POSITIVE GRID_佳格數位科技有限公司

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The interview process being unnecessarily long has not improved at all (Taiwan manager -> US manager -> HR). They asked the same questions repeatedly and did not even sync internally. It wasted the interviewee’s time and left an extremely poor impression.

Especially when it came to HR, they did not mention the salary or benefits that had originally been agreed upon for discussion, and kept asking, “What can you provide the company?” They even gave me problems to brainstorm... I really don’t have US time to waste with you. Even taking the imperial examination wasn’t this difficult.

There were two interviewers, which felt somewhat fair.

The position I interviewed for was Website Marketing Project Manager.

The notifications before the interview repeatedly emphasized that ordinary clothing was all that was needed. I couldn't help wondering: if someone who likes to wear formal attire considers that ordinary, can it still be called casual?

When I first entered the interview, there was a male interviewer who was quite professional. He said he had previously changed jobs from another large company and asked some professional questions related to the work. A few minutes later, a female interviewer came in dressed very casually. She kept asking nonprofessional questions, as if my educational background had provoked her, and was extremely disdainful.

After the interview ended, they said they would discuss it and left the meeting room to talk in the hallway. However, through the thin door, I could hear their discussion clearly from inside the meeting room. I repeatedly heard the woman loudly insulting me, as if she thought I were deaf. After they finished discussing, it was HR who came in and told me to wait for notification—which basically meant they would never contact me. This company showed absolutely no respect for people. They talk about being a startup, but at heart they have the mindset of a traditional company. It certainly opened my eyes!

The company just moved to a new location, so the environment is very new.

From initially receiving the interview invitation to completing the interview, I went through four rounds in total over more than a month, speaking with the manager, peers, the VP, and finally the CEO in the United States. Although it was apparent during the process that the company still did not have a fully developed organizational plan, I initially thought we could give it a try and work toward it together. We also discussed many job details and plans during the interviews, and they even asked about my salary expectations. In the end, however, I only received an email from HR informing me that “there are currently no suitable openings.” It made me feel completely disrespected and that my time had been wasted.

It feels like the company gives its employees a fairly free working environment.

There is a written test for the firmware engineer interview, but the questions are nearly deliberately tricky and do not align with the actual requirements of firmware work. I seriously doubt that this approach can identify engineers with genuine hands-on abilities.

During the interview, the manager mentioned that the company places great importance on applicants’ cultural fit. However, of course every applicant will simply agree with the manager. Moreover, based on my experience working at startups, I have deeply realized that people who have never truly worked at a startup will quickly burn out after joining their first one. Your company should be looking for applicants with startup experience—those who can stay are not necessarily the ones who identify with your company’s culture, but rather those who enjoy the autonomy of startup work.

I strongly recommend that your company place more emphasis on applicants’ past backgrounds rather than their written-test scores. Especially for a startup like yours, the people who are willing to stay are not necessarily those who score highly on the test.

Working from home is real.

Working from home also means there is no end to the workday.

The interview process went from Engineer -> HR -> Co-founder (Taiwan) -> Co-founder (US), and it was also very long, taking about a month in total. You can develop patience and improve your question-answering skills throughout the process, such as how to build an automated architecture like Google's.

After passing four rounds, the response I received was that the company was not confident it could work on automated testing, so they decided not to hire me. But the whole series of questions beforehand, as well as the managers in each round, were all asking about these things—so how could they not be confident enough to support working on this area?? I really don't understand. It seems that even the so-called Co-founders don't know what they want to do or what they are looking for. So... if you're going for an interview... just leave it to fate.

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The boss fires people at the slightest provocation; underreports labor and health insurance.

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Phone interview; the HR representative was impatient and unprofessional.

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Insider information: the company is currently restricting speech.