聯發科技股份有限公司

A well-known company; colleagues are quite smart, easy to get along with, and willing to provide work-related assistance.

If the position involves Ethernet communication algorithms (ADCT/MSSD/SD1), it is recommended that you think twice.

The turnover rate is high; almost everyone leaves within three years, after which a new batch is brought in. The manager surnamed Wu often pushes responsibilities that should be his onto subordinates. If management above him comes down to criticize, he also says that the mistakes were made by those below him.

If someone performs well or uses an approach different from the usual one, he will say that it was a “breakthrough” he achieved together with you, or simply take all the credit.

He has his own set of attendance, absence, overtime, and leave-application rules that differ from those established by the company. Even if something complies with company policy but does not comply with his own rules, you will be called into a small meeting room.

He assigns work at the very last minute before the end of the workday, then expects to see it at the meeting early the next morning. There have been colleagues who stayed at the company all night without sleep because of this.

Well-known state-owned enterprise

V If it is an outsourced position — lower salary

V Different departments have different management styles. It is important to have the right department manager. If the department manager is performance-oriented, the entire department feels cold and impersonal.

v There is quite a bit of infighting between departments

Article 9

Employment contracts are divided into fixed-term contracts and non-fixed-term contracts. Work that is temporary, short-term, seasonal, or specific in nature may be performed under a fixed-term contract; work of a continuing nature shall be under a non-fixed-term contract. An employment contract entered into between a dispatching business entity and a dispatched worker shall be a non-fixed-term contract.

Upon expiration of a fixed-term contract, it shall be deemed a non-fixed-term contract under any of the following circumstances:

1. The worker continues to work and the employer does not immediately express an objection.

2. Although a new contract is separately entered into, the work periods under the preceding and subsequent employment contracts exceed 90 days, and the interruption between the preceding and subsequent contracts does not exceed 30 days.

The preceding paragraph does not apply to fixed-term work of a specific or seasonal nature.

Article 9

Employment contracts are divided into fixed-term contracts and non-fixed-term contracts. Work that is temporary, short-term, seasonal, or specific in nature may be performed under a fixed-term contract; work of a continuing nature shall be under a non-fixed-term contract. An employment contract entered into between a dispatching business entity and a dispatched worker shall be a non-fixed-term contract.

Upon expiration of a fixed-term contract, it shall be deemed a non-fixed-term contract under any of the following circumstances:

1. The worker continues to work and the employer does not immediately express an objection.

2. Although a new contract is separately entered into, the work periods under the preceding and subsequent employment contracts exceed 90 days, and the interruption between the preceding and subsequent contracts does not exceed 30 days.

The preceding paragraph does not apply to fixed-term work of a specific or seasonal nature.

The interviewer was nice

I wasn’t hired

They were the ones who approached me for an interview, but the position turned out to be outsourced testing

And then I still wasn’t hired, yet the interviewer acted throughout the interview as if I would be hired

Fuck!

HR saw my résumé and proactively arranged an interview

Neither of the two managers specializes in this field

By the end of the conversation, I felt they only wanted to hire recent graduates

Taiwanese companies really do have a high-wall theory

Expertise is useless; being stuck in a position is what really matters

The work environment is comfortable, and most colleagues are fairly smart and easy to communicate with.

Managers are afraid of making mistakes.

An E10 employee left the company to do livestream sales of swag, and an enthusiastic employee shared it with everyone. Afraid that people would gossip about promoting that person to deputy director at E10, they ultimately forced the employee who shared it to leave. Why? The reason was that they were afraid it would affect the superior's promotion. Employees' hard work and performance do not matter at all. This is the current ecosystem at MediaTek.

Nothing comes to mind at the moment

I went to the company for an interview with two second-level managers from WCS/SE2. One of them did not come in until the interview was almost over and was aggressively confrontational, which made me feel extremely uncomfortable. The other often had a somewhat contemptuous smile, making me feel disrespected.

Additionally, the professional knowledge of both managers seems to need improvement...

I interned here during my junior year (in a group related to Blu-ray technology), and I had a good impression. I’ll briefly share my experience.

Interview process: They actually didn’t ask me many technical questions (such as algorithms or data structures). They mainly asked about projects I had worked on and my other internship experience. The interview was conducted only by phone, with no on-site interview, so it was relatively straightforward.

Internship: MediaTek had a fairly well-organized program. Including me, there were around 70–80 interns, working from early July to the end of August. Most were graduate students, with a few PhD students and undergraduates, distributed across different groups. Once or twice a week, everyone gathered for activities, or managers were invited to talk about their experiences or what their departments did. My own work mainly involved testing some features and revising documentation. Honestly, compared with the other interns, I felt that my work was relatively unexciting. Some people worked on cooler things, including mobile-related projects and computer vision.

Benefits and salary: NT$28,000/month. The company had a nice indoor basketball court :D, a gym, and badminton courts, which were all pretty good. There were also many other clubs. I’m not sure about the salary, health insurance, or retirement benefits for full-time employees.

Company culture: I felt that the atmosphere in our group was quite good, and both the manager and colleagues were willing to teach. I was inexperienced as a junior back then, so otherwise I probably should have observed things more carefully. I went to the company a few times on weekends to finish some work, and I did see people working, but not many. As for the leadership, I think Ming-Kai Tsai is a person with vision and broad perspective, so MediaTek should continue to do well.

Overall impression: Since I was there for only two months, what I saw was just a very small part of the company. Still, I think it was a good experience for an internship. Some people continued on to do alternative military service in R&D after their internships (three years...). I’ve now been working for several years, and I feel that corporate culture is really important. Based on what little I remember, I thought the atmosphere at the time was pretty good; I could probably have stayed for several years too, if the projects were interesting. Oh, and having MediaTek on your résumé is also a nice plus.

========The following is unrelated to MediaTek========

I hope everyone can post fewer unconstructive comments such as “Exploitative bosses deserve to go bankrupt” or “Terrible.” It’s rare for Taiwan to have a platform similar to Glassdoor, so I hope everyone will provide more information about interviews, compensation, and company culture. Otherwise, it will only ruin the platform and turn it into another “complain about XX” forum. That won’t benefit anyone. That’s all—I hope this post can help people who are thinking about joining MediaTek.

PMs really do need to improve. They want everything and compromise on nothing: for high-end products, they demand cost reductions; for low-end products, they demand that every feature be included and fully implemented. The result is that the products are neither truly high-end nor truly low-end—there isn’t the slightest courage or deep thought behind them.

The department head doesn’t even understand the basic concepts and makes a mess of decisions.