Overall, it was very interesting.
Interview process: There were no particular shortcomings; the only thing was that the interviewer spoke a little quickly, so it was somewhat hard to keep up XDD
Job responsibilities: Quite a wide range of skills were required, such as Ruby, Python, JS, automated testing, CI, and so on.
Work environment: Average indoors, messy outside (though they can't really do anything about that @@
Interview result: It really was just a conversation, and I received a thank-you letter~
None
The HR representative was very rude—a young woman with a very arrogant attitude. She kept holding her phone during the interview and, as soon as I came in, asked whether I had brought my résumé. Throughout the interview, she kept asking repetitive questions and seemed very fond of hypothetical scenarios or sharp responses, causing the discussion to keep branching out without focusing on the position. Her attitude and choice of words were both quite uncomfortable.
Flattery and bootlicking
Some of this company's internal circumstances are truly like a Trojan horse: you only discover you have been deceived after joining. Looking back at the process of applying for this position, if we use flashback to return to the day of the interview, we would find that the actual job responsibilities were completely different from what was written in the JD (job description). Tasks that were never mentioned during the interview made up more than two-thirds of the work after joining. Everything from the product commercialization process, Sales Kits, requesting part numbers, packaging, folding cartons, and listing products on the official website, all the way to channel marketing and product marketing, had to be handled by one person. The most outrageous traps involved the contract and the work assignment. A colleague responsible for HR recruiting (whose English name is Lynn, surname Lin, and whose middle name contains the character ✠瀅) kept urging people to sign the terms quickly, using topics such as eating European cuisine or going upstairs to watch fireworks to divert attention. She even said there was no need to read the contract too carefully, because someone would naturally provide instruction on site. What she did not mention was that, although the nominal employer was this company, the actual arrangement involved several layers of outsourcing. Moreover, whenever anything unfavorable happened at the assigned site, she would never proactively disclose it. Instead, she brushed it off by saying that “the work is very simple; just follow instructions,” and openly admitted that she did not want to deal with what happened elsewhere. What would happen if something went wrong? Another administrative employee (whose English name is Stanley, surname Li, and whose middle name contains the character ✠毓) often repeated the logic that everyone should shoulder the burden together—or that administration should go out and take the hit first, and if that truly did not work, they should find a new employee to take the blame. This colleague surnamed Li, who normally spent all day looking at his phone while walking around, even joked over lunch at Sushi Express that, if something went wrong, they could simply blame the newly hired person named Robin. The way business was handled internally was also astonishing. Whenever a customer complained, a colleague in R&D named James (surname Li, whose middle name contains the character ✠源) would suggest sending an AI-generated report first and dealing with the rest later. Another employee responsible for technical analysis (named Jack) held the same view, believing that for failure analysis, they only needed to organize a pile of AI-generated content for the customer and make the evaluation sound polished. In addition to colleagues shifting responsibility among themselves, the upper management's style was even more suffocating. One manager would add whatever came to mind during meetings or while assigning work. As a result, the development schedule was always compressed; every day brought meteorite-style requirements. Most ironically, after the team finally rushed the work out and submitted it, it would then sit for several months before being launched. If someone could no longer continue and wanted to leave, that high-handed manager would resort to emotional blackmail, accusing people of having “no sense of loyalty among those in the same circle” and forcing them to clean up the mess. According to what a senior employee surnamed Xu (named ✠龍) revealed about the internal culture, whenever something happened here, the newest employees were the first to handle it. Those in high positions would eventually reveal that they applied double standards to everything: professionally, they were “strict with others but lenient with themselves”; they put on an act with other departments, fawned over senior executives, and subjected their own subordinates to relentless bullying and humiliation. Ultimately, this company is really being propped up by a group of sycophants who cannot be dismissed and possess a deeply servile mentality, while the management remains trapped in a rosy bubble, believing themselves to be far-sighted and exceptionally talented leaders.
Bootlicking and sycophancy
Some of this company's internal circumstances really are like a Trojan horse—you only discover you've been deceived after joining. Looking back at the process of applying for this position, especially by revisiting the day of the interview in retrospect, you would find that the actual job responsibilities and the JD (job description) were fundamentally two different things. Tasks that were never mentioned during the interview ended up accounting for more than two-thirds of the actual work after joining. Everything was included, from the product commercialization process, Sales Kits, part-number applications, packaging, gift boxes, and website listings, all the way to channel marketing and product marketing. The most outrageous traps involved the contract and the assigned work location. An employee responsible for HR recruiting (whose English name is Lynn, whose surname is Lin, and whose middle name contains the character ✠瀅) kept urging people to sign the terms quickly, while using topics such as eating European cuisine or going upstairs to watch fireworks to divert attention. She even said there was no need to read the contract too closely and that someone at the site would naturally teach them. What she did not say was that, although the position was nominally with this company, in practice it would pass through several layers of outsourcing. Moreover, whenever anything unfavorable happened at the assigned location, she would never proactively mention it. She would instead brush it off by saying that “the work is very simple; just be obedient,” and openly admitted that she did not want to deal with whatever happened elsewhere. What would happen if something went wrong? Another administrative employee (whose English name is Stanley, whose surname is Li, and whose middle name contains the character ✠毓) often repeated the logic that everyone should shoulder the burden together, or that administration should go out first to take the blame, and, if that really did not work, a new person should be found to take the fall. This employee surnamed Li, who spends all day walking around while looking at his phone, would even joke over lunch at Sushi郎 that, if anything happened, the blame could simply be put on the newly hired person named Robin. The way business was handled internally was also astonishing. Whenever a customer complained, a member of the R&D team named James (surname Li, middle name containing the character ✠源) would advocate sending an AI-generated report first and worrying about the rest later. Another employee responsible for technical analysis, named Jack, held the same view, believing that for failure analysis, it was enough to organize a pile of AI-generated content and send it to the customer, while making the evaluation look polished. Beyond peers shifting responsibility among themselves, the conduct of upper management was even more suffocating. One manager would add tasks whenever something came to mind during meetings or while assigning work. As a result, the development schedule was compressed every single time, with meteor-strike-style requirements arriving daily. Most ironically, after everyone finally rushed to complete and submit the work, it would then sit for several months before going live. If someone could not continue and wanted to leave, that high-and-mighty manager would resort to emotional blackmail, accusing them of having “no sense of loyalty among people in the same line of work” and forcing them to take over the mess. According to what a senior employee surnamed Xu (given name containing ✠龍) revealed about the internal culture, whenever something happened here, the new hires were always the first to handle it. Over time, those in high positions reveal that they apply double standards to everything: professionally, they are “strict with others and lenient with themselves”; they put on an act toward other departments, flatter senior executives, and subject their own subordinates to all kinds of bullying and humiliation. Ultimately, this company is really being propped up by a group of employees who cannot be dismissed and possess a deeply servile mentality, while management continues to live in a pink bubble, believing that it is far-sighted and made up of unparalleled strategic talents.
1. Flexible working hours
2. Afternoon tea every month
3. Many company clubs, and the events organized by the employee welfare committee are quite good
4. The salary is quite high, so if you have the ability, it may be worth giving it a try
1. Staff turnover is high, so there are gaps in capabilities. There is a shortage of manpower year-round, so if you can last a year, you should count as a veteran.
2. The pressure is high, there are many meetings, and an overwhelming amount of work. You may not get answers, and you may not be able to find anyone to ask because everyone is busy.
3. The PM department has it the worst. Everything is related to this department, and the PMs are not actually doing PM work... I heard that things have changed recently, but I think there are too few people, so it probably will not improve much.
4. Finishing work at seven or eight is the norm. Some supervisors may even leave earlier than you. You may still have to continue working after going home, otherwise you will only have more and more things to do tomorrow!!
5. Since this is an e-commerce company, everything is expected to be done quickly. High pressure is inevitable, and you also need to be prepared to be on call at any time.
6. There is no substantive salary-increase system, but you should get a raise if you perform well. At the beginning, they attract you with a high salary XD
It is probably best to have worked at this company once and then move on. I feel that the world is much wider outside, and there is no need to work yourself to the bone for a job.
However, if you are capable, perhaps these pressures will not mean much to you, so it may be worth giving it a try!!
The company has prospects
The atmosphere among colleagues is good
I strongly advise against joining the Account Management (Operations) Department. Besides being extremely high-pressure,
one supervisor has serious emotional-control issues.
They have berated colleagues publicly countless times (usually singling out one unfortunate person for a period of time),
seriously affecting the atmosphere in which everyone else works.....
Their emotions are unpredictable—one moment they are laughing and joking, and the next they completely lose their temper.
But the reasons for these outbursts are always based on their personal perceptions.
Most of the time, they cannot articulate any specific suggestions or methods = =
Although overtime can apparently be claimed, there are actually countless hurdles.
You can see it but can't get it, haha. I advise choosing the right department, otherwise it may affect your physical and mental health...
There are sports clubs.
The company’s organizational structure changes constantly. The junior managers seem like the department directors’ little followers, running around all day without any professionalism. It’s hard to understand how they can be managers. The management is also a complete mess, the turnover rate is high, and the whole company feels like a production line.
A bottle of water.
The hiring manager does not seem to seriously review whether applicants’ résumés match the position. If they really do not understand the résumé content, they should first clarify things by phone to avoid wasting the applicant’s time after they take time off to attend.
No advantages
The interview atmosphere was very strange—an ask-and-answer format with little interaction.
The interviewers had not reviewed the résumé or portfolio beforehand, and their attitude was indifferent.
They only started asking about information already included on the résumé after I arrived.
There is also a serious amount of overtime; it is unclear whether overtime pay is provided, and what is mentioned online may not be available.
From the initial phone interview to the end, there was approximately one interview scheduled each week.
The process took more than a month.
You need to consider whether spending a month to receive this level of salary and interview experience is worthwhile.
Newcomers may give it a try.
Those with experience are advised not to apply.
There was a bottle of water, and then they showed no respect for the interviewee, making this my first time using clairvoyance to review this company's interview.
1. I was interrupted halfway through my self-introduction and told by the other party's manager that this was an introduction to my previous work.
2. The personnel information that HR required me to fill out online was not handed over to the manager. This was a very serious mistake by HR, resulting in my having to verbally confirm my expected salary range with the manager again.
3. They like to probe into the privacy of my previous job:
a. For example, salary and benefits. After I disclosed my actual salary and benefits, I was still accused of lying. This was extremely disrespectful to the interviewee. They could not offer a decent salary themselves, yet deliberately invited someone in just to humiliate them—I have no idea what that was supposed to mean.
b. They asked about the strengths and weaknesses of my previous supervisor and what I had learned at my previous job.
c. They said they were relatively direct, and then proceeded to ask a bunch of pointed questions that were not directly related to the position.
1. The year-end banquet is relatively generous
2. There are quite a few employee welfare committees and clubs
3. Snacks from the vending machines are very cheap
Operations Department
1. The salary is very low, and raises are also small
2. It is very difficult to get promoted
3. The supervisor is emotional
4. You will be emotionally blackmailed when you resign
5. The supervisor speaks very loudly—buy a noise-canceling headset; it will help you~
6. The women in the department all seem as if they have not seen much of the world, very much like little girls (they can get extremely worked up and chatter noisily over trivial matters)
7. It is being propped up by just a few major brands, and even that is a struggle
If you want to develop a career in the e-commerce industry, I don’t recommend considering this company!
*What annoys me most is the low salary and slow promotions. Stop running those advertisements that make it look like there are unlimited opportunities for development.
There was a thank-you letter,
And the conversation during the interview was pleasant.
Work environment:
Bright and open. Access control was also implemented very thoroughly.
It is impossible to assess the actual working conditions based solely on the interview.
1. The office is quite large
2. Fairly close to the MRT station
1. The building is very inconspicuous, so it’s easy to walk right past it
2. None of the interviewers introduced themselves, so I had no idea whether they were from HR, managers, or employees who were just there to make up the numbers = =
3. Throughout the interview, they kept trying to dig for specific KPI figures
4. The interviewer’s attitude was terrible—she was scrolling on her phone during the interview, which was extremely disrespectful!! (Then why don’t you just scroll through your phone instead of conducting the damn interview?
5. Overtime is required
• HR was very professional and courteous during the initial phone interview. After the call, I was really looking forward to the interview.
• The manager was friendly.
The company’s location is relatively difficult to find. It is in the building diagonally across from the train station. This is for the reference of those interviewing in the future, so they are less likely to get lost.
During the interview, they will tell you where you performed poorly and what needs improvement.
The advantages are also the disadvantages: they complain that you are not outstanding enough, and that fresh graduates should be ready to contribute immediately (because we are a startup, so money has to be spent where it counts?).
HR was pretty good.
I had previously applied for another position at the company but received no response. After a month, HR called to invite me to interview for an operations specialist position on a new team (at the time, HR said that the manager had already reviewed my résumé).
Interview: No matter what question I asked, the interviewer would not let me finish speaking, repeatedly interrupting with subjective criticism or questioning. They may have decided on the spot not to hire me, so after yet another interruption, I was told that they would contact me if needed. Throughout the entire interview, the job duties were never mentioned, let alone compensation or other related matters.
After the interview, I confirmed with HR that the interviewer was an assistant manager named Fang. What an impressive display of bureaucratic authority.
There aren’t really any advantages.
This product lacks competitiveness.
Many companies are doing it.
Don’t waste your time.
1. The interview showed very little respect for people.
The first thing they said was, “How could your school be so bad?”
“What were you doing throughout university?”
So~~~
Honestly, whether your school is good or bad has little to do with how well you work or how well you code.
After all, we’ve already been in the industry for 8–9 years.
You don’t judge ability based on academic credentials, okay?
Besides, even good schools have poor students, okay?
2. Treating overtime as a meal
The second question was, “Are you opposed to working overtime?”
Are you serious～～～?
A responsibility-based work system doesn’t mean you can just say someone is incompetent and expect them to sleep at the company.
Honestly, asking this question shows that the PM isn’t strong and that orders keep changing from day to day.
The talk of learning and exchanging ideas is all just a pretense.
Who would want to spend all that time with you if they could get off work on time?
3. Looking down on people; a crooked upper beam makes for crooked lower beams
The vice president looks down on people, and so does the CTO beneath them; the department director beneath the CTO is the same.
They always have to lace their speech with sarcasm.
They can’t even afford to pay decent salaries, yet they still make snide remarks.
They act as though offering NT$80,000 is already an outrageous burden,
while other companies offer NT$100,000, and people happily collect it at Taipei 101, leaving this lousy company in the dust.
Summary:
1. If you want future career development, this job isn’t suitable for you. Many companies do e-commerce plus POS; don’t jump into this crowded red ocean.
2. If you didn’t graduate from National Taiwan University, National Tsing Hua University, National Chiao Tung University, or National Cheng Kung University, but have thick skin, you can give it a try and experience the pleasure of being mocked.
3. If you want to gain technical skills there, based on the interview, the CTO seems like a theoretical type who can tell you lots of stories.
1. The office decor is pretty good
2. HR was fairly polite
I don't know if it was an old-fashioned pressure-interview style, but the interviewers came across as very disrespectful.
1. There were aggressive questions like, “What makes you think you can ask for this salary?”
2. The interviewee was forcefully interrupted multiple times while answering questions.
In addition, when I asked about the overtime culture and working overtime, I received a remarkable response:
1. If someone lacks sufficient ability, current employees will voluntarily stay behind to learn. Of course, there is no overtime pay for learning. They then said, “I hope all team members are ambitious. If everyone stays behind, but you want to leave when your working hours are over, I will not agree.”
I believe anyone who can read between the lines knows exactly what this statement was expressing.
The above was my experience interviewing with a senior technical director and two technical directors approximately several years ago. It was also the “only” company where I wanted to leave halfway through the interview. Although I heard it later rebranded itself, because of this terrible interview experience, this company is still one of the companies on my blacklist.
The company is developing rapidly, and there is a sense of moving forward together. Colleagues are generally easy to get along with. For people who want to make the most of their strengths, this is a place with room to do so.
Because the number of employees is growing rapidly, the systems are rather chaotic. Ways of doing things are repeatedly changed because the best approach has not yet been found. This provides room for capable people to发挥 their strengths, but those whose abilities are somewhat lacking may feel quite a lot of pressure.
The company culture is somewhat quiet and does not really have a startup atmosphere, which I feel is a great pity.
1. Except for the "Business Development Department," the company’s systems are generally well established. Working hours are flexible by one hour, and it is also close to a metro exit.
2. It offers the highest-quality specifications among industry app rental system providers, and with Mr. Ho, the godfather of e-commerce, at the helm, its product capabilities are naturally beyond question.
3. Colleagues are generally easy to get along with. The company is near Nangang Sports Center and Raohe Night Market, making it a location with fairly good soft resources.
4. The company seems to have strong ambitions. Friends who want to showcase their talents may wish to give it a try.
1. There are relatively few dining options nearby, and personally, I find the food quality to be on the low side.
2. Because the company is developing rapidly, in principle, both projects and business execution need to be on the plan. Inevitably, this can create somewhat more pressure, so you need to adjust appropriately to face each challenge.
3. I only do not recommend business development or business assistant positions in the "Business Development Department." Its manager judges everything considerably based on personal likes and dislikes. Whether you remain employed varies from person to person, and combined with seemingly divine logic, it always brings unexpectedly surprising experiences! Please think it over carefully~