First of all, we would like to thank all reviewers for their comments. There is something for Tsaiwei to learn from every piece of feedback. Knowing both ourselves and our opponents is the key to winning every battle. Although we have been unable to establish constructive communication with the reviewers, to help those who see these comments understand Tsaiwei’s culture, we would still like to respond to the key points on this platform. If you are interested in Tsaiwei, you are also welcome to visit Tsaiwei’s official website and fan page to learn more about what Tsaiwei does and about its corporate culture.
1. Meetings after working hours: Several years ago, in response to customer visits related to business activities, Tsaiwei did indeed hold some meetings after working hours. However, after repeated communication and internal promotion, the situation has now improved significantly. Tsaiwei has also been actively fostering a culture of exercising after work. Tsaiwei currently has basketball and badminton clubs, and also subsidizes annual gym memberships so employees can work out after work. It takes time for a company culture to take shape, and today Tsaiwei has moved beyond the period of holding meetings after work and is moving toward a culture of exercising after work.
2. Fuel allowances and bonus payments:
Tsaiwei clearly stipulates the payment standards for various business-trip expenses in both its employee handbook and business-trip management regulations. Within 15 days of receiving an employee’s travel expense application, the Finance Department reimburses the travel expenses advanced by the employee, and payments are issued twice a month. To avoid placing the burden of advancing expenses on employees, Tsaiwei has also established an “employee advance” procedure. As long as employees clearly specify the amount they wish to borrow in advance, they may receive an advance for the related expenses. In addition, Tsaiwei has various sales bonus programs paid monthly, quarterly, and annually, with reward mechanisms clearly defined after sales targets are achieved. Before sales employees join the company, both parties establish a clear consensus on performance targets. Furthermore, sales employees receive actual sales bonuses every month; there is no issue of bonus thresholds being set too high.
3. R&D substitute service: Tsaiwei makes up the difference in compensation for R&D substitute service personnel through incentive bonuses. After completing their service, 70% of R&D substitute service employees transition to regular positions at Tsaiwei. Tsaiwei places great emphasis on talent development. Employees are important assets who move forward and grow together with Tsaiwei, and R&D substitute service personnel are one of the foundations of Tsaiwei’s steady growth.
The response above is quite lengthy, but building a corporate image is not easy. Tsaiwei has worked hard for 19 years. We humbly accept areas where we fall short, but in response to malicious conduct intended to damage the company’s image, we will also respond directly and do not rule out taking legal action.
Thank you to all reviewers for your comments. There is something for Tsaiwei to learn from every piece of feedback.
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Before the interview, the application form requires the contact phone numbers of supervisors from every previous company. If this information is not provided and references are not checked, you will not proceed to the second, in-person interview.
They inform you at the outset that the department will often require overtime and ask whether you can accept this.
The HR representative I encountered was very sharp in conversation, making me uncomfortable from the beginning.
Later, when I asked about the general types of government projects handled in this position, they could not explain them or provide an overview. They could only describe the company at a broad level and did not have a clear understanding of the recruiting department’s business, which felt unprofessional.
The work is easy to get the hang of, colleagues are fairly easy to get along with, and it’s suitable for newcomers as a stepping stone.
The company is undergoing a transformation, and things keep changing, making it impossible to focus on doing the products well. Employees continue to leave.
Management likes to parachute people in, claiming that it creates healthy friction and mutual motivation. After some friction, those with decent abilities all end up leaving.
The benefits are average. It’s a decent place to work as a transition, unless the company focuses on its products; otherwise, it will be difficult.
Some units are willing to hire inexperienced newcomers and teach new skills, making them suitable for fresh graduates.
When the department begins developing new business areas, there is a lot of uncertainty, and the likelihood of leaving is high.
Some colleagues are pleasant to work with
Low pay, lots of work, and bureaucracy—think carefully before joining
The colleagues are nice
A lot—really, you have to believe what the reviews say
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The department manager disregards company regulations and unilaterally established the rule that “clocking in after 9 o’clock requires paying a fine into the welfare fund.” This conflicts with what was stated during new employee training: “Company benefit—employees are given 15 minutes of flexible working time.”
Company events must always be held outside working hours. If you don’t attend, the manager will keep nagging. Do they pay overtime for making such a fuss?
Those without experience can consider it, barely.
The salary offered is fairly ordinary. From the outset, they said overtime would be required, and that you "should" be able to exchange it for overtime pay or compensatory leave (usually, when they say "should," it means you won't get it). They also mentioned that you would later take over an absurdly large number of projects. Taking on that many projects for this salary while working yourself to the bone—there's no reason I can think of to come here.
If you have experience, there's no need to waste your time coming here.
The colleagues in the department are pretty good.
The year-end bonus depends on the department's performance.
Basically, you won't even get one month's salary.
High turnover.
None
The salary for alternative service in R&D is very poor.
Other companies fully make up the difference, but this one is the only one that refuses to.
They even act as if not making up the difference is perfectly reasonable.
They also keep emphasizing that capable people should do more work, so think carefully before joining.
The starting salary for university graduates is 30,000, which is indeed quite generous compared with companies in central Taiwan.
Sign the contract? But it also depends on the individual.
There are three holiday bonuses and occasional activities. For newcomers just entering the workforce, this is really a great place to start and build experience.
Travel expenses cannot be reimbursed based on actual costs. You have to wait 1.5–2.5 months to receive the money. If you have to travel almost every month, the amount becomes quite substantial over time. For example, if you spend a little over NT$3,000 on a business trip in March, you may not receive the reimbursement until sometime in April, or as late as May. Meanwhile, you continue traveling, so the company keeps owing you money without paying it back. This cycle feels quite unpleasant—I need to make a living too. For people on a tight budget, this is also a significant expense. It really has to be brought up.
Meetings after work, training after work, meetings all five days of the week. The meeting content is not constructive. There is no fuel reimbursement; only half is reimbursed that month if a deal is closed. Of course, vehicle damage is not covered either.
Provides very little protection for frontline staff; sales employees receive no year-end bonus, and the bonus threshold is so high that it is essentially unattainable.