華碩電腦股份有限公司

There are highlights to clip every day.

Hahahahahahahahahahahahah

The most frequently super interesting segments here are when the incompetent managers and PR team can’t come up with interesting ideas, like a group of old monsters trapped in a lake.

Stop thinking about outdated jokes, assuming that climbing over a wall counts as traveling. Everyone is best at shirking responsibility. Hurry up and find a channel to promote it—that’s the only way to keep developing.

You can watch TV and eat at the same time for a long time

Does eating while watching TV make you gain weight easily? Would you eat while watching TV, while watching TV?

When the world starts accelerating, will you keep monopolizing the industry, monopolizing the industry, monopolizing the industry?

Living on Mars and eating for a long time, when it becomes synonymous with horror movies, it tells you that this is an unhealthy way of thinking that exists everywhere.

All 300 research studies indicate that people with terminal illnesses are like standing at the mouth of a volcano eating snacks; chewing slowly and thoroughly helps digestion, and they would not even know on the day they fall in.

A bunch of elders still think that three can make the App Store. The stakes are too high, so please be careful not to overeat.

Year-end bonuses are becoming increasingly nonexistent

I'm sorry, the head of R&D doesn't know what you want to ask. You can provide me with more information, and I'll do my best to answer your question.

The current leaders in Taiwan—if they run for president, will they hope to secure a victory for Taiwan's future? Stop constantly groveling to the Little Pinks and first improve the senior-junior hierarchy. What era are we in, still acting like we're in the military?

Developing AI doesn't mean copying AI. Using it to replace employees and taking credit for their achievements will only waste money on PR. Take a look back at your actual headcount and ghost employees, and you'll surely understand the malpractice I'm talking about!

Policies such as talent development are what will promote Taiwan's healthy and sustainable economic development. Extending military service may be one solution to Taiwan's manpower shortage, but it may also bring some problems and challenges.

Unequal resource allocation causes a huge backlash. At the same location, in the same incident, they still couldn't even replace a broken tent, implicating innocent bystanders. I thought there were dinosaur judges here too; let me tell you about it.

If it decides to run, what policies will it propose?

Working hours:

Working hours at ZenBook SPM are flexible.

Team:

The ZenBook BU is generally quite serious and dedicated,

with no shortage of teams that work hard and genuinely hope the product will succeed.

Compensation:

It is best to calculate the annual salary (including the bonus) based on 16 months; 18–20 months is no longer a reality.

Monthly salaries have increased, so compensation is relatively stable.

If you resign before receiving the bonus, department-level managers will take the bonus back.

Opportunity to learn Excel

The manager is extremely difficult to work with and demanding. Nearly 80% or more of the work requests are due either the same day or within half a day. You need to be very, very resilient to last six months to a year. Female employees may even end up in tears. This position is frequently hiring. Unless you plan to stay for a while and then transfer to another department within ASUS, it is not recommended to remain here for more than a year.

The culture varies greatly between departments. Some team leaders will block you from claiming overtime, while others allow it; some let you leave on time, while others make you stay very late.

My team lets us claim overtime. During busy periods, working hours can extend until eleven or twelve at night; when things are less busy, until seven or eight. On weekdays, it’s also fine to leave at six or seven if you have something to take care of.

The downside is that the departmental bonus is small; even with a master’s degree from one of the Big Four universities, it takes about three years to break the million mark.

I haven’t been treated unfairly either—at least, I received ASUS’s Model Employee award one year while keeping this kind of schedule.

So choosing the right department really is very important...

The benefits are pretty good for “newcomers to society”; otherwise, I basically can’t think of anything else.

I left ASUS some time ago, but I believe the situation there probably hasn’t changed much:

1. Don’t assume that work is highly specialized at a large company. Basically, when you join, you’ll be in some small department and have to handle all kinds of miscellaneous tasks.

2. ASUS is a place of “scheming and infighting.” In departments with some seniority, colleagues all put on fake smiles, and being stabbed in the back several times is considered normal.

3. Don’t try to find a romantic partner at the company. Basically, anyone with a bit of looks has some kind of special relationship with an XXX manager they don’t even know.

4. Don’t try to seek help from HR. HR and the managers are all in cahoots; there is absolutely no one in the company who can save you.

5. Take a calm approach to projects. Leave work when it’s time to leave; hard work does not equal performance.

6. If your manager puts you on a PIP, don’t try to “give it your all,” because being put on a PIP means your manager doesn’t like you—it has nothing to do with your “effort.”

Finally, here’s a piece of advice for “you”: joining “ASUS” is just for building up your résumé. “ASUS” isn’t worth working yourself to the bone for, and after you leave, no one at your next job will care what you did at “ASUS.” As long as you work conscientiously and have a clear conscience, that’s enough. Show up on time, leave when your workday ends, and if you can’t finish something, leave it for tomorrow. The slogan “humility, sincerity, diligence, sensitivity, and courage” is merely a shackle that keeps you trapped as a corporate wage slave—it’s just for appearances, not something they truly practice.

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If you are still struggling in the commercial division, I suggest resigning as soon as possible.

It will be much better for your physical and mental health.

All day long: Brother B says no; Brother B disagrees; Brother A disagrees.

Parts are subjected to aggressive cost-cutting; they use cheap materials while still expecting good quality.

The culture of infighting is severe, and performance reviews are also a black box.

Every time they speak, it is all about what DHL has done, so we have to follow suit.

When encountering a bug, quickly check whether it has happened at DHL.

If it happened at DHL, it is a minor issue—nothing happened.

If it did not happen at DHL, the entire project team is prepared to put aside everything they are working on to solve this problem that the boss cares about.

Making a huge fuss is the culture at which the seam is most skilled.

Low pay can encourage frugal household management

Among the “Big Five” in the electronics industry, salaries are at the bottom

Everyone in the industry knows that ASUS has a very low base salary

Performance reviews are a black box

The salary structure is poorly designed and circumvents the Labor Standards Act

The year-end prize draw is rigged

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There is serious rework, affecting work efficiency

The workflow involves inexplicable rework, and revisions are entirely dependent on the supervisor’s mood, resulting in highly unreasonable working hours. The superior-subordinate relationship is severe, and the supervisor applies double standards, refusing requests for overtime pay or WFH. Taking leave is made difficult, while the supervisor worked from home for three months.

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Low pay; the salary structure is padded with various labels to make it appear to be a full salary.

The 6% pension contribution required by the Labor Standards Act is not followed; high salaries are underreported, and the actual salary is not fully reported.

1. The HR staff were all very nice.

2. The manager eventually encouraged me (because their questions brought me to tears).

1. At the beginning, the manager directly and clearly expressed dissatisfaction that I had applied to two departments, saying they were confused about which one I actually wanted (Is it wrong to apply to two departments? I’m suitable for both, and I wanted to increase my chances of getting an interview.)

2. The manager began to question my motivation for coming to the interview and also asked why I wanted to leave my current company. I clearly explained the reasons: the company I currently work for is embroiled in internal conflicts, which have become so serious that many departments no longer have managers. The project I am currently responsible for may come to nothing, and there is no longer any room for me to grow or further develop at the company. The manager said that all the problems I mentioned would also occur at ASUS, then asked me again whether, if the same thing happened in the future, I would likewise choose to resign. ((First of all, I submitted my résumé, you reviewed it, and you invited me to interview. You gave me the opportunity to interview, and I came because I liked the position. Otherwise, who would spend so much time and effort preparing all these things, then take unpaid personal leave from their company to interview at ASUS for no reason?))

3. Related to the previous point, the manager asked why I was only applying now even though this position had been listed on 104 for a long time. The reason was that I had only just learned about the position. However, this answer failed to convince the manager, so I could only explain that I had thought there was only one type of PM role. When I was looking for my first job, I had been afraid to apply because I lacked experience, and I also didn’t know that PM roles were divided into so many different types. The manager seemed to reluctantly accept this explanation.

4. The listing on 104 stated, “Candidates with experience in STEM, AI, … curriculum and lesson-plan development, camp planning, or teaching are preferred.” Therefore, I attached my teaching certificate and numerous certificates of appreciation for leading camps to my résumé. However, the manager directly said, “We don’t need that.” (Then what does it mean to write that on 104? Or are you, Manager, simply too busy to know what position you are currently interviewing for? I’m genuinely baffled.)

5. As the interview progressed, I increasingly felt aggrieved. I had clearly prepared according to the information on 104, and I had even received an interview invitation—so why did attending the interview make me feel as though the manager thought I had come to cause trouble?

6. I strongly suspect that because I applied for two positions, the manager was already biased against me and therefore deliberately made things difficult for me at every turn.

The company’s benefits are better than some, but not as good as others.

The unit I joined was very small, but everyone kept their own agendas and only looked out for themselves. The entire unit also had no real mentoring system, leaving newcomers at a loss. When my supervisor instructed me to obtain information from colleagues, they would play games and refuse to provide it, or give me incomplete information. There is a reason for the high turnover rate. The supervisor also pretended nothing was wrong and spent all day in inexplicable meetings. Newcomers who knew nothing were still sent directly to participate in meetings, which was a huge waste of time. Moreover, the unit had no clear vision for the future. It wanted to develop every kind of product and follow whatever others were doing, leaving employees completely at a loss, like headless flies. Staying on would only mean gritting my teeth and enduring it; I don’t feel that I could accumulate any worthwhile experience there.

You absolutely cannot understand what it is like to be in this situation unless you have worked there. I once thought it was a technology company, but in reality, many aspects were based on the typical mindset of Taiwan’s traditional industries: extremely conservative and not innovative at all. I sincerely recommend that anyone considering joining first search online for other people’s experiences, or see whether they know anyone in the relevant unit. It definitely doesn’t hurt to ask around and learn more.

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Cold|KnowledgeA|Chat

The battery preview turned out to be real events! Just how crazy are the people in Florida😍

The day the laptop came out was real, and everything afterward was rotten strawberries. That's really wild. This time the setting is in these four cities in Korea and Japan, with game-selection difficulties for choosing gifts, new clothes, and new shoes to sell in exchange for insurance.

The fictional film corresponds to the real world—no-dick officials. What a bunch of bird-brained people and bird-brained affairs. Shit fills the psychedelic market scenario; the nurse gives you a menu and tells you there is no medicine for you—this is a real-event vote. An old man breaking into the restroom; lots of stocks; Walmark 50% of the money sent out; ATM upgrades; something similar to streaking happened; racial discrimination was seen on an OLED screen. No matter how you run, the business on the sports channel explodes and happily transforms 15234-BRADG

The current vulnerability backend report shows more types occurring more frequently. They only let you see one week; the other three months are a pseudo-security mechanism. It's fine—if you have permission but they don't let you see it, then it's fine. ➕➖➗ Willing to pay for you to carry luxury-brand bags; come quickly for sponsored promotion to increase reach💋💋💋💋

When🖱the🖱public🖱relations🖱office🖱doesn't🖱have🖱enough🖱resources, it's📞really📞hard📞to📞earn📞exposure📞and📞reach📞rate. Hurry🌝up🌝and🌝secretly🌝buy🌝traffic🌝from🧛low🧛benchmarks🧛to🧛higher🧛points🧛100000🧛views🧛for only 10000🧛yuan. Hurry👯♀️and👯♀️join👯♀️the👯♀️shoe👯♀️teaching👯♀️commercial👯♀️cooperation👯♀️event; the current🏧quote🏧is🏧a🏧total🏧of🏧40% off🏧🏦

The benefits are really good, highly recommended.

I don't know about the other departments, but Department XXX on the 15th floor—do not join it under any circumstances. It is truly torturous, and the turnover rate is really high; someone leaves every month. Please think carefully before proceeding.

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Takes an unsigned x bits arry to signed, tests some undefined behavior, and when you answer that it’s undefined behavior, they still look completely confused???

What an idiot. Are they trying to test type promotion, unsigned & signed, or are they just trying to be funny?

I don't know how many excellent employees ASUS has, but I interviewed three times, and the interviewers gave me a terrible impression.

Do you invite people to interview without even looking at the applicants' résumés first? The interviewers' attitudes were also extremely flippant, and they would barely answer questions.

If this is your attitude toward recruitment, you might as well hire all foreign workers instead. After all, you clearly don't want talented people to join.

Instead of spending money on PR, you should improve the interview process properly.

Well-known, a renowned company in Taiwan

Doesn’t seem to have much bureaucracy

The HR interviewer’s attitude wasn’t particularly good, but the explanations were quite detailed

It took a long time to receive the offer; it only arrived after I had already accepted offers from other companies

Taking time off to interview is foolish. I always schedule interviews after work or do them remotely. ASUS agreed, so now that I already have the biggest advantage, it just depends on how I perform~

1. Ten minutes before the interview, the interviewer told me it would be delayed by an hour. I was willing to accommodate them (I had originally planned to interview in a meeting room at the office), so I packed up and prepared to head home. While I was getting ready to sign out my scooter, I received another call from the interviewer saying that their schedule was free after all. I’m very accommodating~ So I returned to the office meeting room to get ready for the interview.

2. At the start of the video interview, the other person already had a very sour expression. She took notes on her laptop while interviewing me, then compared the information in 104 and ASUS’s data systems, pointing out discrepancies in the years and asking me to explain them (I’ve worked for over 10 years—I long ago forgot exactly which years I graduated~).

3. At the time, I was fairly satisfied with the compensation and working hours at my current job. If I were going to sell my life to ASUS, there would have to be sufficient incentive. I knew they definitely couldn’t offer the figure I expected, so I was simply treating the interview as a leisurely experience. Since the other person’s tone wasn’t very friendly—in plain terms, we just didn’t click—I started sparring with her, asking questions she couldn’t answer and pointing out flaws in her statements.

4. Finally, she asked about my expected compensation. I told her that I had already entered a figure in the ASUS system and asked her to look it up herself and let me know if she couldn’t see it. After she saw the figure, she ended the interview very quickly (maybe it was even higher than hers~).

5. Later, I interviewed with a foreign brand and passed all four rounds smoothly before joining the company. At the fourth round, the foreign interviewer started by saying that he would take notes on his laptop and asked me not to mind. He likewise took notes while interviewing me, but foreigners know what respect means. I interviewed with ASUS more than once, and from being a newcomer to becoming an experienced professional, I never felt respected. ASUS later still contacted me about other interviews; when I asked questions by phone, the rookie HR representative kept giving evasive, scripted answers because she didn’t know anything. All I could do was put her in her place.

6. Looking back on my early career, I was often treated unfairly in interviews because I was a rookie. After working for many years and reaching a certain level in the workplace, I no longer allow myself to be disadvantaged in interviews. But the prerequisite is that you have to make yourself strong enough.

You can call yourself a big company in the tech industry.

Interviewed for a TPM position at age 32 as a married person

The “senior colleagues” conducting the interview—one man and one woman, around 30–40 years old—asked: So, are you married?

Answer: Yes.

Interviewer: Shouldn’t you establish your career before starting a family? (with a contemptuous laugh)

Answer: Family planning involves timing considerations.

Interviewer: What do you think sales does?

Answer: It is responsible for sales performance and sales targets.

Interviewer: Okay, thank you for coming today.

Sharing my TPM interview experience for everyone’s reference. Personally, I think there is really no need to go to Lide Street and waste your precious life on people who have problems in their heads.

Spacious office environment and a diverse employee cafeteria

Flexible start times and flexible leave

All colleagues have a good attitude and are willing to help

Even people from other departments are friendly

Managers are not harsh, and you have autonomy

Not much overtime (hardware quality control PM)

A company that makes me very happy~

Low salary. Although there is an annual raise, it still cannot compare with changing jobs once—it would take 10 years of raises to match it.

1. HR was quite hospitable, and the online responses were pretty okay.

2. Overtime pay is provided.

3. Good environment.

1. During the interview, you have to take a huge detour to the main entrance to exchange your ID for a visitor pass… It’s quite inconvenient, and even leaving is the same. The route planning for visitors is really not okay.

2. Too much time wasted on unnecessary tests.

3. During the pandemic, the interviewer did not want to wear a mask during the interview, although they did obtain the interviewee’s consent.

(They asked, but could the interviewee really say it wasn’t okay? 🙄)

4. They will ask which other companies you are interviewing with and about your salary at your previous company… Really not okay.

5. The monthly salary is low. ASUS calculates compensation on an annual basis, so the monthly salary is kept very low… far below the industry average.

If you mind having a low monthly salary, seriously don’t come and waste your time. (14 months’ salary guaranteed.)

After my self-introduction and explaining my work,

the interviewer said perfunctorily, “Is that all?”

(The key points were already covered. How long was I supposed to talk? 🤷‍♀️)

It felt like the interviewer was not even familiar with or aware of some basic software.

The HR representative knew more about the software commonly used for the position than the interviewer did,

but the interviewer didn’t… 🤷‍♀️

It felt like they were just casually dealing with the interviewee.

They emphasized that the company’s employees were all from National Taiwan University, National Tsing Hua University, or National Yang Ming Chiao Tung University,

as if to say, “Why should we hire you?” 🤷‍♀️

Then they started introducing what their department does…

The interviewee only knew that ASUS makes computers,

so they assumed the interviewee did not understand the company.

They began giving a long-winded introduction to the company—is this advertising? 🤷‍♀️

They explained that ASUS does more than make computers,

also making gaming products, high-end computers, and other products and developments…

They didn’t even know that some of the interviewee’s work was redesign work?

Do they not understand what “redesign” means?

So I seriously asked them in return,

“Have you looked at my work?”

The other party said, somewhat guiltily, that they had.

If they really think that people with backgrounds from NTU, NTHU, and NYCU are the elite,

then isn’t interface design just a matter of tweaking some Bézier curves? 🤷‍♀️

Why invite me to the interview and waste my time, then?

Nearly three hours wasted.

A rejection letter arrived a month later.

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John Jiang, who has already left to join Lite-On

Leaks the company's Wi-Fi specifications and other confidential information to other companies everywhere

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During the infectious disease period, the interview this week was conducted by video.

The invitation included the manager’s name.

- After logging in, I saw that both the manager and HR were online.

However, neither had their camera on, so I turned mine off as well. After HR turned hers on and asked me to turn mine on, I switched it back on.

- The manager logged off immediately after I joined. I don’t know if I looked too terrifying or what (okay, then).

- HR began a lengthy series of questions.

My reason for leaving was already written on my résumé, so I don’t know why, like so many companies, they had to ask me to explain it again and then write it down in their notes. It took even longer than at many other companies. She didn’t understand even when I used euphemistic wording, so I explained it multiple times.

She finally understood, but then thought I had criticized my former company in a direct tone and recorded it that way. (But that was only my personal impression. I felt that I had stated the facts in a tactful tone; after I repeated myself several times, she finally understood. My personal impression was that she seemed to think I was criticizing my former company.)

- Then two female managers joined. They said they would be the direct managers for this position, but the invitation did not mention these two... Perhaps the incompetent manager did not dare to conduct the interview and brought someone in as a shield. If they were going to use HR and subordinates as shields, and had no intention of interviewing candidates themselves, they should have told HR not to waste so much time asking meaningless questions...

- I was already exhausted after the interview with HR. During the interview with the two female managers, they seemed to want to end it, and since I was tired too, I thought, fine.

- The manager who was too incompetent to hire people and used subordinates as a shield did not turn on their camera. The two female managers interviewing me kept their cameras off from beginning to end, which was very disrespectful. (That said, after HR—the person who asked me to turn on my camera—logged off, I could have seen that they had theirs off and turned mine off too. They did not ask me to keep it on, but since both of them were women, I thought I could accept leaving it on, so I kept it on.)

- The female managers asked a few questions and then let me ask questions, but they were in a great hurry to end the interview and showed very little patience. I felt very uncomfortable and decided to withdraw from the second interview.

- If the incompetent manager did not dare to hire people, they should not have brought someone in to conduct interviews... What a waste of time.

You can see Zenbo in the lobby.

The HR interviewer was absolutely shocking—extremely by-the-book, with way too much scripted talk and very rigid logic. I really don’t know how someone with such a poor mindset can work in HR. They were pretending to be professional and acting serious, but were really just an empty shell. It’s truly a case of a company producing the kind of people it has. Is there any hope for this company?

Absolutely none!!!

For such a large company, the HR was unbelievably terrible!!!

A female HR representative, probably no taller than 160 cm, with dark skin and straight black hair, thin with sunken cheeks, and wearing no makeup. I waited for over half an hour. When she came in, she greeted me normally and asked me to introduce myself.

But before I had even finished my second sentence, she lowered her head, propped it up with her hand, and her gaze began to drift. Her eyes were half-open, she rolled her eyes, and even closed her eyes for as long as 2–3 minutes! She also rubbed her eyes from time to time...

From beginning to end, she kept repeating these actions! One moment she would regain her energy and ask me questions, and the next she would look completely dazed. She stopped listening to what I was saying and even asked me to repeat myself! I was truly stunned.

When she asked about my salary expectations, I gave her my expected monthly salary, but she actually converted it to an annual salary and asked: “So, this annual salary... would you be okay with it? What about this annual salary...?”

She kept lowering the figure, pushing me until I said what I could not accept, and only then did she stop.

Was she bargaining with me? = =

Even if she is HR at a large company, she should still show basic respect, right?!

Does she not know how to write the two words “basic respect”? Aren’t interviewees people too?

How could her attitude be so terrible!

HR is supposed to be the company’s public face, right?! I really have to wonder how ASUS screens its employees. = =

The test alone took an hour. Including the interviews with various managers and the HR interview, the entire process took more than five hours.

They wasted the interviewee’s time and treated the interviewee like this...

All I can say is that ASUS HR truly lives up to its notorious reputation!

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A position posted on the company's own careers system

Submit your information

The system shows that an interview has been scheduled

Yet there is no follow-up or response

A position posted on 104 Job Bank

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The HR representative kept yawning from the moment they entered the meeting room, and even appeared to fall asleep at one point.

They were not listening during the interview, so the same questions had to be explained twice.

They also questioned the interviewee’s abilities simply because they had just graduated and had not worked in a related industry, saying that they lacked experience.

But in fact, I have already been in this field for seven or eight years, so I do not know how they determine whether someone has enough experience.

If they thought my experience was insufficient, why invite me for an interview in the first place?

Or perhaps they could not accept the attitude of trying different things early in one’s career after graduating more than ten years ago.

So was I supposed to just watch the HR representative doze off?

When the HR representative finally asked whether I had any questions, I did not ask anything out of courtesy. Otherwise, I really wanted to ask:

Do you know that there is a very large amount of eye discharge in your eye?

By the way, the online form that must be completed before the interview requires applicants to provide their previous company’s salary and annual salary.

Many pieces of private information are mandatory fields; the form cannot be saved if they are left blank.

However, there is a note at the end stating that the company’s salary and other information cannot be disclosed externally.

Before the interview, I did a great deal of mental preparation. I had mainly read online posts about the many unpleasant experiences previous applicants had, and, to be honest, I didn’t think my education and experience were particularly impressive. So I was a little surprised when I received the interview invitation. I went in almost expecting to be torn apart, thinking that even if I was just helping HR meet its performance targets, I was willing to accept that—I still wanted to give it a try.

After completing the two assessments, I went to another location for the subsequent interview. I didn’t have much interaction with HR, but the small details in my conversations with them gave me a very good impression. The later interview with the manager also involved what I felt were perfectly normal, general questions. At least I didn’t feel mocked or humiliated at all. Overall, it was a pleasant interview experience. Although I thought I probably wouldn’t get the job, I didn’t feel that my time had been wasted.

Seeing so many painful experiences, I wondered if I was simply lucky~

If I had to name something, I’d say the interview process felt a bit cumbersome. I also didn’t expect the interview to be held at another location, meaning I had to go somewhere else afterward. With such a large building, wasn’t it planned properly in the first place? Why was the office additionally divided and placed nearby?

Flexible working hours, but it also depends on the requirements of the manager of each department.

A relatively militarized management style, with intense factional politics.

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The job posting has been up on the recruitment website for over a year. They interview people to have them generate sales, then don’t even provide a thank-you letter afterward. When you call to ask about the result, they even snicker. What a lousy HR department.

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I had previously submitted my résumé to ASUS, and an HR representative called me personally to say that there was a certain position that seemed suitable and to arrange an interview.

At the time, I was a university student looking for a part-time job. My résumé stated that I was only looking for part-time work, with a schedule of about three days per week, and my education status was listed as currently enrolled.

During the interview, the HR representative conducted the initial screening and asked many questions. I felt that many of the personal questions were unnecessary, including several inquiries about family privacy, such as my parents’ situation and marital status. I personally felt very uncomfortable.

The most outrageous part was that the second interview was with a supervisor, who arrived nearly half an hour after making me wait. After sitting down, the supervisor asked how I had time to work when I was still studying. I explained that I was applying for part-time work and could work three days a week, or on Saturdays and Sundays. The supervisor immediately said they were looking for a full-time employee and that I might not be suitable. After talking for less than three minutes, they sent me away.

Didn’t the HR representative and supervisor look at my résumé beforehand? ASUS itself had contacted me, yet they invited me to an interview even though the schedule clearly wasn’t suitable. It was really ridiculous. It felt like the HR representative was simply looking for people to fill interview slots, and the overall experience was extremely unpleasant.

There is a strong culture of political maneuvering and favoritism. Once you join, you’ll discover that many people are related to one another. If you’re also related to a certain manager there, then it’s worth considering joining, because you might be able to do little or no work and still receive a decent performance rating.

You can tell from the performance of the products they make that they have completely stopped putting their heart into product development. They have released a bunch of poor-quality products, and consumers online have been loudly criticizing them… but it all goes in one ear and out the other.

It’s very simple: they don’t take the Taiwanese market seriously. (Although I don’t think they’ve captured much of the overseas market either!?)

Large company; a well-known systems manufacturer

They invited me to interview, yet asked why I came: “You already know our company’s situation, so why did you still come?”

The interview room was extremely hot, as if they were giving me an exam, and there was also a lot of noise outside from garden maintenance.

The first interviewer was very kind, while the second was aggressive and deliberately difficult.

It’s in Guandu, Beitou—a terrible location—and they don’t even provide parking.

Only the company's exterior looks nice; it has no other redeeming qualities.

The company is located in a remote area, yet there aren't even enough parking spaces. I don't know what kind of people they hope to attract.

They recruit people in all sorts of chaotic ways and humiliate interviewees. They didn't even turn on the air conditioning in the room where the written test was held, while roadwork was going on outside.

The interviewer was aggressive and overbearing. Even though the company is clearly in decline, they still think highly of themselves and asked, “Our company is already like this—why did you still come for an interview?” What a ridiculous question. They were the ones who invited me to interview in the first place, and coming all that way was already doing them a favor. What a waste of time.

Sorry, I can't find any advantages.

This department actually has little to do with RF; the work is basically just troubleshooting noise. The supervisors are also pretty problematic. Think it over carefully.

The environment is clean, upscale, and close to the MRT station.

The HR representative was extremely unprofessional.

From beginning to end, the position they interviewed me for was different from the one I had entered on my résumé.

Also, the interview took place outside a gym on the day of the interview.

There were other people interviewing nearby as well.

Throughout the interview, I could constantly hear other people’s interview content and personal information.

The HR representative’s questions also made me feel extremely uncomfortable and were very sharp.

The entire process was uncomfortable from beginning to end.

They asked me why I had applied for this position.

I hadn’t applied for it at all, yet they kept pressing me about the relevant expertise for this position.

When I left, the HR representative even threw out the following remark:

“I think your interview performance was terrible. You should reflect on yourself.”

Hello????????????????????

Bonuses have already been cut,

there is a lack of projects, making it feel like a retirement home,

regardless of whether you do well or poorly, you get a very bad rating...

Corporate headquarters RD: This is a place that heavily values pedigree, and some people slack off every day~

A National Taiwan University graduate still gets an A rating; royal relatives from NTU Electrical Engineering get A+

For everyone else, it depends on how much the supervisor likes you,

competence is completely useless,

Half of the managers slack off and play on their phones every day, for the same reasons as above,

They know nothing, yet can still become managers,

Whenever there is a problem, they email the vendor and drag things out,

The RD manager in name does not look at the code,

New employees are worked to death and get the worst ratings,

Old employees enjoy themselves to death and get an A rating,

When problems arise, they use new employees as scapegoats~

None

After I uploaded my résumé to 104, HR contacted me proactively. The position was Sales PM for industrial computers.

Since I am still employed, I specifically took time off to attend the interview, and it took several rounds of coordination to settle on a time that worked for both sides.

It started with a 30-minute logic test, after which the manager interviewed me.

I was asked to describe the main responsibilities of my current job and the project I was most proud of.

After I finished, they told me that my current role was a Project PM focused on processes, whereas they were looking for a Product PM focused on products.

My face fell immediately. My current job responsibilities were clearly stated on my résumé, including which projects I had worked on. If you felt I wasn’t the person you were looking for, why arrange an interview with me? Did you not look at my résumé at all before scheduling the interview?

Wasting an entire morning was incredibly frustrating!

Large company, the building looks very new, and it’s very close to the MRT station.

I seriously suspect there was a communication problem between HR and the department manager. During the interview, the department manager was actually surprised and asked me, “Didn’t HR tell you that you needed to prepare a presentation on a certain product?”

The key point is that, toward the end of the interview, the department manager also asked me, “Could you go home and ‘make up’ a presentation, and then have HR schedule a second interview (an oral presentation) with you?”

So I went home and spent a lot of time preparing the presentation. After sending it, I even called HR directly and asked them to make sure to inform me of the follow-up. HR agreed as well. The ridiculous part is that more than a month passed, and when I called HR again to ask what was going on, HR actually told me they didn’t know = =

Okay then. A few days later, I finally received a wonderful thank-you letter.

Such a “thorough” recruitment process—is it meant to show off how great the company is? LOL

A brand-name company whose name people recognize.

Choose the wrong department: The company's benefits look good on paper but are of no practical use, and working overtime without overtime pay is no longer an issue kept beneath the surface. That alone would be one thing, but there is also a great deal of infighting, making the overall work environment extremely poor. Your health will deteriorate—unless you are genuinely interested, escape as quickly as you can! Choose between work and life.

Choose the right department: You can really enjoy the company's benefits, including meal subsidies, a gym, and occasional lectures.

The brand name is big, making it easy to jump ship.

Pedigree is very important, seniority is very important, and pretending to love working overtime is also very important.

New hires have to go through a bunch of brainwashing courses in their first year, like joining a cult.

Unfortunately, at the time I had to attend weekly meetings with the parachuted-in brigade commander, Zeng, who constantly picked fights. Listening to his bullshit really made me want to jump from the smoking area on the top floor of the corporate headquarters.

The managers who conducted the first and second interviews were very objective. They were willing to listen to both the questions and answers and provide information. Overall, the interview process was very good.

I have completed two interviews. During the second interview, the manager verbally mentioned that I had passed the interview and that I would be notified of the next steps later. However, when I called the HR contact twice to ask about the result, the contact said that the manager was very impressed with my interview and report, but that things were busy before the New Year and it might take another week to provide an update. When I called HR again later, they either avoided answering or had someone else respond, saying they would pass the message on to the person in charge. After that, I waited for more than a month without hearing anything at all.

Low salary

Can be good for newcomers to gain experience

The salary structure is complicated; the 6% labor pension contribution was not paid based on the actual salary.

After leaving the company, it took a great deal of effort to recover over ten thousand dollars.

The recovery was made in multiple installments over nearly half a year, taking a long time, and the amount was still incorrect.

It took a long time to recover the money, and the company had a poor attitude. It also did not pay any interest.

Conservatively estimating a shortfall of NT$10,000 per person, the company had more than a thousand employees at the time.

The unpaid labor pension contributions amounted to at least tens of millions of dollars in employees’ hard-earned money.

After four years at ASUS, I’d like to share some insights from the R&D side.

[Starting Salary]

For new hires, academic background is by far the most important factor in determining starting salary: the top four universities first, followed by the other top national universities, national universities, and private universities. The salaries are almost fixed across each tier and are not adjusted much based on individual ability. If there is any adjustment, it is usually downward (this is one source of HR’s performance results).

Starting-salary pricing varies each year. The group of junior colleagues who joined two or three years ago came in at the peak: graduates from the top four universities started at NT$50,000. Senior colleagues who have worked for two or three years may not necessarily catch up to that level.

[Bonuses and Benefits]

In addition to the fixed two-month year-end bonus (paid around the Mid-Autumn Festival, Dragon Boat Festival, and Lunar New Year), there are two bonus payouts each year (in January and July).

The business group and department you belong to are very important. Whether the senior executive is in power and whether the business group is profitable affect the average bonus for that unit.

Your individual performance then determines whether your bonus is above or below the average.

Within a business group, hardware departments usually receive the most, followed by firmware, and then other departments.

In recent years, departmental bonuses have been approximately NT$100,000–300,000 per payout (NT$200,000–600,000 per year), with an average of about NT$200,000 per payout.

I have also seen bonuses of zero because things were simply too dark: a manager directly withheld every penny to force someone to resign.

P.S. This department is relatively stable and profitable, and its bonus figures are in the upper-middle range within the company. Some units average less than NT$100,000 per payout.

[Overtime]

It depends on the department; conditions vary greatly between departments.

The average workday in my department is 12 hours, while the neighboring department (in a different business group) is completely empty by 7 p.m.

I have never claimed overtime pay. Although it can be applied for through the system, the senior manager explicitly said that whatever overtime pay you claim will be deducted from your bonus. Naturally, this may also leave a poor impression and affect your performance review, so I have hardly ever heard of anyone applying for it.

[Department Culture]

There are major differences between departments, depending on the style of the department- and division-level managers. Some are harmonious, while others engage in internal political maneuvering.

Most R&D staff are young, generally between 25 and 35 years old.

[Performance Reviews]

Performance reviews affect bonuses, but they are not the sole determining factor. The senior manager is the decision-maker who ultimately determines how much money you receive.

Each department uses a different evaluation method. I have heard of evaluations based on seniority, the manager’s personal preferences, genuine assessments of each person’s performance, rotating evaluations, and more.

[Promotion]

For some, it takes two or three years; for others, five to ten years to have a chance at a management position. It depends on whether a management opening becomes available and whether the senior manager happens to promote you.

According to the company culture, the preferred ranking of employees is as follows:

1. Strong ability and willing to work overtime > 2. Average ability and willing to work overtime > 3. Strong ability and leaves on time > 4. Average ability and leaves on time

In short: willingness to work overtime matters more than ability.

[Company Culture]

Like many Taiwanese companies, the company places considerable emphasis on reducing costs. R&D staff spend a lot of time dealing with bugs caused by replacing components with cheaper alternatives; if the bugs are not fully resolved, product quality inevitably suffers.

From the R&D perspective, it is difficult to understand why some high-end products will replace a component costing a few dozen New Taiwan dollars (or even less than ten dollars) to save money, only to create a large amount of debugging work. (Perhaps overtime R&D staff are free.)

Being assigned to Computex or an innovative product is more demanding, but also more rewarding. At least, when working overtime, it feels more worthwhile—referring to the sense of achievement, not the money.

A large company has all kinds of people: serious, highly capable experts and people who make excuses and lack ability each account for roughly half.

When you encounter the latter, you can spend the entire day doing nothing but arguing.

No matter what agreements you make with co-workers, remember to have them documented by email; otherwise, being stabbed in the back once will teach you how painful it is.

[Advantages]

The company cafeteria is okay, with plenty of choices. The lunch subsidy is NT$60 and the dinner subsidy is NT$70, so you almost never need to pay for meals.

If you want to start a family and settle down, housing in nearby Tamsui at around NT$10 million is affordable.

The company has not cut the seven statutory days off.

There are two days off per week, and generally there is not much overtime on those two days.

The company’s brand is large enough that it is easy to move to other system manufacturers; with somewhat stronger abilities, there are also opportunities to move to a multinational company.

It depends on the department. The mobile department is currently very demanding, while the other departments can actually maintain normal working hours.

Low starting pay is a defining feature of this company—even the company next door offers higher salaries!

Seniority matters more than ability

A patriarchal society where the boss always comes first

It’s best not to take the leave provided by the Labor Standards Act. Come to work early every day and don’t leave after work; your salary, bonuses, and promotions are definitely tied to whether the boss likes you

What are overtime payments? Never heard of them

Sometimes not having to make up for leave is a small blessing

Winning a car in the year-end party raffle means you’ve made a profit

Compared with Taiwan’s overall workplace environment, it seems that as long as most aspects comply with the Labor Standards Act, it qualifies as a “happy company”

But I don’t know what happiness is

<Pros>

The colleagues are genuinely basically nice people. The workplace is not as bloody, chaotic, and full of vicious infighting as the rumors suggest (although gossip spreads quickly, it falls somewhere between harmless and affecting first impressions), with the above assuming nothing about their capabilities.

The company’s tolerance is actually quite high (in other words, management density is low; there is, however, a pile of annoying trivial matters).

The basic benefits that should exist are actually there (if you have the nerve to claim them).

The authority granted is considerable (in other words, there is no systematic management, only strange systems. Everyone emails each other to confirm things, which is about 80% like acting as a guarantor for a loan from an underground moneylender).

<Cons>

Not remotely tech-oriented.

HR is completely useless.

No sense of aesthetics or reality.

Out of touch with the real world (in every country; perhaps because the OP and sys systems are too different yet have been kept alive by long-term transfusions, producing a scientific oddity that fits neither category).

Miserly (the base salary is ridiculously low, raises are miserably small, you even have to pay the tax yourself on winning one of the company’s meaningless products in a raffle, and for the year-end bonus you can only burn incense and ask the rice divination blocks).

Miserly (greedy—no one knows exactly how profitable the products are, departments pass the buck to one another, and you seriously wonder how the company makes money).

Beyond that, it is simply low pay, lots of work, and a long commute. Even worse, you have no idea about the company’s overall future or the prospects for your own position.

There are often ideas that seem very promising, yet they remain forever in the experimental stage. “A gentleman transforms like a leopard” and ASUS are passersby alike—everyone speaks highly of them, and even downstream partners know they do not need to take you too seriously (payments to downstream partners can be delayed beyond 270 days, which shows absolutely no sincerity).

In companies where HR opinions carry more weight than those of department managers, they care less about ability and more about your stability. It suits people who prefer a comfortable, low-pressure job until retirement. Young people are better off skipping it.

It’s important to be in the right department and have good colleagues, although you inevitably witness the conflicts and buck-passing in the broader environment.

Although ASUS has an internal transfer system, this department only allows transfers in, not out (the department head won't approve them). Once people know you've had thoughts of leaving, you're done for good. (Of course, you still won't be able to transfer internally.) That should give everyone an idea of how “excellent” this department is (sob).

It doesn’t matter how early you arrive at work; stay past midnight and send your manager an email, and they’ll think you’re very important.

Leave work on time and finish your tasks? You’ll definitely have no chance of getting an A in your performance review.