104人力銀行_一零四資訊科技股份有限公司

The bonuses are relatively generous, and the benefits are fairly good (such as travel subsidies), along with a small cafeteria and so on.

1. The claim that new employees receive paid leave that exceeds the statutory minimum is somewhat misleading, because you do not receive paid leave as soon as you join.

2. New employees are expected to become fully proficient in the work within two weeks.

3. The bureaucratic atmosphere is quite severe, so colleagues are generally not very easy to get along with. The environment is too self-interested, and managers care too much about saving face.

Overall, because the bureaucracy and work atmosphere are generally uncomfortable and unpleasant, the company can only rely on benefits or bonuses to retain employees or attract new hires—similar to the concept of a candy house. Ultimately, the main issues are that the managers are too self-important and the organization is too bureaucratic.

If you do not care too much about the work atmosphere or can tolerate this kind of environment, the other benefits provided are actually fairly good and generally better than those in the industry, so it may be worth giving it a try.

The company pays a little more than the industry average.

Some departments require shift work and rotating on-call duty.

(Basically, all of them do.) You need to endure the pressure of being on call and dealing with unexpected situations.

The company culture is relatively rigid and bureaucratic.

Those who want to develop their careers should give it serious consideration. <I really do not recommend joining this company>

Close to the MRT, convenient transportation

High food and living costs

The pace of life is stressful

The business unit is genuinely in a growth phase right now, and everything is moving so fast~ But the internal atmosphere has also clearly become tense ><

It feels like on the one hand, we’re expected to perform exceptionally well, while on the other hand, salaries are being cut significantly, yet we’re still expected to meet high targets QQ. It can honestly feel a bit helpless~

Although the company always says publicly that it is an ethical business, that it cares about its employees, and that it takes on social responsibility,

in reality, it does not even fully comply with the Labor Standards Act. To cut costs, it keeps changing the figures and lowering the bonus percentage, causing employees’ hard-earned results to be undervalued QAQ

All we can do is force a wry smile and keep hanging on… It still feels a little bitter inside.

Still, I hope the company can gradually make adjustments and genuinely recognize everyone’s efforts,

so that we can perform at our best in a fairer and more reasonable environment, and do our jobs even better :D

A cup of water was provided during the interview

This year, I interviewed with two departments listed on 104.

One was the API gateway unit.

During the on-site interview, they kept asking how I had handled projects at my previous jobs and how the architecture had been designed.

After asking me incessantly about my previous company's projects for more than an hour, they ghosted me afterward.

Don't make the interview process feel like you're digging into the interviewee's personal information.

Could you have a little class?

The other was for a position involving writing app APIs.

There was no problem with writing the backend, but I would also have had to support app development.

This is probably the strangest job package I have ever seen.

No wonder the position had still been posted on 104 for two or three months.

A great company that readily threatens to sue people

Please improve the cybersecurity vulnerabilities.

Every now and then, it gets accused of leaking data

The company has a childcare center

It has its own employee cafeteria

After founder Mr. Yang retired, the company stopped taking care of its employees. Now the company’s top management only focuses on performance growth and has even adopted cutting business bonuses as its management philosophy. From the perspective of the business unit covered by the company publication, in 2023 employees were pressured and worked hard overtime, leaving after 8 p.m. every day (without overtime pay). The company raised its targets so high that employees had to achieve at least 120%–130% more than the previous year’s targets to receive the same salary as the previous year. However, the economy was poor this year, and everyone achieved only 80%–90% of their targets. The company still reached its target of high growth of 5%–6%, but employees’ salaries were reduced to 80% or even less. In November, the company stopped pretending and slashed bonuses by 70% after setting impossibly high targets; many people did not receive any bonuses at all. Compared with the same period last year, many people’s salaries were cut in half in November. The targets announced for December also seemed designed merely to let employees receive their base salaries. The performance targets set by the business managers at 104 are always a mystery, varying according to the manager’s preferences, with no public or transparent mechanism. The unequal pay for equal work is difficult to understand. Here, the managers who set performance targets are treated like gods. The targets for different salespeople can differ by hundreds of thousands or even millions, and managers can reserve major clients for salespeople they favor. If you have a good relationship with them, they make the work easy; if they do not like you or want to target you, they only need to raise your target by another 500,000 to 1 million to reduce you to the base salary. Salespeople at 104 can be said to earn administrative staff salaries while bearing engineers’ pressure. Many colleagues have even been driven to see psychiatrists, and hair loss and insomnia are extremely common. Please choose carefully.

1. Overall, the benefits are good, with plenty of little perks during different holidays and festivals.

2. There is a small cafeteria.

1. The system is rigid and bureaucratic.

2. I don’t know why one company needs so many managers. Many managers are only responsible for stamping approvals; they don’t have much professional expertise, yet they remain in those positions.

3. The company says it wants to develop new businesses, but not a single new business has truly succeeded or become profitable… It also continues to do many money-burning things.

I don’t know how much longer it can rely on its staffing-agency business to hold things up.

The only thing that’s still edible is the restaurant food. You won’t be full, but you won’t starve to death either.

1. The manager is very good at making empty promises. Project tasks and business matters are randomly dumped on people, and progress has to be monitored closely every day.

The conclusions from the manager’s meetings are never communicated. Only after something happens will they say, “I sent an email—please take a look.”

2. Everyone in the department is putting on a monkey show—who is it for? The company uses open-source software for development and as its foundation, yet calls it agile development? When there’s a problem, they solve it by blaming the person involved. Other companies use large-scale system software packages for integration, design, and optimization, while we’re still using equipment from 2007 to do things in 2023.......

3. They say they don’t care about overtime pay, but then ask why you submitted an overtime form..... They say they offer benefits better than those required by labor laws, but my working hours are almost catching up with those of a security guard.

4. The company claims not to violate labor laws, but many of its practices are things employees simply have to swallow~~~

5. They say the relevant benefits will be provided, but even after working for a year, you may not be able to receive them in full..... Some of them are visible, but whether you can actually get them seems to require psychic powers.

The only thing that’s still edible is the restaurant food. You won’t feel full, but you won’t starve to death either.

1. The supervisor is very good at making empty promises and dumping projects and tasks on people. Project progress has to be chased up aggressively every day.

The conclusions from the supervisor’s meetings are never communicated. Only after something happens will they say, “I sent an email—please check it.”

2. Everyone in the same department is putting on a monkey show—who is it for? The company uses open-source software for development and as its foundation, yet calls it agile development. What a joke. Whenever there’s a problem, they deal with the person who raised it. Other companies use large-scale system packages for integration, design, and optimization, while we’re still using equipment from 2007 to do things from 2023.......

3. They say they don’t quibble over overtime pay, but then ask why you submitted an overtime form..... They say they offer benefits better than those required by the Labor Standards Act, but my working hours are almost catching up with those of a security guard.

4. The company claims not to violate the Labor Standards Act, but many of its practices are things employees simply have to swallow~~~

5. The benefits they promised aren’t necessarily provided in full even after you’ve worked there for a year..... Some can be seen, but whether you’ll actually receive them requires psychic powers.

The supervisor and HR remained courteous throughout the interview process, and they also demonstrated professional competence.

1. If this company proactively invites you to interview for a position requiring more experience than you have—for example, you have no work experience, but they invite you to interview for a position requiring 2–3 years of experience—I recommend declining.

2. They invite you to interview on the grounds that they think you have potential, but in reality, they are simply seeing whether they can hire you to do senior-level work while paying you a junior salary. If you go to the interview, the supervisor will only question you, saying that you lack XX experience and asking how you can handle the job (I suspect this is also a way to elevate the position’s requirements so they can push down your salary). But you were the ones who invited me to interview in the first place—this makes no sense.

3. When HR invites you to an interview, they respond very attentively. But if they do not intend to hire you after the interview, they will read your thank-you email and messages without replying, then send a perfunctory rejection notice through the system a few days later.

4. As expected of a bureaucratic company, they are so good at making polite formalities sound pleasant. I could see that the supervisor was trying very hard to remain courteous and conceal the contemptuous attitude toward newcomers.

If you have good offers from larger companies with more convenient transportation options, choose another one. If your salary expectations are higher than the low amount they have in mind, they will not hire you; and even if you get in by asking for a low salary, you will not be respected. This company is not particularly friendly toward newcomers, so anyone without work experience should definitely apply to other companies.

Basically, every company in Taiwan has heard of this company, which is helpful in interviews.

The disadvantages outweigh the advantages. Think twice before joining.

1. The company loves to make grand promises, but in reality, the higher-performance slots are all taken by those long-timers.

2. They love to say how profitable the company is and call it a happy workplace, but the chairman seems unaware that many of the senior executives inside (including managers) are like rats and snakes in the same nest, bullying and ostracizing people just to force you out.

3. The system is rigid and there is a strong bureaucratic atmosphere. Every time they say that everyone is welcome to discuss things, but after you raise an issue, they say, “This is the company culture and cannot be changed”?????????? So this is what “welcoming discussion” means: you can speak, but I won’t pay attention to you.

The above is absolutely based on real experience.

What’s left when all the capable people have gone?

The employee cafeteria, I guess? It seems pretty good.

Someone who got in through a manager’s relative has had no trouble getting promoted and advanced very quickly. I heard they’ve already become a manager.

As long as they don’t like someone, they deliberately find ways to pick faults and get that person forced out.

This is a very low and despicable tactic. Although the person causing trouble eventually left to pursue opportunities elsewhere, perhaps they will see this review themselves—I hope they know I’m talking about them.

Simply put, those with relatives in management have connections and protection. Anyone management dislikes will be forced out somehow. I’ll always remember that person—fair-skinned, plump, and very cute. Yet they use petty tactics to get people forced out. Wonderful.

All the capable people have gone elsewhere to pursue opportunities. What does this place still have now?

Good benefits? Does headquarters have a cafeteria?

But there are actually better options out there, so please think twice before accepting the offer.

As for how much you can get with a performance rating of A or above—that’s all a lie. A bunch of people have already staked their claims.

Of course, if you’re confident, you can give it a try.

Oh, apparently you don’t even need to hand over your work if you resign voluntarily. So damn refreshingㄉ—it basically means they’re telling you to get lost ASAP. Those of you still suffering in this hell can give it a try.

1. The people-related problems are severe, and the atmosphere is terrible.

2. Workplace PUA, verbal abuse, and silent treatment are all very commonR—if you’re not favored.

3. Even though people in the same department do roughly the same work, some are required to have “making a proposal” as part of their KPI, while others aren’t～

4. If you make a proposal, they’ll shoot you down in all sorts of creative ways. For a system bug, they’ll tell you there’s no data (even having another manager back you up is useless). If you raise an issue identified through feedback, they’ll tell you another department is already working on it (then why not sync this with everyone in the department?). For the remaining issues, well, sorry—the neighboring department is already working on them too.

5. Discussing a project with another colleague and mentioning other people during the discussion is perfectly normal, right? But in certain people’s mouths, it turns into, “Why do you always use other people’s words to back yourself up? The people collaborating with you will feel bad about that.” Wow, they just slap a beautiful big label on you.

6. When someone’s project goes live and keeps throwing errors for several days, it’s apparently no big deal—after all, other people will help shoulder the blame～ But if your manager simply doesn’t like the look of you, they’ll scold you over even the tiniest mistake, bug or no bug.

7. Personally, I feel that this company doesn’t welcome newcomers who have too many ideas.

Finally, thanks, 104, for wasting my time.

Also, from a user’s perspective, the company-review function is so useless it’s beyond words. You might as well shut it down and stop maintaining it.

Supervisors have a great deal of power. As long as you can become a supervisor, you can carry out any workplace bullying you want without worrying about being punished—the senior management does things even more aggressively than you do.

If you are a somewhat attractive young woman, I do not recommend joining this company. Also, it would be best to carry condoms with you at all times, so that if one day the supervisors from the Systems Department (gary,kevin,Micxxx) drag you into a restroom and gang-rape you, you can at least ask them to wear condoms.

There is a convenience store nearby where you can buy something to eat.

I do not recommend joining the Systems Department. I used to be an employee there. Zhuo Zhiyan on the sixth floor has a violent temper and extremely low EQ. When he loses his temper, he will yell at and berate employees. However, after investigating, at least four out of five incidents are often caused by problems in his own programs. Before writing code, he draws no flowcharts or architecture diagrams and writes no comments. Most laughably, this “technical” supervisor, despite having more than ten years of experience, wrote code with SQL injection vulnerabilities. He also failed to properly close database connections, causing several of 104’s internal servers to require periodic restarts. A whole bunch of parameters that should have been read from configuration files were hard-coded directly into the programs. He did not know how to use frameworks or understand MVC architecture, which would be bad enough, but he also forcibly made you write programs his problematic way. He constantly played both sides: in front of others, he would say that he did not restrict what technologies you used and would let you use anything, but as soon as he turned around, he would yell at you: “Didn’t I tell you not to write programs this way!!!” When he noticed that your technical skills were better than his, he would deliberately make trouble. He would intentionally curse and yell at you in front of Wu Changrong, creating the false impression that you were causing him trouble. When he was in a bad mood, he treated subordinates as punching bags, speaking abusively and even making personal attacks. During my employment, I completed two projects. I handled everything, including the backend programs, scheduled-task programs, monitoring programs, the system administrator platform, all UML diagrams, cross-departmental communication, and contacting vendors. Then one day, his persecutory delusions flared up. He spent an entire afternoon repeatedly pressuring me, asking, “Are you planning to take the project I’m handling?” No matter how I explained, he kept repeating the same question until the end of the workday. I thought it was over, but the next morning, when he saw me at the office, he called me into a conference room, shut the door, and continued interrogating me. Unable to take the pressure any longer, I resigned on the spot. As soon as he heard that I was leaving, he went berserk and accused me of being ungrateful, saying that he had once helped raise my salary by NT$2,000 and that I did not know how to repay his kindness. He then began threatening me, saying that I owed him a personal debt and forcing me to repay it. Afterward, he went to complain tearfully to his backer, Wu Changrong. After hearing him out, Wu Changrong felt that he had been wronged, so he called me into a conference room……and suppressed me for a second round…… The final conflict occurred shortly before I left, when there was one last deployment request. The deployment time was later changed, but Zhuo Zhiyan did not notify me. On the afternoon after the deployment, the company’s QC department came to me and said, “Give me the code. I want to see whether you put any programs in it that could endanger the company’s systems……” The Planning Department then called to complain, asking why I had deployed things recklessly! Zhuo Zhiyan also yelled at me: “What the hell are you doing again!”…… It is not worth it. All I can say is that working at 104 is really not worth it. You do everything, but the people above deliberately frame you and make you take the blame, while after the project is completed, he gets the credit. In the end, he took credit for both of my projects, and Zhuo Zhiyan, who threatened me, was promoted. Meanwhile, he and his backer jointly pressured me into resigning, and when I left, I was still carrying a whole pile of accusations……

The supervisor was very polite

They also listened attentively during the interview

The HR interview process could be improved

The communication was not very comfortable

They also focused entirely on finding fault with what was said

They did not read or respond to messages on the job website either

The company benefits are good, the salary is good, HR makes an effort to advocate for employee benefits, and the senior managers are all decent.

The problems lie with the middle- and lower-level managers,

and certain departments (you know who you are).

A. The salary for a certain position is as high as 2.5 million. They’re really bold in writing that—and it’s a complete scam.

B. Favored subordinates don’t have to do any work, haha.

C. The manager for that position is a beautiful woman, haha—so what’s going on with A, then?

D. Healthy young hunks are welcome to join, hahaha.

E. Who knows how much longer this “The Emperor’s New Clothes” act will go on.

The above only states the facts. I don’t know whether they’re advantages or disadvantages. If you still have time, run while you can; if you remain stubbornly in denial, fend for yourself.

Questions are welcome.

None

Too many to count. The systems are a complete mess, the managers are emotional, and the infighting among senior management is intense. Office political dramas play out almost every day. Whenever someone is in a bad mood, they start lashing out at people, making the atmosphere throughout the entire company extremely unpleasant. Also, confidentiality regarding job applicants’ and company information is handled very poorly—virtually anyone in the company can see it......

None

HR may ghost job applicants after scheduling an interview and will not explain the reason for the absence. I suggest that everyone avoid wasting time being ghosted.

1. The company’s systems and policies are fairly comprehensive, and it offers all the benefits you would expect.

2. Suitable for fresh graduates to build their skills. There is a mentor system, so you won’t be left to fend for yourself.

3. There is a comprehensive training and development system, although most of the instructors are internal.

1. Bureaucratic hierarchy issues.

2. The overall pace is relatively slow, so people with very high expectations for challenging work may find it less comfortable.

3. There are offices in various regions, but the head office is somewhat remote.

The HR lady was nice, easy to talk to, and answered my questions one by one.

1. The supervisor kept changing the interview time. During the interview, before I could even ask any questions, they left to attend a meeting.

2. I interviewed for a backend position, and the supervisor asked me to complete an assignment. After I finished it and uploaded it to Heroku, I received a thank-you email two days later. I checked the Heroku logs and discovered that they had not even looked at the assignment. Why did they have me spend time doing it?

What you see is what you get, so I won't say more.

I've already left, so I can share some information for those who need it as a reference.

The company really needs to seriously reflect on why the overall interpersonal atmosphere is so dysfunctional. Not long after joining, I saw several promising senior colleagues leave one after another. It's really disheartening. I hope this company can get back on its feet soon. They keep saying that the company is so much better than its competitors, and I'm sick of hearing it. The people at the top really like to use numbers to evaluate the market and even KPIs, especially data that has been “quantified.” When I first joined the company, a manager from one department once reminded me to try to maintain the enthusiasm I had when I first came in, because they had seen many employees who joined full of passion become quiet and simply do their own jobs after their second year. I roughly understand why now. From senior colleagues to managers, there are many strange ways of doing things, as well as cases of saying one thing and doing another. Some senior colleagues even feel that because people in other departments treated them that way in the past, they should treat their own colleagues the same way. I really wonder whether the people here are just simple-minded or what. It's truly baffling.

Oh, right—when you first join, someone may tell you that your salary will fluctuate much more after staying for around two years. That's just a sales pitch. It's usually easy to start wanting to change career paths after around three years, which conveniently gives you a reason to stay. But the people above you are the ones who set the KPIs, so don't get your hopes up too high.

Can't think of any

There are no advantages

The benefits are good. There is an employee cafeteria and a café, with affordable and delicious food. Employees get along well.

Senior executives on the top floor judge employees’ performance based on overtime, using overtime to determine whether employees are busy. They are typical Taiwanese old-school bosses.

Overall, it is very suitable for newcomers to build up their skills. The company invites external instructors and organizes internal courses, and each course will also be included in future promotion evaluations. These are relatively new courses and evaluation systems, and there are plenty of resources, allowing you to keep learning continuously.

The company has been trying to improve its internal culture and introduce many new tools and practices. It is quite encouraging to see an established company willing to make some changes.

HR puts a great deal of effort into screening candidates and does not hesitate to politely reject people with personality issues. The company culture should gradually improve in the future.

You can meet many helpful mentors at this company who are willing to provide direction and guidance, but……

The biggest issue is still bureaucracy. Although the company has tried to improve this problem internally, ultimately, things still depend on people, so human-related problems cannot be avoided. The most notable example is agile development. Although the company says that collaboration among colleagues should not be hierarchical, tasks are still carried out in a semi-coercive manner. Along with some other issues, this has caused agile to become merely a slogan: in practice, it is not agile at all. I also seriously doubt whether everyone actually knows what agile development is. Although the prestige associated with certain individuals and the situations mentioned above cannot be avoided at work, there is still a long way to go before the development model truly improves. This requires everyone to work hard together, but it absolutely cannot be achieved by merely talking about it without taking action.

There are also problems involving certain people, but I do not want to talk about them anymore. Many of the reasons people want to leave this company are probably related to interpersonal issues.

1. Good company benefits

2. High telemarketing bonuses

1. The performance target only allows 100%; even 99% will get you yelled at.

2. Some section managers are very kind, but some do not train newcomers at all. You are not allowed to make mistakes even with things you have never been taught; if you make a mistake, they will yell that you have no brain. If you ask questions, they will only say that you are not putting enough effort into your work and tell you to ask a senior colleague.

3. Section managers will use verbal intimidation, saying that if your performance is poor, nobody wants to be friends with you.

4. You have to make around 100 outbound calls every day, and the talk time must not be less than 3 hours and 36 minutes. If you do not meet the requirement, the section manager will keep pressuring you to reply with a review of your approach even while you are still unable to finish making all your calls.

5. In addition to replying to emails, as mentioned above, you also have to submit improvement reports through CRM messages.

6. Leaving work at 7 p.m. every day is considered early. There is no overtime pay, and there are daily reports that you can never finish replying to.

7. Even if you meet all your performance targets, the section manager will still find flaws in your routine administrative work and yell at you.

None

They contacted me for an interview, but the questions asked during the phone interview were very unprofessional. They didn’t ask anything based on the applicant’s information; instead, they asked about the technical aspects of working at your company—as if the applicant already worked there. Then HR called to say that my level of expertise was insufficient. What?!

A well-developed support system

Helping you take care of your newborn

Buying your own brunch

If you can stick with it, it’s a company you can retire at

Far too bureaucratic; the favored people will always be above you

Even parachuted-in hires can’t stay because positions at the manager level and above are completely locked up

The old-timers never leave; if you follow the right person, you’ll be in heaven

If you offend someone, I’d advise you to leave as soon as possible

Senior management is very clever at using the deletion of negative points to whitewash the situation.

I was jointly threatened, intimidated, screamed at, and berated by the managers there. My contributions were taken away, and I was forced to resign.

The work is enjoyable, and the boss is pretty good too.

After working here for about a year, I saw what unequal treatment looks like and wanted to leave. Relatives who recommended people to join have lots of resources, while those who got in through their own efforts have none.

Others can make mistakes without consequences, but if I accidentally make even a small mistake, I’m treated differently and severely reprimanded.

It seems that things have gotten worse recently. It feels like they’re trying to force people out, so I’d rather switch jobs and leave early on my own terms.

When I can’t get the code to work, it’s made to seem as though it’s all my fault. Perhaps it is partly my own problem—I’ve been working for two or three years, so I’m also considered a relatively long-timer here.

1. The company benefits are good

2. The sales department offers decent pay

1. Exhausted to the point of wrecking your health

2. The telesales department officially finishes at 6 p.m., but it’s actually a responsibility-based system. If you haven’t finished your calls, you have to work overtime to complete them, with no overtime pay

3. There’s no time to drink water or use the restroom during work; think twice before going in

4. Some supervisors are very good, while others are like complete psychopaths and deliberately make things difficult for specialists—you just have to take your chances

1. The company’s top boss and senior executives are all decent people; at least, that was the positive impression I got during the orientation.

2. The head of the department I worked in at the time was also an admirable and open-minded person.

3. The company’s benefits are fairly good and comply with regulations. They are not exceptionally generous, but given the company’s scale, you receive everything that should be provided.

1. The bureaucratic atmosphere is too strong.

2. Although there are many good managers, there are even more managers who are afraid of losing power but lack the ability to lead.

3. Simple matters are often made unnecessarily complicated.

4. The company does not have a unified internal communication channel. Whether you use Slack or email, you may not be able to find the person you are looking for.

5. Everyone in the same department works different hours. This is a serious problem. HR initially said that working hours could not be adjusted, but later, after learning that some colleagues started work at 8:30 while others started at 10:00, I felt misled.

6. The company’s location is not very convenient, unless you have your own transportation or live nearby. In the long run, commuting becomes one of the biggest sources of fatigue.

7. This depends on the department. In the team I was in at the time, we had to deal with many conservative old-timers. Of course, we should all show “respect,” but sometimes the other party treated you as if you knew nothing. Over time, this led to one problem after another. If the organization is conservative and afraid of change, why does it need new resources to join? Or is this merely to accommodate the company’s organizational budget allocation? In practice, when things are actually carried out, does everyone just ignore the rules? I can only say that I was “lucky” enough at the time to encounter all of these situations.

8. If you are not married yet and still want to push yourself, but do not have your own transportation and do not live nearby, this company will not be your first choice.

Don't know

The interview required taking an online test. I scored 8x points, but then never heard back. I feel that even if they’ve already found someone, they should at least notify the candidates. Looking back, it’s probably a good thing I didn’t get in : )

In essence, this is a good company. For a medium-sized company (600–700 employees), it offers many of the benefits one would expect, such as an employee cafeteria and a childcare center. It is a company where you can balance your personal life and work, and is also suitable for settling in for the long term and learning new things.

The bureaucratic atmosphere is pervasive: a very simple matter can become extremely complicated here. A single request form may have to go through n departments, and if there is a problem with even a minor detail, it is sent back and has to go through the process again. At other companies, something that can often be settled with one word from a manager here requires dealing with the preferences of n different departments.

Administrative efficiency is slow: for similar reasons, a project that takes one month at other companies can take two or three months—or even half a year—here.

Promotions and performance evaluations are unfair: the biggest problem with this company is that there are many “wrong people in the wrong positions.” Those who get promoted are mostly people who have stayed for a long time and are obedient, or people parachuted in from other companies who have a reputation but may not necessarily have the ability. Very few people truly get promoted based on their capabilities.

The HR representative was fairly friendly during the interview.

They said they would notify me regardless of the outcome... but in the end, there was no response...

For the marketing position interview, the HR representative and a manager were quite respectful toward the interviewee and also asked detailed questions about my experience.

The interview process was extremely cumbersome. I had three interviews, and there was nearly a month and a half between the second and third interviews, which makes one wonder whether the hiring process is inefficient or whether candidates are being kept as backups. If you are urgently looking for a job, think twice!

The big boss is pretty good.

I worked there, and veteran employees also told me that this used to be a good company, but now there are too many incompetent old-timers.

The company has been reduced to infighting and jockeying for position; employees compare tenure with you instead of ability.

Veteran

You can really appreciate the care put in by the hiring manager.

The interview question design and the conversation both provided the job seeker with quite a few valuable takeaways.

The administrative efficiency is really poor.

From submitting a resume, receiving an interview invitation, the first interview, and the second interview to receiving a response,

there could be two to three weeks of complete silence between each stage.

It feels like the company isn't actually in much need of staff...

None

I do not recommend joining the Systems Department. I used to work there. The first-level supervisor had a very short temper and extremely low EQ. When he lost his temper, he would yell and curse at employees, but after investigating, at least four out of five incidents were usually caused by problems in his own code. Before writing code, he never drew flowcharts or architecture diagrams, nor did he write any comments. The most laughable thing was that this “technical” supervisor, despite having more than ten years of experience, wrote code with SQL injection vulnerabilities. He did not properly close database connections either, causing several of 104’s internal servers to require periodic restarts. He hard-coded all parameters into the program instead of reading them from configuration files. Not knowing how to use frameworks or understanding MVC architecture would have been bad enough, but he also forced you to write programs his problematic way. He constantly played both sides: in front of others, he would say that he imposed no restrictions on what technology you used and would let you use anything, but as soon as he turned around, he would yell at you: “Didn’t I tell you not to write programs this way!!!” When he sensed that your technical abilities surpassed his, he would deliberately make trouble, intentionally curse and yell at you in front of the second-level supervisor, and create the false impression that you had caused him problems. When he was in a bad mood, he treated subordinates as punching bags, verbally abusing them and even making personal attacks. During my employment, I completed two projects. I handled everything, including backend programs, scheduled jobs, monitoring programs, the system administrator platform, all UML documentation, cross-department communication, and contacting vendors. Then one day, his persecutory delusions flared up. He spent the entire afternoon repeatedly pressuring me, asking, “Are you planning to take the projects I’m in charge of?” No matter how I explained, he kept repeating the same question until the end of the workday. I thought it was over, but the next morning, when he saw me at the office, he called me into a meeting room, closed the door, and continued questioning me. Unable to endure his pressure any longer, I resigned on the spot. As soon as he heard I was leaving, he flew into a rage, accusing me of being ungrateful and saying that he had once helped increase my salary by NT$2,000, yet I did not know how to repay his kindness. He then began threatening me, saying that I owed him a personal favor and forcing me to repay it. Afterward, he went to complain tearfully to the second-level supervisor who backed him. After hearing him out, the second-level supervisor felt that he had been wronged, so he called me into a meeting room……and suppressed me a second time…… The final conflict occurred shortly before I left, when there was one last deployment request. The deployment time was later changed, but the first-level supervisor did not notify me. On the afternoon after the deployment, the company’s QC team came to me and said, “Give me the code. I want to see whether you put any programs in it that could endanger the company’s systems……” Then the Planning Department also called to complain, asking why I had deployed something without authorization! And that first-level supervisor yelled at me as well: “What the hell are you doing again!”…… It was not worth it. All I can say is that working at 104 was truly not worth it. You do everything, yet the people above deliberately frame you and make you take the blame. After the project is completed, he gets the credit. In the end, my contributions to both projects were taken, the first-level supervisor who threatened me was promoted, and he and his backer jointly forced me to resign. When I left, I was still carrying a pile of accusations against me……

No matter what position you want to interview for at the organization, if there are temporarily no openings or the position isn’t suitable,

they are very considerate and will help arrange an interview for a project business role.

The biggest problem is the people.

The current female supervisor is a major problem.

Those applying proactively, please don’t come.

I don’t want to see any more victims.

The marketing department where I interned was pretty good. The managers were all very nice and willing to teach.

The design department was really difficult to deal with, and the image library was unbelievably ugly.

I attended several large meetings and seriously feel that the new business group will not have very promising prospects, because there were already many questionable points in the presentation alone (especially its feasibility).

During meetings, everyone was more or less only half-listening. On the rare occasions when people spoke up, they asked a bunch of stupid, brainless questions.

The comments made by senior executives in meetings also made me roll my eyes constantly. They went on about things that even a lowly intern like me understood, giving the impression that they were speaking just for the sake of speaking.

No wonder most outsiders are not optimistic about the future development of 104 Corporation.

Apparently, the engineering department has very long working hours and is highly exploitative.

1. If you are looking for a stable job that you can keep doing until retirement, this place might suit you.

2. The year-end bonus is fixed at two months’ salary. Since the company is publicly listed, there is also a bonus each year; performance bonuses depend on how the department/unit or supervisor distributes them.

3. Working hours are 9:00–18:00. Almost no one is around after 7:00 p.m.; one department even turns off all the lights as early as 6:30 p.m.

0. I completely agree with what the previous former colleague said, and I’ll add a few more points.

1. To be honest, 104 has no competition in Taiwan. Therefore, there is no pressing need to break through or innovate, and as a result, the company’s overall system has become increasingly rigid. Although there are organizational adjustments or business reassignments every year, they do not help much.

2. The company wants to develop some innovative services, but either they are abandoned halfway through, or the teams are perpetually looking for people (some openings have been posted for two years).

3. I don’t know whether it is because the company is regarded as a “role model in the human resources industry,” but I have never heard of any layoffs. Not laying people off is of course a good thing, but the result is that it becomes easy to retain some long-serving employees who slack off, and they may eventually become supervisors. Voices from below cannot move upward or change the status quo, so people who can’t take it anymore eventually leave. Most of those who remain are simply hanging on to support their families and livelihoods, creating a vicious cycle.

4. I worked in the Value-Added Services Business Group. The two supervisors above me were a parachuted-in team manager who never made decisions, and a department manager who had been there for over a decade... To be honest, I really didn’t know what he did... so I have no basis for commenting.

5. If you are young, unencumbered, passionate, full of ideas, eager to learn new things, believe in your ability to make a difference, and are interested in working in information technology, the internet, technology, startups, or related industries, absolutely do not come here. The atmosphere here will only make you feel suffocated.

This “used to be” a good company. The advantages are that it is relatively stable, the working hours are not long, and the pay is above average.

However, some problems have emerged over the past year or two, for example:

1. The original service has reached a bottleneck. Coupled with the company’s long-standing tendency to favor management to an extreme degree, its existing business has remained stagnant. The company’s senior management has been racking its brains to develop new models, such as communities and social movements, but the results have been very limited.

2. Performance reviews are conducted entirely by supervisors and are not necessarily fair. Even if you meet all your KPIs, your supervisor can still give you an inexplicable rating for reasons they themselves cannot articulate.

3. As mentioned above, doing well here and contributing to the company does not mean you will be promoted. When a position becomes available, the company often parachutes someone in from outside. Eventually, you become so disheartened that you have no choice but to leave.

If it’s an engineering unit, be sure to ask around and get the full picture.

There’s a world of difference between the business groups and the departments.

If it’s a position under DK, don’t hesitate—go for it.

The company’s smart people and capable managers are all under DK.

The other departments will only launch a bunch of meaningless projects to exploit you.

After drifting along for a few years, you’ll realize you don’t actually have any work to show for it.