台灣之星電信股份有限公司

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I interviewed at the building on the corner of Zhonghua Road in Tainan. In addition to an aptitude test and a telecommunications knowledge test, there was a final group interview. The interviewer was a tall man. During the interview, I was repeatedly belittled, and the interviewer’s wording was extremely rude, which made me uncomfortable. An interviewer with such an arrogant attitude thinks he is really something. I will never use this great company’s products or work there.

None.

Human resources training is clearly insufficient.

Terrible. The interview illegally solicited personal information; a complaint has been filed.

Terrible. The interview illegally solicited personal information; a complaint has been filed.

Suitable for people who are willing to accept challenges, do not care about salary, do not mind an extremely heavy workload, and like being subjected to workplace PUA.

1. Salary:

During the interview, they tell you that the annual salary is paid over 15 months, but in reality, your expected salary is paid in 15 installments. (Your expected salary can at most be negotiated to just a little more than your previous salary.) When you reach November, they find an excuse, saying that xx does not like you, and require you to meet N conditions within one month. The first condition is to complete 50 reports; failure to meet it results in being fired. The lost year-end bonus cannot be prorated based on your length of service.

2. Workload:

Extremely heavy. The salary is no higher than at the previous company, while the workload is three times greater.

1. During the interview, they said the job involved promoting corporate mobile phones for B2B clients. Once you join, you’re expected to sell personal 999 iPhone plans and plans for employees’ family members. The company is very thoughtful and considerate: afraid you won’t meet your targets, they help you find another way to generate sales. You can also receive customer calls on holidays, while supervisors never forget to remind you, when you have no sales, “Don’t you have any friends?” So considerate!

2. For the first six months, the company provides an additional NT$5,000 bonus to boost morale. Starting in the fourth month, if you sell fewer than five plans priced at NT$500 or more, the bonus is deducted proportionally. After six months, NT$1,000 is deducted each month if you fail to sell one fiber-optic line. Truly such a considerate company: at the beginning, they were afraid your bonus might become negative if you had no sales, so they thoughtfully prepared NT$5,000 in advance for deductions!

3. Since this falls under the NCC, personal data protection laws are extremely important! Emails sent out must not contain personal information and must be encrypted; violations result in a NT$5,000 deduction! Newcomers get no honeymoon period, making you exceptionally careful at work~

4. If you miss even one check mark on the original application form, NT$200 is deducted. The deductions accumulate. After starting work, you become especially skilled at playing spot-the-difference!

5. Supervisors are extremely protective of us. Because there are no assigned territories and the system is nothing like Salesforce, one customer may be approached by two or three salespeople. After records are created, the systems don’t communicate with one another, so supervisors ask us not to get too close to people from other departments, fearing that others will steal our business. Once, I ordered lunch boxes with salespeople from another department and the boss flew into a rage, asking, “Who allowed you to order with them?” Maybe they were afraid another department would poison me, since everyone is competing for sales.

6. Try not to say the four words “poor reception” at the company. The supervisor will think you’re being negative. Taiwan Star is truly wonderful: whenever there’s no reception, it’s always the phone’s problem, the building’s problem, or the area’s problem. In private, they say that people who sign up with our company are greedy—what more could you ask for from unlimited plans costing NT$188 or NT$299? That’s pretty fair; they’re so cheap, what exactly do you expect?

7. Don’t share competitors’ plans with colleagues. Just live within your own plans; looking at too much of the outside world will contaminate you. How could other providers possibly be that cheap~

8. The base salary is very high, the bonuses are very high, and they are also ruthless with deductions. Enthusiastic partners are welcome to join the struggle. At lunchtime, the boss may suddenly pull you into a meeting. They ask whether you’ve made enough calls; if you have call volume but no sales, then the calls have no quality. Once you have quality, they tell you to keep increasing the volume. They’re very good at motivating morale—you have to sell yourself to sales!

9. Renewals don’t count toward performance, and without warning, NT$100 may be deducted. Normally, they don’t dare ask you to contact renewal customers to maintain the relationship, because they’re afraid you’ll be accused of trying to get them to cancel. Renewal customers are so easy to take care of that you don’t need to deal with them at all.

10. A truly perfect company: good systems, good pay, and high bonuses. They won’t tell you during the interview that there is a bonus-deduction system. What they’re missing is you—the person willing to sell yourself to sales!

1. The supervisor on the left relies on good looks; why does the supervisor on the right, who is so stupid, retain people longer than he does? Which manager is running buddies with whom? If they’re not in the office, maybe they’ve gone running! I really feel sorry for the former supervisor—after working so hard, listening to you complain is only to be expected.

2. Quote of the day: “If you can’t make it at Taiwan Star, you’re a failed salesperson. You give up before you’ve even tried; you won’t succeed anywhere you go~”

3. When you’re about to resign, they’ll sincerely wish you well—wishing that wherever you go, you’ll carry the bad energy from here with you ^^

Unit: Neihu Headquarters, a certain department

*The internal atmosphere varies across business units; this only describes what I observed during my employment for reference.

1. The interview process was extremely lengthy. I suspect the cumbersome process is used to filter for sufficiently submissive workers.

2. They make a virtue of not requiring clocking in and out, but if you are one minute late, you have to report it in the group chat. When there is too much work, they ask you to work overtime and say that this is a good opportunity for you to learn.

3. I never heard of anyone around me receiving overtime pay. After all, this is a learning opportunity, so you should cherish it~

4. Since I wanted to resign, I went to a nearby interview after work. I returned to the company after dinner, sometime after 9 p.m., to pick up my scooter, and ran into colleagues from other departments who had only just gotten off work.

5. Getting off work at 9 p.m. is actually not late. A colleague from another department sent a LINE message at 11 p.m. saying that UAT testing was complete; the next day, I checked the test records and found that they had actually been busy until 4 a.m.

6. Some colleagues came back to the office to work overtime on both Saturday and Sunday, and some went home before returning to the office to continue working.

7. To provide some balance: The actual overtime situation still depends on the unit. IT probably has the least, but an overall culture of working overtime is widespread.

8. LINE cannot be installed on internal computers because of information security controls, but you are required to join several LINE groups on your phone.

9. During the pandemic, remember to report your health status on LINE every day (including holidays—I thought I was doing military service).

10. IT is best advised to be on call and pay attention to the LINE groups at all times (people really will call you while you are lying in bed).

11. The company provides computers, but issues extremely poor office PCs, while the network firewall blocks a whole host of things. Developers are left to fend for themselves.

12. At exactly 12 noon every day, the company computers forcibly display a screen reminding you about macular degeneration. At that moment, pray that you do not happen to have an important unsaved file open, because the program may cause the system to crash and reboot.

13. If you really want to avoid macular degeneration, remember to bring a larger monitor to the office yourself. The laptop screen is genuinely tiny, and it is also very laggy.

14. Because the company computers are so bad, developers are better off bringing their own laptop and an unlimited mobile hotspot so they can meet work requirements. However, remember to hide the laptop when an audit takes place.

15. I witnessed a colleague being severely berated in front of nearly a hundred people (with humiliating remarks such as “go jump off a building”), and then being punished by being made to stand facing the wall. What a wonderful corporate culture.

16. Employees can sign up for a plan with a reduced monthly fee. However, one colleague who resigned was required to pay an early termination fee; without paying it, they were not allowed to cancel, and if they did not cancel, high monthly fees began to accrue.

17. They love rotating people to different positions for no reason, so processes are constantly going wrong. Every year feels like onboarding new hires, and communication costs are extremely high.

18. HR says the company is young and full of vitality, but in reality disposable employees are replaced batch after batch. If you can stay for three years, you are already considered a senior colleague. Where else could you find such a wonderful environment? Come join us!!

The salary and benefits sound very good at first glance.

A company that shows very little respect for people.

Is the interviewee’s time not time, then?!

After completing both the initial and second interviews,

HR called again to ask

roughly how the interview with the manager had gone.

Then the interviewee, already exhausted, had to

recount the interview process all over again.

The call directly wasted another half hour of the interviewee’s time.

Next, HR verbally said that the manager felt there were no issues.

The only thing left was approval, so the interviewee was told to keep an eye on their phone at all times

and the successful candidate was asked to prepare the documents required for a new employee.

After several consecutive days without any news,

they then sent a message saying that the position was currently not a suitable fit.

Are you suffering from split personality disorder?

The manager had said at the time that things looked pretty good.

HR directly gave the start date

and asked the successful candidate to prepare the documents required for starting work.

Then came another shocking reversal…

Do you think people have a lot of free time?!

You make an agreement with someone, then casually change your mind.

Ah~ Isn’t this a service business?!

Would you treat customers this way too??

I’m scared~ Luckily, I’m not a user of this telecom provider.

Amen!!!

Fortunately, my colleagues are fairly easy to get along with and are very dedicated to teaching.

1. The supervisor monitors your conversations with other departments and tells you to discuss matters with them according to his way.

2. In front of everyone, the supervisor bluntly humiliates you, saying that your cost-performance ratio is very low and asking why you are so stupid.

3. The supervisor is extremely emotional, showing endless tolerance, acceptance, and kindness toward subordinates he likes, while making things extremely difficult for new hires he dislikes.

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This was probably the most outrageous interview experience I’ve ever had. HR didn’t explain everything in one go when calling to invite me to the interview, but instead called two or three times. Extremely unprofessional.

Even more outrageous, they required interviewees to call and cancel at least one business day before the interview if they needed to cancel; otherwise, they would report them to the job bank. Yet one hour before the interview on the day itself, HR called me to unilaterally cancel the interview because they no longer had an opening.

Damn, this is how HR behaves? No wonder people in Taiwan have such a poor impression of HR. They mistreat interviewees and make their own jobs look even worse.

The department manager emphasized that the base salary was higher than in other industries, although HR never told me what base salary had been approved.

I was accepted, but I didn’t go because, after going through the entire process, I felt that the manager and HR were too bizarre and unsettling. Thinking about it made me a little scared. It had already been two days since the last conversation, and I was still furious, so I had to come here and let everyone know!

At the end of the interview, the manager directly asked me to add them on LINE. A few days later, they told me via LINE that the process was already underway and directly asked me to undergo a medical examination and open a bank account. A few days after that, HR contacted me by phone and talked for about half an hour, asking extremely detailed questions about my previous job. They also asked whether I would decline the position if the approved salary was lower than my expected salary. I clearly said, “Yes!” HR then began the salary approval process for me. During the several days of waiting, the manager who had interviewed me repeatedly asked whether I had completed the medical examination and opened the bank account, which made me feel very pressured—but I hadn’t even received an offer! I really felt like the three parties were playing some kind of tug-of-war.

In the meantime, HR even called my current employer to ask about my work situation, again in extremely great detail. When HR contacted me again, they asked whether I would still come if the approved salary was not what I had initially expected (they had even forgotten what my expected salary was). I gave the same consistent answer: “Yes!” However, they did not tell me the salary approval result and instead tried to pressure me to set a start date. They said that if I wasn’t sure I would come, they wouldn’t proceed with the process for me.

By then, I had also been accepted by a more ideal company and didn’t want to keep wasting time with them, so I replied to HR that they should not hold the position for me. HR then changed their attitude and asked me to speak with the manager who had interviewed me. I very politely asked that manager not to reserve a spot for me. The interview manager actively tried to persuade me to stay and wanted to know why. I told them that HR had never given me an offer or told me the salary approval result, and that without knowing the compensation, I couldn’t agree to a start date.

The manager actually said, “First confirm that you’ll come. If the approved salary turns out to be lower than expected, then we can see what to do; it’s also fine if you don’t come.” I was completely dumbfounded. I told them I would consider it for a few more days. I thought that if I didn’t hear from them, they would stop contacting me, but I was completely wrong!

A few weeks later, that manager contacted me via LINE to ask whether I could start work in July. This time I gave a direct reply: “I’m not going to report to the company. Thank you, Manager, for giving me the opportunity to interview.” They also directly asked me, “What’s the reason?” As far as I was concerned, our interaction could end there, and I had no obligation to explain myself, so I chose not to read or reply. The next day, I was woken up by a phone call. Since I work in sales and might receive calls from customers, I answer calls from unknown numbers. It turned out to be the interviewing manager, calling from a personal phone to ask why I wasn’t going! They were really persistent! They also made several LINE calls!

I casually gave them a reason, and they finally let me go. I blocked them immediately after ending the call! About a month and a half had passed from the initial interview until then. It was an exhausting company to deal with.

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1. Using a good-cop/bad-cop routine with black-and-white faces to technically cut salaries. If the information found online saying that the salaries are high is not HR posing as someone else to encourage the brave, then it must be a distant legend—or perhaps only insiders and senior executives get them.

2. There may be a disposable-chopsticks culture, with severe gaps in tenure, and entire batches of employees seeming to leave together. This results in people concurrently handling multiple departments while only having a superficial understanding of them. Some departments appear to have people assigned on paper, but in reality their basic functions are not being carried out normally; they only scramble to assemble a team and figure things out after something goes wrong.

3. Marketing is done very well, so what each department is supposed to do is treated as marketing rather than something that actually needs to be done. It is merely publicity saying: “I’m about to do this and that~”

4. It is currently selling a 5G crowdfunding plan to the public, and news marketing has also started heavily promoting information about 5G. However, users still do not know whether they can use it, how to use it, or where to use it, yet the company is already making a big deal of it. The marketing and advertising are indeed done very well: online troll accounts have already directly linked the Double 11 plan to the 5G concept to sell it, and those news reports may all have resulted from buying exposure and sponsored content from PR companies.

5. People can say things without taking responsibility, and information can be flipped back and forth. Any employee who has the confidence to talk big and spout nonsense, and is willing to tell users contradictory things on the company’s behalf to get them to buy it, can climb the ladder. Whether it has anything to do with the facts is completely irrelevant.

6. The operating systems are extremely outdated, possibly based on system logic from 10 years ago. The professional knowledge system is also outdated and bloated, with no one maintaining or correcting it, so the company relies on a senior-junior mentorship system. However, senior staff are too busy dealing with their own work and unwilling to teach; they may even shout and berate others. But when you examine what they teach, it is not professional either—just scripted rhetoric used to mislead users until users themselves can no longer stand it and port their numbers out. New-hire turnover is extremely high.

7. There are too many other issues to list; please do not try it lightly.

I regret coming to this company very, very, very much. I have never seen such an unstructured “large company.” The information anyone tells you one second can be completely different when you ask again the next second, or they may say they never said it. Come only if you can adapt to this kind of company culture~

Finally, I wish everyone success in their job search.

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The interview process is ridiculously complicated. In addition to three stages, there’s also a written test, and you only get to meet HR at the end. It feels like they just want to cut your salary, constantly asking for basic information to find loopholes, as if treating people like criminals. Cut, cut, cut...

The salary is good

The position was changed on the first day of reporting. After leaving, I asked other colleagues, and quite a few said that they were also (head office unit).

1. Lots of activities of all kinds. If you love company activities that help you relax and recharge, this is very suitable for you. There are also benefits such as massages.

2. The base salary is pretty good.

1. The interview process is so lengthy that it becomes tiresome. HR is incompetent, and interview and onboarding information is often sent to the wrong people.

2. At first glance, there seems to be a well-established process, but there are a lot of tedious procedures to deal with. If the process after the interview already makes you annoyed, this place is definitely not suitable for you!

3. There are many processes, but no one passes them down. You have to spend a lot of time clarifying the procedures for each task and finding the appropriate contact person to ask.

4. Department heads are transferred every two years, so some managers are out of the loop. You absolutely cannot rely on your manager.

5. Because there is no clocking in and out (but attendance is taken), there is no overtime pay! Basically, you leave work around 7 or 8 p.m.

6. There is no overtime pay for supporting other departments’ activities, and even when the destination is far away, you have to pay for transportation yourself.

New-hire guide: Bring your own computer on your first day, or you’ll be so bored you won’t know what to do.

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The HR manager had a bad attitude! They disrespected the job candidate, first asking about the family situation listed on the résumé and then asking why the emergency contact had no connection to the family contact?! They didn’t ask any professional questions related to past work, but instead kept asking a bunch of irrelevant, stupid questions!!!

The store has security cameras with audio and video recording.

Veteran employees don’t dare to bully newcomers openly.

1. Customers are better than coworkers (but it mainly depends on the store location).

2. The performance pressure is extremely, extremely heavy.

3. You lose money for skipping even one step or saying one less sentence in the service process (regardless of whether the display is fully stocked).

4. Veteran employees bully newcomers (in roundabout ways).

5. The break room is recorded throughout, leaving no privacy whatsoever.

6. The company says the break is one hour, but in reality it is not even 20 minutes.

Flexible working hours, with no clocking in or out required

Mobile phone allowance

The office is very new, and the hardware and equipment are also good

During the interview, you are asked to provide your expected annual salary, but HR will ultimately require it to be paid over N months (13, 14, 15, 16, etc.).

However, only 12 months of salary are guaranteed (the offer also only states monthly salary × 12), while the remaining portion can only be received depending on performance.

HR stated that approximately 40%–60% of people are able to receive it, but this ratio varies each year and is determined by the company.

There is no training, training documentation, handover documentation, system architecture documentation, or anything similar. You can only figure things out on your own; if that does not work, you can only keep asking other colleagues questions.

Colleagues cannot provide much support either, since they also have their own work to attend to.

In addition, internal controls prevent company computers from installing communication software such as LINE, but you must install it on your phone and join the company group because the manager likes to use LINE to announce urgent matters.

There are urgent matters every day, so in addition to monitoring the company computer, you also have to keep an eye on messages on your phone to avoid missing important information.

I deeply regret joining Taiwan Star Telecom. I regret it extremely.

1. Colleagues are very supportive; even when someone has no sales, everyone helps each other.

2. The environment is indeed more comfortable than at other telecom companies.

1. The terrifying service etiquette is something you can never finish learning: bowing, serving tea, using both hands to take any item, handling trays, and monitoring the service process. If you make a mistake or are caught by monitoring recordings scoring below 96, you have to write a report.

2. They lowered the rates themselves, making overall sales unable to keep up with the company's demands. They even require stores in remote or rural areas to achieve unattainable sales targets, and require newly opened stores to meet the same sales targets as regular stores.

3. They have created a bunch of ridiculous customers who think that an 88 plan should also include unlimited usage.

4. If sales are poor, you still have to attend review meetings even on your days off.

5.

Perhaps the only positive is getting along well with colleagues.

Cons

1. Lots of miscellaneous tasks to do

2. Overtime work is unpaid, and meetings held during days off or before regular working hours are also not compensated with overtime pay

3. The company leads the way in violating the law, while also telling employees not to talk about it

4. The company keeps pushing low-priced plans, yet aggressively pressures employees to achieve high-value sales targets; if the targets are not met, employees are still required to review their performance. In addition, there is serious infighting among many parachuted-in managers

5. Many company policies are suddenly changed within a single day

6. The company actually makes many demands of customers, but always tells retail staff to placate them with scripted talking points

7. Bonuses have been drastically cut

1. High base salary and many allowances

2. Affordable and competitive rates, resulting in a high customer willingness to sign up

3. Generous performance bonuses

1. If you cannot achieve the high-rate plans, there will be various penalties and reviews. Penalties are cumulative, and reviews may take place outside working hours.

2. Although the base salary is high, the company will not let you receive it for very long. The company will come up with numerous policies, and if you fail to meet the targets, underperformers may be weeded out.

3. The systems and regulations keep becoming stricter, and there are an overwhelming number of exams, making you relive your student days of intensive studying.

If you are suited to sales and passionate about providing service, this job is a great fit for you, with plenty of room for growth and improvement. On the other hand, the performance pressure is high and the competition is intense; if you can overcome these challenges, it is a good job.

The company environment is very good.

The interviewers were very friendly.

The salary is pretty good.

You can tell that the company has worked very hard to create a great Taiwan Star atmosphere.

Before the interview, you have to complete three aptitude tests at home, which takes at least an hour and a half.

The interview was divided into two stages. First, I took an English test (similar to the TOEIC). After I had been taking the test for almost an hour, the testing system suddenly crashed. I notified HR for help, and HR wore an expression that suggested this was something they were used to, saying, “Oh, it looks like the internet disconnected. You’ll have to take the test again.” So I started over and continued taking the test.

The second stage consisted of interviews with three managers. During the interviews, you could tell that there was serious infighting among the managers. By the time the interview ended, it was after 8 p.m. Four hours in total, and the department managers still hadn’t left; there were also many people working overtime outside!

Then I received another notification from a manager that I would have to take part in a second group interview with senior executives, scheduled for around 7 p.m. The tedious, bureaucratic interview process alone, along with the seemingly routine overtime culture, was enough to make me afraid.

Colleagues are generally nice, but there is severe infighting among managers.

1. You have to clock in at work; leaving too early will get you blacklisted.

2. The salary and benefits are not considered high in the telecommunications industry. There is also no overtime pay or compensatory leave. Especially recently, as the company is striving to turn its revenue positive, there is little room for salary negotiation.

3. The turnover rate is extremely high—to the point that managers at other companies say they constantly receive large numbers of résumés from people who have left Taiwan Star.

4. Psychological test results are valued more highly than ability.

5. There are a great many extra activities unrelated to work, and you will also be viewed negatively if you do not participate.

You really can't tell.

There is truly a reason why this customer service representative position at this company is always understaffed. Aside from being harshly criticized on the PPT forums of every company, the service quality is genuinely terrible. The interview process has two stages. After receiving a recruiting call from Taiwan Star’s outbound hiring team, they said the company’s benefits were exceptionally good and hoped I would interview. So I spent time attending the interview. During the first stage, the supervisor immediately started talking about the rules and regulations (how bad must things be for them to bring up the rules and regulations?), trying to indoctrinate candidates before even confirming whether they would be hired. During the second-stage interview, the customer service director boldly claimed, “Taiwan Star isn’t trying to be number one, but we want to provide the best service.” So I asked a few questions, merely tactfully mentioning situations previously encountered by the customer service unit and issues such as turnover (the interviewer’s face immediately fell). What was especially funny was that the interviewer seemed completely unaware of how overly confident they were. Interviewers at the three major telecommunications companies would not dare claim that their own service quality was the best. Yet this toxic workplace claims to be the best, completely revealing the mindset of a bad-business, old-school boss: they only like hearing what they want to hear and cannot face problems or provide positive answers. The customer service director was no exception. No wonder my former colleagues said the place was terrible and not worth trying—their assessment was completely correct.

The colleagues are very nice; other than that, it’s terrifying.

A company where everyone is rushing to quit, yet you still have to wait to resign. The turnover rate is absurdly high, there is so much work that you can’t leave on time, and you will always be notified to handle business on holidays. Newcomers joining now are basically taking over a ticking time bomb. Please think twice before joining Dingxin Business.

1. Flexible working hours from 8:30–9:30; no clocking in or out required

2. The environment is bright and reasonably clean. The department atmosphere is lively, and colleagues are very willing to help when there are problems. Most people are very nice.

3. High salary, average year-end bonus, no overtime pay, but compensatory leave is provided.

4. Even during the probationary period, employees receive 4 days of annual leave and 2 days of sick leave without salary deductions.

1. The Oracle ERP version is outdated. To save money, the company is unwilling to upgrade it and has developed many plug-ins, which has resulted in many of the original system’s functions becoming unusable.

2. The systems used by the head office and the various sales channels are different, and the data cannot be fully integrated, causing many operational difficulties.

3. The employee turnover rate is too high, and the company does not have a complete process for training new hires. Handover of work is often poorly handled, leaving new employees unaware of many things when they ask questions.

4. The company’s primary goal is currently to drive sales performance, causing one department to adopt a relatively forceful approach. Other departments often have to accommodate its operational needs, some of which even skirt the boundaries of regulations.

5. In line with the previous point, the company focuses only on meeting performance targets, while many systems and policies have not been fully established, making it seem short-sighted and focused on immediate gains.

The interview made you feel that you would be hired and that you were the kind of talent they were looking for.

Initially, I interviewed for the position of Software Sales System Engineer (Backend).

Whether I was hired depended on an aptitude test. At the time, I took two types of tests.

I interviewed on Friday, they sent me the tests on Monday, and I returned them on Tuesday.

I waited for almost a week but still didn’t receive any notification. It wasn’t until I emailed them that they told me I had failed the tests.

They said that HR had given them the test results, and that they had overstepped their authority and tried to get me in, but because of the scores, they were very sorry...

At that moment, I felt extremely xxxx.

It felt like I had lost to an aptitude test rather than a programming test.

Using an aptitude test to determine someone’s suitability seems really problematic! Although every company has different rules, can these results really be trusted?

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The interview was for a department at the head office, and I was required to complete an online test. The company sent an email at 9 p.m. the night before the interview saying they had found someone, so I didn’t need to attend the interview the next day (the email was not from HR, but from an employee in the department conducting the interview).

I was completely dumbfounded. I had already taken time off work and completed the test, and they only sent an email at 9 p.m. the night before the interview saying they had found someone, so I didn’t need to attend—what kind of behavior is that?

A company that has absolutely no respect for job applicants. Seeing that all the reviews above are negative, I’m really glad I didn’t attend the interview after all.

Top-tier company, 94-proof crazy

There is a two-thousand-dollar mobile phone allowance, that is

The interviewer was very NICE B4

The aptitude test determines everything—whether they want to hire you. Score too low and you’re out of luck; score too high and you need to be careful.

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Everyone only cares about protecting their own company. Management has zero ability to lead people, and each department does its own thing. Overtime is normal. The people around you are replaced with a new group every so often. They are currently hiring people to do odd jobs, so please don't be misled.

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For a while, the company’s turnover rate was extremely high (the kind where you even had to queue up to go through the final step with HR). Later, the company decided to hold a meeting to discuss the situation. The conclusion was that, from then on, they shouldn’t hire people who lived too far away, because the reason they all wrote on their resignation forms was “transportation issues.”

It turns out the HR department really believed that what people wrote on their resignation forms was the truth…

As far as the interview is concerned ... I couldn't see any particularly notable advantages; the whole process was pretty ordinary.

You have to take a DDI competency assessment, and this assessment is given extremely high importance ... They rely almost entirely on this assessment to determine your personality and workplace performance. If you don't pass the assessment, you are immediately eliminated ... This is the first time I've seen a company disregard face-to-face interviews and rely entirely on this assessment to predict an employee's workplace performance.

Whether you participate in company activities affects your performance review. The company routinely expects overtime, and leaving early will be held against you.

Claims to be willing to mentor inexperienced newcomers, but still uses the company’s fast-paced nature as an excuse to say that newcomers learn poorly and make things difficult for them.

Every year on December 31, employees with slightly poorer performance or those disliked by the boss are called in for meetings and dismissed; the reasons vary widely. (People are dismissed after receiving their year-end bonuses.) As a result, employees do not receive year-end bonuses. The office routinely has no new overtime work. Under the guise of a hiring freeze, they always say they will hire more people. They constantly talk about unity, but are actually divided internally. Clocking in and out is not required. Those who do not work but flatter others and bring coffee to them receive good performance reviews. The company is overly bureaucratic, especially in the Taoyuan–Hsinchu area. Whoever leaves work first should be prepared to be blacklisted. There is no salary adjustment after the probationary period; Mr. Zhang from HR says it is a fixed-price offer. Assess carefully before joining.