台新金控_台新國際商業銀行股份有限公司

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The assistant surnamed Zhu in the telemarketing department gives new hires a terrible attitude and clearly acts like a manager despite only being an assistant.

This is probably the most sophisticated part of how this system operates: there’s no need to directly deny you; all it takes is making you slowly doubt yourself

—and that’s enough.

Recently, I saw Education and Training King Jia X once again bring up the story of mentor Sol in a retrospective. The familiar routine is still the same

: first, re-editing the past into a glowing retrospective, then turning other people’s experiences into their own endorsement, and smoothly drawing out what appears to be a well-organized circle from their time at Taiwan Cooperative Bank. They call it passing on a legacy, but it looks more like precisely allocating resources

and benefits; they call it inspiration, but it is really just saying vague things in a way that makes everyone think they are talking about them.

At first, they give you a life jacket, making you feel that you are finally understood and seen; then they use incentive bonuses

to ignite expectations, making people think that as long as they follow the right rhythm, they can quickly turn their lives around. But once you truly commit, you gradually discover

that it is more like a beautifully packaged medicine pouch, covered with claims about its effects while downplaying its side effects.

What you should really look at is not these stories, but the details that are deliberately ignored—such as the records and totals of personal leave, official leave, and sick leave within a year. These cold numbers should be recorded alongside other people’s attendance and diligence;

they are more honest than any moving narrative. Yet when you raise these questions, you are often guided into believing that your understanding is flawed,

and you may even begin to wonder whether you simply are not working hard enough or are not committed enough.

The overall atmosphere is like riding a YouBike to watch a game between the Wei Chuan Dragons and the CTBC Brothers. The Wei Chuan Dragons are gradually adjusting their pace during a rebuilding process, while the CTBC Brothers and Shin Kong are finding new approaches amid change; by contrast, this place feels like a team still trapped in old tactics, with sluggish pacing, a stifling atmosphere, and an indescribable air of lifelessness throughout.

Jia X’s methods are consistent: announcing the vision by tagging people in group chats at night without notice, while vacation time is endlessly eroded; they call it cultivation, but it looks more like testing obedience. Promotions are slow, administrative procedures are lengthy with no sign of improvement, and work is unevenly distributed, yet everything is expected to be completed within unreasonable time frames. From Xing Ju Dian, Xiao Long Food, and Tainan noodles,

to Liu Mama Cold Noodles, Liu Family Cold Noodles, Dongyin Quick Swordsman, Wuki Stone Hot Pot, and Wanfang Ice Room, it may look on the surface like concern for people’s lives and an effort to build closeness, but in practice it feels more like keeping people tightly bound to the same rhythm, until even their space to breathe is completely consumed.

When you try to advocate for a reasonable pace, you are instead labeled. Over time, many people are not persuaded but worn down. Eventually, even their most basic judgment begins to waver, and they may even attribute the problem to themselves.

Circle circle little circle circle comes to drink tea

A doctor named Calvin noticed, while attending a large charity concert, that the organizer had issued a structured warrant based on an asset called “sports coins.” The doctor usually studies financial engineering. During a break in the concert, he sat in the audience and used a notebook and ballpoint pen to derive the warrant’s theoretical value and hedging parameters, planning to donate a fixed proportion of the warrant’s future proceeds to a rural medical fund.

The warrant is designed as follows:

The warrant is a European call warrant with no dividends.

Warrant expiration: T = 1 year

Current price of the underlying asset (sports coins): S0 = 120

Strike price: K = 110

Risk-free interest rate (continuously compounded): r = 3%

Annualized volatility: σ = 25%

Warrant conversion ratio: α = 0.2

In addition, the warrant has a “donation clause”:

If the warrant is in the money at expiration, the warrant holder must immediately donate 10% of the warrant’s intrinsic value at expiration. However, the donation amount does not affect the underlying asset’s price or market dynamics; a credit card may be used.

The doctor assumes that this donation clause can be treated as a linear reduction in the cash flow at expiration, and therefore expresses the warrant’s expiration payoff as:

Payoff = 0.9 × α × max(ST − K, 0)

Under the risk-neutral probability measure, the doctor writes the following pricing equation:

C = 0.9 × α [ S0 N(d1) − K e^(−rT) N(d2) ]

where

d1 = [ ln(S0 / K) + ( r + 0.5 σ^2 ) T ] / ( σ √T )

d2 = d1 − σ √T

After completing the pricing, the doctor further calculates the warrant’s first-order sensitivity to the price of sports coins (Delta) in his notebook and considers how to dynamically hedge it, so that market fluctuations after the concert ends will not affect the final amount he can donate.

Which of the following is closest to the “combination of the warrant’s theoretical price and Delta”?

A. Warrant price approximately 1.85, Delta approximately 0.09

B. Warrant price approximately 2.40, Delta approximately 0.12

C. Warrant price approximately 3.10, Delta approximately 0.18

D. Warrant price approximately 3.95, Delta approximately 0.22

No pros. I thought for a long time and couldn't come up with any. Utterly pathetic.

A terrible company. Think carefully before joining, especially the corporate banking business unit—the division that recently relocated. At the former Ren'ai 19F location, five people from one team resigned collectively within a year. They frantically hire replacements, and then everyone frantically resigns again. Anyway, I don't know why that team leader can keep working there without any consequences. The red flags were obvious long ago, but HR didn't care. They only ask whether you want to transfer to another unit, then throw an even worse position at you. The company's HR is never on your side. They will even pressure you to start and report to work early, giving you no gap time at all.

They call it a responsibility-based system. They always require you to be at your desk at 8:30. Do you think you can leave at 17:30? Heh heh. Actually, your official end of work is always after 19:00. The company will clock in for employees directly—their back office has influence. If the Ministry of Labor investigates, they will drag things out with the entire compliance department. As a low-level employee, don't expect too much: NO overtime pay, NO compensatory leave. Try reporting it if you dare—the team leader will stand behind you every day waiting to tear you apart. Working overtime on holidays is standard. The company always welcomes you in.

The managers have serious anger-management problems. When they're in a good mood, they only sarcastically mock you a few times. When they lose their temper, they slam the table. They take on an excessive amount of business and dump all of it on the staff. After handling a full day's worth of transactions, there are still cases waiting for you. Coworkers scheme against each other; if no one helps you, you should be grateful. More often, they wait for you to get into trouble so they can stab you in the back. On the surface, everyone appears harmonious, but there is a lot going on beneath it. Old-timers spend all day doing nothing and wandering around, while exploiting new, younger employees and treating you as disposable.

Run while you can. Even a supposedly high-quality company deserves much closer scrutiny.

Good for accumulating experience, but not suitable for staying long-term because it is very exhausting.

Senior management’s methods are problematic. They only raise problems, and those problems often turn into disguised punishment for lower- and mid-level employees, causing back- and middle-office units to use outdated methods of management, which frequently annoys customers. The software is good but very fragmented; the hardware is extremely poor. Frontline work efficiency is low, middle management has a hard time, and in summary, incompetent commanders wear out the entire army.

Can't think of any for now

HR proactively recommended the position, and I was interested, so I went to learn more.

I interviewed with three managers. The most senior manager for the position kept pressing me about whether I would choose to work in banking or in industry in the future?!

(At least three or four times during the interview, they insisted that I provide an answer.)

I replied that I was interested in the position at the company, but could not be certain that I would work in one particular industry in the future.

The other two managers: Manager A asked about relevant work experience and how I handle and solve problems; Manager B did not ask many questions.

I asked what qualities the managers expected from applicants and what problems they hoped the new hire could help the company solve.

Manager A said they wanted someone stable who hoped to work together for a long time.

The most senior manager for the position said, “We’re not looking to solve problems; we just want someone to work alongside us and do the job well.”

It felt like the company had a certain preconceived image of job candidates.

If the company needs someone devoted to banking, I suggest directly restricting the desired background when searching for a more suitable candidate.

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I encountered a female supervisor with bipolar disorder who often screamed. The work atmosphere was poor, work was distributed unevenly, and in the end, she refused to pass me through probation, forcing me to leave! It was truly like hell on earth! All day long, I was made to repeatedly do bizarre tasks! The dysfunctional department had you do this and that and write lousy presentations, while many colleagues were impolite and threw their weight around! Most importantly, they were very indifferent and unwilling to help others!

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A few years ago, I worked on data entry. The supervisor at the time was extremely unpleasant. If anyone lowered their head for a few seconds, she would immediately ask whether they were daydreaming, or stand directly behind people to monitor them. She would even count how many times people went to the restroom.

Because the work involved entering credit card data, there were sometimes hundreds of items and sometimes only a dozen or so. It was impossible to have something to do every second, but the supervisor would deliberately patrol when there were no items and pressure you to keep refreshing the page.

Even when the daily quota had been met, she would nitpick and say, “Why are so many of these rejected? Are you deliberately choosing the easy, simple items to work on?”

The most uncomfortable part was that the supervisor was a mother with children, but when speaking to young male colleagues, she would constantly put on a coquettish voice and even refer to herself as “big sister”...

There was also a time when a colleague accidentally broke his glasses but still came to work. By noon, he was so dizzy that he had no choice but to take leave at short notice to get a new pair of glasses. The supervisor said to him, “Why didn’t you have a spare pair of glasses? You should have had one in the first place,” as if he had deliberately broken them. She was extremely harsh toward people.

Learn how to protect yourself amid office politics and traps set for you.

Be careful—other departments may set traps for you to fall into.

They are currently cutting costs.

There is no money for anything.

The boss still tells you to figure out how to get things done.

If you join the Capital Planning department,

you need to understand what your superiors want.

You even have to use presentations to teach them how to read.

Submit a spending project without BU support, and you are guaranteed to get yelled at.

The IT department doesn’t have to shoulder co-selling responsibilities, salaries are paid on time, and the company won’t go under

Only senior employees have it good

There are a lot of legacy systems; VB.NET was still being used in 2021

People with solid technical skills are less likely to be given opportunities

A lot depends on the user department—if you work with a good one, you’re in heaven

If you work with a bad user department, they stir up trouble and IT can only swallow it

If your manager doesn’t support you and keeps bringing back a bunch of orphaned systems, you’re really screwed

You end up working overtime to do a bunch of things, and then your performance review is still poor

Good salary

Reputation of a large company

Can rotate between departments after two years

There are many older female managers at Taishin. There aren’t many good bosses. Some of the older female colleagues are also scheming and snobbish, treating only people who benefit them well; otherwise, they treat people they perceive as threats very poorly and like to nitpick over minor issues to file complaints. In addition, some bosses are hysterical, hold grudges, and listen to others’ exaggerated tattling without understanding the situation, deliberately getting a group of people together to loudly humiliate someone. They often yell loudly in the office and scold people over both major and minor matters. Every problem is someone else’s fault. Bosses who don’t listen to others, act arrogant and put on airs, care only about whether they themselves look good, and don’t care about their employees have a very ugly side.

(Central District Customer Service)

Salary of 28,000 or more. Since it’s a large company, there are bonuses for the three major holidays, employee trips, and paid annual leave.

The supervisor nags a lot. Breaks are very short and irregular. Other than that, Taishin’s customers are all very scary. If you want to work in customer service, you need to have a strong heart. Many people leave because of the intense mental pressure.

Can't think of any yet

The hiring manager from the department proactively contacted me for an interview.

There were three interview rounds in total: hiring manager → department director → HR. The final HR interview was essentially about salary, and they said they would notify me of the result within a week. However, after a week passed, there was no news at all. I proactively emailed the hiring manager to ask, but received no response either. I felt that this was quite disrespectful to job applicants.

I have some concerns about the probationary period lasting six months.

Employees who have not passed the probationary period are not considered official employees and cannot enjoy the official employee benefits. The calculation of seniority for the year-end bonus also only starts after passing probation...........

The drawbacks far outweigh the advantages, so it’s hard to think of any advantages at all.

1. The employment notice deliberately avoids stating how many months of annual salary are paid, mentioning only verbally that 14 months are guaranteed; it is usually up to 16 months.

2. If you leave before December 31, you will not receive any bonus because this was avoided in the employment notice.

3. The birthday gift money is applied for collectively by the Welfare Committee and used for events. If you do not participate, that is your own choice, and there will be no refund.

4. There are many older employees waiting for retirement, and even more managers who do nothing but coast and give orders.

5. They are always thinking about how to evade responsibility and flatter senior executives instead of doing actual work. They write piles of reports, then blame you after something happens, asking why you did not anticipate it in advance—even though they gave you no time to do a damn thing.

6. Rework is constantly being done.

7. A certain deputy general manager likes subordinates to report on technical aspects and requires explanations that he can understand. If it is too technical, he does not understand; if it is too simple, he makes glib remarks that it is not difficult and should be done quickly.

8. A certain team leader only thinks about how to pressure subordinates into meeting senior management’s demands, without considering whether the requirements are reasonable.

9. The above refers to the Capital x unit.

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1. Employee health checkups are annual for managers and above, and every two years for everyone else. So are the others not employees?

2. A health checkup subsidy of 1,700??? I personally think it’s a bit too little.

3. The distinctive feature here is the “three don’ts and one have-not”: don’t know, don’t know, don’t understand, and no such thing.

4. Teamwork? Dream on! If you need someone’s help, it depends on how well you know them.

The interview is divided into two stages: HR and the supervisor.

I don't know whether they forgot to send the notification, because I found online that people with interview experience said Taishin always informs candidates of the interview results afterward. However, the fact is that I waited for a long time, and even after calling, I received no response. In the end, I had to tell them that I wanted a definite answer before they would reply. It really left a very bad impression on a job seeker.

1. A number of departments do not allow overtime pay claims; working 10–12 or even 14 hours is considered normal.

2. The year-end bonus is not calculated proportionally from the start date. It is calculated from the end of the probationary period, which lasts as long as six months.

3. For the three seasonal bonuses, you must pass the probationary period and complete six months of service to receive half, and complete one year to receive the full amount.

4. All three seasonal bonuses are paid through PChome’s affiliated company, PayEasy.

5. The travel allowance and birthday gift money are only available after one year of service. They are not deposited into individual accounts; instead, the department applies for them collectively and manages their use.