1. The company has a certain level of name recognition.
2. Compensatory leave is available.
1. The company's employee training is disorganized and inadequate; it is unable to standardize correct procedures into SOPs or communicate them to new employees.
2. The supervisor is emotional and easily angered, loses their temper at random, does not know how to train new employees, and often gives subordinates incorrect information. During work hours, they push a large amount of work onto subordinates, then pretend to be busy while browsing PTT. They spread rumors and criticize people behind their backs, and also make others take the blame.
3. The company's processes are disorganized and subject to frequent changes, with many cumbersome procedures.
4. Employees are required to participate in cleaning the company.
I worked at this company around the time the nine-year compulsory education system began rolling out in Taiwan, sometime in the 9x years of the Minguo calendar, and stayed for four or five years in total. In the early days, morale was high and everyone was full of energy. Later, after Chairman Chen Bingheng's wife took a godson, everything began to follow this godson's orders. He used his influence to drive out everyone in the company who opposed him. Looking back, I feel very fortunate that I did not stay on; my current compensation and perspective are both much better than they were at this company. My advice to anyone considering joining Hanlin as a textbook sales representative is this: if you just want to collect a paycheck and are not seeking promotion or a future, you could work here. Textbook sales operate under a duty-based system with overtime, so do not expect to argue with them based on the Labor Standards Act. But if you want to rise high and earn more, really do not join. The higher-ups are too closed-minded and trust only their own people; they see only what they want to see and hear only what they want to hear. The company's turnover is very high, and in the long run, a company like this has no future.
The higher-ups are too closed-minded and trust only their own people; they see only what they want to see and hear only what they want to hear. The company's turnover is very high, and in the long run, a company like this has no future.
公司在新北
環境舒適
看經費足夠才會有部門本島旅遊
福利好（如果你有小孩 教科書在員工方面比較便宜）
有加班費
有尾牙
中秋有禮盒
跟著勞基法走
公司近年都招年輕人，進來要做自我介紹PPT
工作方面：SOP一直改，工作繁瑣，做久了很乏味，且工作量多，自行決定要不要加班
同事相處方面：看似相處平淡，還是會有背地裡說壞話，有的組討論工作還會自己吵起來
主管嫌棄合作方
主管時不時在位子上伸長脖子偷盯著你工作
企×部很缺人，離職率很高，美××輯找不到他們部門的人，永遠最拖的
美××輯，剩一堆都是老屁股，離職率也高，一下那樣一下這樣，自己做不出來丟給組員，最後再說你這個方案不行
文××輯，跟他們溝通要磨合，他們覺得自己很高傲的樣子
離職快樂～
It should, at the very least, comply with the basic requirements of the Labor Standards Act. After all, it is a large “traditional major textbook publisher.” The office has a strong sense of design and creates an overall comfortable workplace atmosphere.
As mentioned in the pros, in reality, it is all surface and no substance.
It carries the culturally grounded name “Hanlin,” but because it is also a large company, as the saying goes, “a big tree is bound to have some withered branches, and a large group of people is bound to include some fools.” Some unsuitable positions are occupied by problematic people who lack ability and spend the entire workday doing as little as possible. As a result, the turnover rate is genuinely high, because capable people recognize that this is a strange and toxic environment. In theory, the company still focuses on whether it can gain market share in schools, but the quality of its teaching materials is very worrying. In particular, its digital products are expected to make extensive use of AI, even though AI quality is currently very unstable. Nevertheless, the company wants to secure school placements immediately, resulting in products being rushed to market. Seeing low-quality teaching materials at work every day makes me worry about the next generation, but this is simply how the current ecosystem works…
If you genuinely want to work hard for the education of the next generation, you should think very carefully before considering this company. You will encounter frequent system failures caused by equipment problems, and some supervisors are very skilled at using words to emotionally manipulate employees. In this office environment that appears comfortable on the outside, the people working there are actually quite unhappy. You can choose to use it to build your résumé, but do not create low-quality materials simply for the sake of pushing textbooks. You will be influencing the thinking of the next generation.
Hanlin Publishing has already been discussed extensively, so I’ll go into more detail about the Digital and Planning Departments, which some people are more interested in—in other words, Hanlin EdTech. It also relies on the foundation built by Hanlin Publishing over many years. The company is fairly well-known, and its policies at least comply with the Labor Standards Act. All minimum benefits legally required are provided.
The year I joined, the starting salary for a curriculum planner was NT$36,000 (about NT$32,000–33,000 after labor and health insurance deductions). Basically, this was the standard for people with experience. The supervisor would tell you that this was a special situation and ask you to keep it confidential, but later, because 104 requires salary information to be visible when posting jobs, the figure was simply put in the company’s cloud documents. That could be considered salary transparency and was a very honest approach. People with no experience or less experience received only NT$32,000, which came to under NT$30,000 after labor and health insurance deductions. (Someone mentioned earlier that the actual salary differed from what was discussed in the interview and that their pay had been cut; this was probably the misunderstanding.) It is a good place for recent graduates or people with limited experience to build up their résumés.
The curriculum-planning department was already preparing to shut down before I left the year before last. Those who did not accept the arrangements made by the company probably could only resign, like the deputy director who was preparing for promotion to director. The manager above us was still serving concurrently as a senior manager in the neighboring editorial department. She was very sweet but calculating: she would say nice things about people who were useful to her, but whenever something happened, useful or not, everyone was disposable—like chopsticks that could be discarded after one use.
I heard that after I left, the mid-year bonus (usually paid around summer vacation) and year-end bonus (paid together with the Lunar New Year holiday) were replaced with five KPIs, similar to a growth mindset—for example, editors were ideally expected to handle planning and development work, while liberal-arts staff were also expected to do science-related filming or create questions. “Believe in the team” meant that people from other departments were expected to help out as if they belonged to your own department (if you cannot even remember their names, how are you supposed to help?). Later, clubs were strongly promoted so that everyone would become familiar with one another. Is that supposed to count as a benefit? Some people prefer to keep quiet and not interact.
The remaining principles were broad slogans such as “education first,” “innovate bravely,” and “share weal and woe.” In practice, one person often had to do the work of several people. Moreover, you had to identify with these principles and demonstrate them for three years before you could receive the culture bonus. I imagine many people were given a hard time after completing three years, being told they were not innovative enough or did not pursue growth, and then received only a token amount of money. The poor editors were busy finishing the Grade 10 curriculum guidelines, only to be carved up again for the Grade 11 and 12 materials. If these had been the rules of the game clearly stated when people first joined for the Grade 10 curriculum guidelines, that might have been more reasonable. After working three or four years on new curricula like a jack, lifting everything up, they were simply set aside once the job was done…
Still, it is a family business, so everything ultimately depends on what the boss says. The market still favors employers, and workers still have to obediently sell their health before they can afford medical treatment. In summary, people with little experience can consider it a fine place to gain experience and build a résumé. However, the editing industry itself is a poorly paid, overworked field: if you stay too long, you may genuinely struggle to make ends meet, though you may not starve completely. If you are experienced but cannot find a job and are still thinking about joining, think carefully… Once your experience has been fully used, you may be discarded like a cooked rabbit after the hunting dogs are gone. So keep something in reserve in case you are treated as expendable. Good luck with your job search. (For editorial work, I would still recommend Kang Hsuan or Lungteng; you can skip Nani.)
Other than the good environment, there are no other advantages.
I brought my own lunch to eat at the company and did not participate in ordering boxed lunches from outside with my coworkers, yet I was asked to... help place the lunch orders and pick up the lunches. It was truly baffling to me. If I wasn't ordering lunch, why should I have to order and pick it up for you? Are the people who ordered it missing their hands and feet? Are they mute? Do they have intellectual disabilities? Then, when I refused to do it, I was singled out. What was that about? They said it was company policy. Could you please tell me which article of the Labor Standards Act says that if you don't order a boxed lunch, you must order and pick up boxed lunches for your coworkers? I applied as a regular employee, not an assistant... Your company has seriously misguided ideas and makes it seem as though everyone else is the one in the wrong. You even take advantage of coworkers over something as simple as ordering boxed lunches, let alone work-related matters. This kind of company is simply terrible... And this was for an office position at the Xinzhong Road location. I urge anyone thinking of interviewing at this company to think twice! This company is obviously terrible...
The company is located in the Tainan Anping Industrial Park. The environment is clean, bright, and orderly. The average base salary is relatively high.
Regular overtime is required: three hours of overtime on weekdays and nine hours on Saturdays (eight working hours). The environment is hot and stuffy, and the work involves lifting heavy items, standing for long periods, and walking around.
There is a basic salary and labor and health insurance. It has a traditional office atmosphere. Although it is not a beautifully decorated space, there are dedicated seats available. Colleagues are fairly quiet and do not pry too much into personal matters.
The editorial and graphic design departments are separate. They often require revisions for just a few images, asking you to send the files over and wait for the documents to come back before transcribing the changes, which is very cumbersome.
If you want the office interior to be clean, you have to clean it yourself; only the restrooms have outsourced cleaning.
The supervisor is a nice person but sometimes worries excessively. After explaining something once, they nag about it again, and then have someone else repeat the reminder, wasting work time.
Is the overtime really because the work cannot be finished, or is it an inefficient process? All I can say is that earning money is difficult……
Basically, all benefits guaranteed under the Labor Standards Act are provided.
1. Policies and organizational structures change constantly, but the changes never make things better.
2. An annual upward employee feedback system was established, but the feedback is never addressed. Long-standing issues are raised repeatedly every year, while upper management simply keeps passing the buck.
3. The company saves on staffing wherever possible. Increasing workloads beyond what one person can handle has led to a sharp rise in turnover. Everything gets added except pay, and the actual job responsibilities differ from what was discussed during the interview.
4. There is no comprehensive internal training.
Warehouse staff
Those short on money who can work overtime to death every day on the 2nd floor can come.
Don’t come if you’re slow; all the women on the 2nd floor are complete bitches.
Newcomers are worked like dogs, while veteran employees can chat. If a newbie is seen with their mouth open, they’ll be immediately scolded.
The company is fairly well-known, and its policies comply with the Labor Standards Act.
1 The office atmosphere is extremely quiet, and colleagues do not interact with one another.
2 The actual salary differs from what was discussed in the interview; the salary was reduced.
3 The turnover rate among editors is somewhat high. The job is more suitable for people who are interested in education.
The assistant manager conducting the first interview was very friendly. There was no self-introduction, nor were they asked why they had left their previous job. The interview began directly with the explanation that it would be conducted in a conversational manner. The main questions were things like “Where do you think you are qualified for this position?” or “What was the most challenging thing in your previous job?” If the interview is passed, a second interview with the boss will be scheduled for another day. (Approximately 1 hour)
The second interview basically followed a process similar to interviews at other companies. After starting with a self-introduction, they asked about three strengths and weaknesses, then selected one or two of them to learn more about the interviewee’s personality. (Approximately half an hour)
The entire metal gate of the building with the three-dimensional Hanlin Publishing characters on the first-floor entrance was pulled down, and the inside was empty, so it was confusing when I first arrived. It turned out that the office was next door, and visitors needed to exchange their identification with the administrator before going upstairs.
During the first interview, the assistant manager said that if I passed the second interview, the starting salary would be around NT$33,000, with a guarantee that it would “not” be adjusted within two years. After two years, it would be considered based on performance, but there was no guarantee of a raise.
I worked in the sales department.
1. The starting salary is quite a bit higher than 22K: NT$32K plus a NT$5K service bonus. There is a one-month year-end bonus, with additional bonuses paid separately once a year.
2. The people you deal with are relatively straightforward, and the supervisors are generally fairly easy to communicate with.
3. There is a company sales vehicle, which adds convenience.
4. Basically, the protections required by the Labor Standards Act are provided (although after the implementation of the one fixed day off and one flexible rest day policy, I don't know what changes the company will make).
1. You have to serve a group of eccentric teachers. Not only are they isolated from the outside world, some of them will even put on airs and give you a hard time.
2. You have to arrive at school before 8:15 a.m., while most of the materials have to be sorted, bound, and distributed by the sales staff themselves. (The simplest example is putting on stickers: for 2,000 posters, every single one must have a sticker with your name on it.) As a result, although work officially starts at 8:00 a.m., it is difficult to leave work punctually at 5:00 p.m.
3. There is no compensatory leave or overtime pay for holiday workshops or group holiday training sessions. Even when activities are held outdoors, there is no additional compensatory leave or overtime pay.
4. Following from the second point, some people of course sneak off early. They may even leave on time—or not report back to the warehouse—and take these things home to finish. However, when sales, warehouse management, handicrafts, and marketing are all your responsibility, it is easy to develop a habit of working overtime. Sometimes you may work until 11 or 12 at night, yet still have to get up at 6:30 the next day to serve teachers. Your physical and mental well-being can easily reach the verge of collapse.
5. Teachers' endless demands and the special nature of the industry. This is not to say that all teachers are bad or terrible; it's just that there are a few rotten apples who damage the industry. For example, they may ask for something today and demand that it appear on their desk by 8:00 the next morning, or else they will file a complaint... All I can say is, I was speechless.
The special nature of the industry is that this sales job is very much like working in the service industry. The people you serve do not have to spend money to purchase your products, so they do not have a strong personal interest in learning more about the products. Sometimes they even determine the textbook edition by guessing the page number. You may find that absurd, but yes, this is a situation that occurs in Taiwan's educational field.
6. The point above also explains why working overtime is the norm for textbook sales representatives in eight or nine cases out of ten. The relationship between textbook sales representatives and their customers is heavily lopsided. Unlike real estate agents or insurance agents, who at least have some specialized expertise of their own, or other types of salespeople who need specialized knowledge, customers are often far more knowledgeable than you during the sales process. This means you have to rely primarily on personal relationships and constantly beg and plead; that is the key point to maintaining strong sales performance.
Two days off per week, company-provided transportation to and from work, stable salary, straightforward job duties
High pressure, constantly changing policies make business difficult, irregular finishing times, a declining industry affected by low birth rates