禾企電子股份有限公司

The company has recently started working on medical endoscopes. Presidents and attending physicians from major hospitals across Taiwan often come to see demonstrations of the machines. It feels like the company has very good prospects for future development—much more promising than some monitor companies that are still competing by cutting prices and selling low-cost products.

Currently, you can still enter 5,000 Chinese characters.

The interview process was fast

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The supervisors are all nice people; unfortunately, the boss doesn’t know how to run the company.

I worked at this company for three years several years ago. The starting salary here is extremely low, and even overtime pay was delayed. Many newly hired engineers were driven away by verbal abuse from the document control staff, and even the factory’s important production control staff left, so the products became disastrously poor. The production line laid off a large number of people, and firmware engineers also had to provide support on the production line. After the engineers left, they ended up hiring a bunch of student part-timers to conduct testing. Perhaps the boss meant well, but unfortunately, the compensation and the long-standing document control staff were both terrible.

Seasonal holiday bonuses, birthday gifts and red envelopes, employee trips, and year-end banquets are all benefits that continue even in these difficult times.

About 80% of the many colleagues who left and later returned to work at the company do so. Does this mean that even more companies outside are extremely lousy and problematic?

Those who resigned are merely criticizing for the sake of criticizing. Their comments have no reference value at all and only mislead people who look up information before interviewing.

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Actually, I wanted to leave a fair and balanced comment. Although I also left Heqi some time ago, regarding the issue of typhoon days off being unpaid, while this is different from many companies, it is not illegal. As for the boss inspiring people to dream, that is actually one of the qualities an entrepreneur should have. Perhaps the company lacks capable leaders who can build that dream together. Many of the product designs—for example, electric-lens cameras, which save installation time—were also introduced relatively early in the industry. When everyone was still rejecting HD analog products, Heqi chose to invest in their development, which is why it now leads technologically and holds a place in the market. There are not many manufacturers in Taiwan today that can still invest in this type of product... In fact, the boss is still willing to continue investing in products for the so-called IoT market amid such a competitive surveillance-industry environment. This is also an attempt to transform the company and give everyone a better future; otherwise, like other companies in the same industry, it could simply shut down. People who have never been business owners cannot understand how difficult it is to run a company. At least I understand it very well, because I have been one myself. If a product lacks competitiveness or has inadequate specifications, colleagues should work together, offer forward-looking suggestions, and pursue innovative development. Building the dream together is the way to help the company grow. The way to earn yourself a raise is to become someone who identifies and solves problems. Small companies are indeed less structured than large ones, but isn't that also an opportunity for yourself? If you only want fixed annual salary adjustments and various benefits, perhaps another company would suit you better. At least my time at Heqi was generally happy. I'm sharing this for everyone's reference.

Have fewer meetings.

Two days off per week; public holidays are days off.

1. Typhoon days off are unpaid. They make you use personal leave, or annual leave if you have any, in order to get paid.

2. Regarding make-up workdays: for example, if you are required to work on a Saturday, you are not allowed to come in voluntarily. They insist that you use personal leave, simply so they do not have to pay you.

3. It is a family business. The entire company is made up of relatives and connections, all working through whom they know. Their work abilities are very poor, and they will even drag you down.

4. The products do not improve, the owner has no policies, and the managers are brainless. Almost all serious employees have resigned, leaving mostly relatives and connections.

5. The company system is poor, with no path for promotion. The starting salary is 23K before labor and health insurance deductions, and even after working there for several years, it remains the same.

6. One person has to take on multiple roles. If anything is not done well, it is all your fault; they do not consider that you are doing many things and show you any understanding.

7. No one cooperates or divides the work. Everyone is very good at shirking responsibility, so you can only work yourself to death—which is apparently what you deserve.....

8. This is not a company where you can work for the long term.

9. Salaries and opportunities elsewhere are better. Do not force yourself to work for this company; it is not as good as you imagine. So what if it is a factory-type company? Both its export and domestic sales performance are terrible. It cannot even support everyone in the company. All the money earned is distributed among the relatives and connections; there is none for you.

10. There is no year-end bonus. I only ever received one-third of one month’s salary once, and never received another afterward. I heard it depends on the person; apparently only managers and relatives receive year-end bonuses. Ridiculous!!! They talk about everyone sharing the burden during difficult times, but it is not everyone sharing the burden—your family members receive plenty, while the junior staff working themselves to death are expected to share the burden with you. What a joke.

11. There are no employee trips. Even domestic trips require you to pay your own way. How much does the welfare fund actually subsidize? This should be a family trip for the relatives and connections; what does it have to do with us junior employees?

12. The company treats employees terribly and has never been good to them. They talk nonsense about retaining good talent, but that is not true—every good person has left. Where are the so-called talented people? All that remain are relatives and connections with poor abilities doing the work. You work yourself to death while one of those relatives shops online, answers a few calls, and happily chats with advertising callers. Wouldn't that make you angry?

There aren't really any advantages.

Leaving early after finishing your work will get you criticized. The product is not competitive, everyone just pretends to be busy, salaries are several thousand dollars lower than those at other companies, managers only talk without taking action, overtime pay only starts being calculated 30 minutes after the end of the workday, employees are required to use annual leave or personal leave on typhoon days, and there is no pay on typhoon days.

At noon, the company provides NT$70 boxed lunches as an option, with the company and employees each paying half.

The employee welfare committee is basically just for show, holding meetings without much substance. Ultimately, any welfare benefits that can actually be implemented still require the boss’s approval. Each year, there is generally NT$500 in birthday money. Company trips are not held every year. Year-end bonuses depend on the individual. Working hours are from 9:00 a.m. to 6:20 p.m., with a ten-minute break each in the morning and afternoon. There have been cases where salaries were not adjusted after the probationary period. The atmosphere at the company is dull and lifeless.

The boss has a bad temper. The compensation for someone with a master’s degree is worse than the starting salary for a college graduate at an ordinary company. Really awful.