Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
Read the community guidelinesIt should be considered the ceiling for traditional industries in southern Taiwan (?).
Monthly salaries have a standard rate based on educational background and location.
The employee cafeteria offers a wide variety of dishes, and women can eat until they are very full for around NT$40–50 per meal.
If you are simply looking for stability and are willing to accept doing anything, this place is a good fit.
The MA training program during the first ten months is really unclear.
If there are changes to the program, they should be clearly explained during the interview or before onboarding, rather than having people join and discover that the training differs from what they initially understood…..
After all, the second-round interview also required applicants to spend time preparing a product marketing proposal…
While I was still in school, I attended several MA information sessions, none of which mentioned that the first three months of training would require working as a store clerk at a 7-ELEVEN convenience store (doing exactly the same work as a regular store clerk), including rotating between morning and evening shifts and taking scheduled days off together (male employees even have to rotate through overnight shifts)….
I heard that requiring trainees to work as store clerks at 7-ELEVEN is a change to the training program made after 2025 (it was not required before). If you can accept this kind of training, then it is not an issue.
A leader in its industry, it carries itself with confidence.
Don't be misled by its scale or what may appear to be many months' worth of year-end bonuses. It is still a traditional industry, and there is a significant salary gap compared with the financial and technology sectors. Even if the starting salary may be similar for certain positions, they will later find excuses not to give raises; and even when they do, the increase is often less than 3%.
A small bottle of UNI water and a Uni-President Enterprises publication were provided.
1. The MA recruitment system is unclear. It does not explain the future work location or the actual job duties, and applicants from every county and city must go to the Tainan Yongkang head office for interviews.
Due to the pandemic, this year's MA recruitment was changed to separate recruitment by business unit. The schedule was also changed from the originally planned July 1 start date to interviews in July and a September 1 start date. The previous system of two interviews was consequently changed to a single interview. The interview email stated: “You must first complete 10 months of frontline experience in sales or business operations (shift work is required, and the work location will be arranged by the company). Those whose performance meets expectations may then participate in the following year's joint training.” On the interview day, applicants were asked: What would you do if you had to keep moving 20 kg of goods and found the work extremely boring? What would you do if all the colleagues who joined at the same time as you were promoted to MA while you remained in a frontline position? What if it was not because your performance was poor, but because everyone thought you performed very well and hoped you would continue working in a frontline role? Your classmates and friends all have office jobs; how would you deal with your relatives' and friends' opinions of you?
Applicants are advised to clarify the details before deciding whether to attend the interview!
I interviewed twice for the same position, but the roles were responsible for different products. During the first interview, I had a pleasant conversation with the manager (not HR). When I went for the second interview, I encountered that manager again, who greeted me and encouraged me.
The second interview felt completely like they were just helping HR boost the headcount. I took time off and traveled from another county specifically for the interview. Ugh, I waited for 30 minutes, and the interview ended after five minutes. The heads of the two interviewing departments only looked at my résumé during those five minutes, and then each asked just one question. Even HR said, “I already explained the company benefits to you last time, so I won’t go over them this time…” It was a complete waste of my time…
The interviews were conducted by multiple HR representatives and one direct supervisor, which conveyed how thoughtfully they approach talent selection. The HR manager asked very detailed questions, mostly observing whether the candidate was a good fit through an in-depth conversation.
The HR manager responsible for the interview asked fairly normal questions at first. Until we discussed salary, when she suddenly asked how much I gave my parents as filial support. I said that, although I didn't know how it was related to the job, I could tell them if she really wanted to know. Before I could finish, she interrupted me: “I just want to know how you allocate your finances. If you rent a place in Taipei and also provide filial support, would the expenses be too high and cause you not to stay with our company for long? I don't actually want to know how much you give your parents.”
It felt rather disrespectful.
Good profitability, with a year-end bonus of four to five months’ salary, which is pretty good. Normal working hours. The company is quite compliant with labor laws regarding wages, working hours, and other aspects.
The company’s top executives are stubborn and self-willed, with a high-pressure, authoritarian management style. They micromanage product design, marketing methods, and many other areas. They have lots of opinions but cannot discuss them rationally, and are unwilling to accept any opinions from subordinates—even senior executives. It is a highly individualistic management style.