通嘉科技股份有限公司

Strengths

Management: Under the leadership of former head Tony, the company’s decision-making process was rapid and decisive. Tony advocated the strategy of “moving faster than others and overtaking on the bends,” which also became the core of our competitive advantage.

RD: Bruce, as the father figure of the group, is not only very kind but also able to protect and support the team. The R&D teams in Taipei, Hsinchu, and Tainan are also very friendly and pleasant to work with (except for the MOS supervisor).

SE: Our SE department is undoubtedly one of the company’s major strengths. It performs at a world-class level in project management, system validation, version control, sample delivery, competitive product analysis, and other areas.

FAE: The current management seems to be lacking in coordination. The FAEs in Hsinchu, Banqiao, and Shenzhen each operate independently, and some analytical work that should be handled by FAE is instead assigned to the SE department.

Sales: The drinking unit, energetic young men.

ADM: The benefits and activities are diverse, and the company’s ESG corporate image is also quite impressive. Lisa has been especially proactive in promoting a green corporate image.

PC: In certain situations, some people within the department (Mr. Pless help) have displayed an unprofessional attitude (profanity), which has affected team stability and turnover.

QA: The former QA supervisor was very good at resolving difficult problems, which led other departments to develop a fixed impression of QA: all problems could be pushed to the QA department. Although the new supervisor has tried to reverse this situation since taking office, the existing perception remains deeply rooted.

The biggest source of disorder is the Sales department. The current head of the company came from this department, and employee turnover has been relatively high over the past few months. For example, in June 2024, seven colleagues chose to leave, a situation that even prompted a warning from Tony.

When some senior employees chose to leave, the head of the company actually asked other companies whether they had received applications from employees who had previously worked at our company. This practice is concerning.

After employees left the company, misunderstandings and unfounded rumors about former employees also emerged. For example, there were accusations that a former employee had spread rumors to customers (such as Hai X), claiming that there were problems with one of the company’s products, or had told other customers (such as Guang X) that the company falsified information in external reports.

The department manager who conducted the interview was very patient and had high emotional intelligence—truly a rare good boss.

The HR representative was also very friendly and easy to communicate with. The interview process was very pleasant, and everything was impeccable.

The only drawback was probably that the interview was conducted in two rounds, so I had to make two trips for the interviews. Other than that, there were no major issues.

The interview atmosphere with the direct supervisor for the position was good. The supervisor was friendly.

The questions about my background and work experience were reasonable, and the explanation of the position was detailed.

She appeared to be a senior female HR representative.

Her questions for the interviewee were quite pointed.

She had a strong personal bias.

To be frank, most people are seriously looking for a suitable job, and during interviews they are willing to accept guidance with an open mind, since it is all part of accumulating experience.

But we are not here to participate in a debate competition.

Reasonable questions and dialogue should reflect mutual respect.

After all, HR is also the face of a company.

Being overly subjective and judgmental makes it extremely difficult to thoroughly understand both parties' needs.

If you have any suggestions, please provide them from an objective perspective,

rather than adopting a condescending attitude toward people who have likewise invested time and effort and taken the interview seriously.

Regardless of how extensive your experience may be, providing information in a professional and rational manner should be the bare minimum. I believe you have children as well.

Please put yourself in their shoes. If they were job hunting in the future and encountered the same situation, how would you feel?

I hope you can treat future interviewees better.

That would create a positive cycle in the workplace.

Also, after I seriously answered each and every one of her detailed questions,

she was unwilling to answer questions about the company.

Even when I was only asking about policies, benefits, salary, and so on.

Of course, job seekers will first go to 104 to get an idea of the position, but HR usually also proactively explains or supplements the information.

She instead considered this something only an inexperienced candidate would do and refused to answer.

Then may I ask: 104 also has the resumes of every job seeker.

You could simply review them and decide whether they meet the qualifications.

Why spend time on tests and interviews?

She even said that listed companies are necessarily above a certain standard, so there is no need to ask.

So are the benefits and salaries of all listed companies benchmarked against Company TSMC/MediaTek?

There are many ways to communicate and state one's position; this attitude was unnecessary.

It was truly astonishing.

Thank you for giving me such valuable experience.

One does not gain wisdom without going through hardships.

I do not think the job itself is bad, since I was not hired, but it is a shame that the interview experience ended this way. Poor rating.

The company’s structure is extremely flat, so it’s super quick to find the boss? (This is something HR touts as a benefit.)

There’s not much planning when it comes to hiring—people are brought in first and everything else is figured out later. At most, they’ll ask you to leave; after all, since you’re inexperienced, it won’t cost them too much compensation anyway.

Recently, they realized the company’s image is too poor and have started looking for online supporters to maintain it...

I can't think of any advantages. Does being paid normally every month count?

Those above and below collude to harm each other. Coming for an interview is fine, but joining this company—think twice... think twice... think twice...