四零四科技股份有限公司

The company likes people who are very good at giving presentations.

People who like organizing events and giving presentations can consider joining this company.

There are quite a few clubs to choose from.

Annual leave is better than the statutory minimum.

Managers are generally quite good at showing concern for their subordinates.

Performance evaluations are decided based on whether your manager likes you, and have absolutely nothing to do with whether you complete your KPIs.

There are a lot of events, and the organizers are the employees. Small teams of just a few people are expected to put on major company events, and even the year-end banquet involves recruiting employees to perform.

As for the e-stock portion, I won't say much more. What the previous posts said is true; new employees won't receive such generous compensation.

I don't recommend young women join. I've seen far too many incidents of women being harassed by old men at events.

Policy implementation is very efficient

Benefits have been cut to almost nothing

A pair of policy rules

Changing the rules without communicating

Starting next year, remote work will no longer be allowed

Spending money to hire YouTubers to make videos, with no benefits reaching the employees

1. The benefits are pretty good, including travel, professional development, and so on.

2. There is a central kitchen, but you may not be able to place an order.

1. They introduce niche solutions (low-code), which often cause problems.

2. The nature of the projects is very unprofessional, responsibilities are unclear, and job duties overlap.

3. In terms of software development, it lives in its own world. If you want to coast until retirement, go for it—but don't later say that you can't find a job.

4. This is a company that loves hyping itself up. It loves grand visions but lacks concrete planning, ultimately amounting to empty talk (the IT department).

5. Organizational changes happen frequently.

None

1. Whose half-baked idea was this, after all? This company culture cannot be solved simply by introducing a system for mutual encouragement. The fundamental problem is that the conflicts between supervisors and departments need to be addressed first.

2. The company either cannot order enough boxed lunches or issues restrictions on ordering them. If there is money to rent and expand office space, why hasn’t the company considered solving the boxed-lunch problem?

3. Every organizational restructuring brings major changes. We went from having multiple subsidiaries in the past to merging them now. If the company knew it was going to merge them, why have subsidiaries in the first place?

4. In the past, there were multiple offices in Xindian; now that we have moved to Xinzhuang, there are still multiple offices, and everyone is even farther apart. Why split up again after moving? I’ve heard that a new building may be constructed in the future. After the building is completed, will some colleagues end up being assigned to offices elsewhere again?

5. Is there a problem with the company’s job-level structure? Why can someone who has been with the company for a long time be promoted even without the necessary abilities?

There are many shitty HR jobs.

HR is absolutely the lowest-IQ department in this company.

With nothing better to do, they decided to imitate the office setup of a foreign company.

A bunch of staff need to test the equipment on hand, yet the fixed office seats were simply removed.

Are we supposed to carry our equipment to and from work and run back and forth between offices 1,300 meters apart?

Even having shit for brains doesn't go this far.

HR—the useless department that it is—should be the first choice for having the company's seats removed.

They have no professional ability to select people and spend all day thinking up this garbage that drains the company's energy.

It’s surprisingly not inside the Wugu Industrial Park, which is incredibly convenient.

1 This is a moving company—not one that helps people move, but one that is moving around all day long.

2 As long as you have good relationships, even if your professionalism is inadequate, you won’t be fired. The company takes very good care of its employees—after all, how could anyone be fired just for lacking professionalism?

3 There are organizational changes all the time.

4 As long as you do things that contribute to your KPIs, you can steadily get promoted and receive raises. There’s no need to worry about cross-departmental collaboration—those thankless tasks unrelated to performance can simply be pushed to other departments or subordinates to initiate communication.

5 The revenue-generating units have it really good: they can buy whatever they want and even freeload off other units, getting them to pay. Units unrelated to revenue generation have it tough, with no budget to buy anything.

None

After proactively inviting me to an interview, they said after a while that we should keep in touch.

Good to longtime employees; tough for newcomers

Lots of old-timer IT staff who occupy positions, talk without contributing, can't write code, and only handle outsourcing

Choose your department carefully

Relocation, infighting, the floor shaking violently

A company with many HR personnel who are very skilled at interviewing and monitoring employees, full of white terror.

A company with many HR personnel who are very skilled at interviewing and monitoring employees, full of white terror.

It’s quite wealthy, but it only takes care of certain long-serving employees who occupy positions without contributing.

The work culture is extremely poor. You cannot criticize some of the company’s strange cultural practices, otherwise HR will call you in for a meeting and the vice chairman will label you. The internal compensation system is extremely chaotic and absurd. The company shelters some older employees who do not work. These long-serving employees receive a large amount of so-called E-share dividends every year; their annual salaries are two to three times those of less senior employees at the same level, and are even higher than the annual salaries of their less senior direct supervisors. Senior management uses shameless rhetoric that treats people like fools (because they are part of the same interest group and receive more E-share dividends) to cover up and suppress internal dissatisfaction and protect these senior employees who do not work and have poor abilities, saying: “E-share dividends do not count as salary.” The company also loves organizing all kinds of strange activities. Some employees have ordinary professional knowledge, limited abilities, and are not focused on their work, but can still get promoted by frequently participating in activities. The unwritten rule is that if you want to advance, you must participate in activities often; otherwise, you cannot enter senior management’s circle. If you express a different opinion about this culture, you will immediately be labeled and called in by HR to be given a hard time.

The culture is strange, and the basic boundaries of “right and wrong at work” are vague and constantly shifting. This is a company with many rules and behavioral guidelines. If you are ambitious, want to get things done, speak the truth, and do not simply smooth things over, I do not recommend joining—you will be put through a lot. If you are not seeking advancement, have limited abilities, and only want to find a stable company to coast toward retirement, you may consider it.

Senior management takes very good care of and protects the company’s old employees because they are part of the same interest group. Incompetent older employees who do not work can survive very comfortably there, so newcomers eventually learn to become like them: as long as they understand the rules of survival and behavioral guidelines and become a “Moxa-style” person, they can live comfortably until retirement without being productive or seeking improvement.

These employees who have been there for ten or twenty years benefit from years of accumulated so-called “E-share dividends.” Regardless of whether their annual performance evaluations are good or bad, their annual salaries are at least two to three times those of people who joined later, and they may even earn much more than the direct supervisors who joined after them. Therefore, this absurd compensation system—which ignores performance and job level and looks only at seniority and tenure—is a major feature of the company, a source of pain for many new employees, and a factor that has created its peculiar corporate culture.

If you ask senior management about this unfair compensation system, the consistent response from executives who control large amounts of E-share dividends is: “E-share dividends are not part of salary; you should only look at the monthly salary.” This reflects the hypocrisy, embellishment, sophistry, and specious reasoning behind the scenes at a company that publicly touts integrity and honesty.

I do not recommend this company to people who have ideals and thoughts about their own prospects. At present, the company generally does not provide much in the way of E-share dividends to people who joined later, unless they hold a high-level position, because the E-share dividends distributed each year have already become a heavy burden for the company.

For those who join later, your earnest efforts and hard work are simply helping fund the E-share dividends paid to the company’s old employees!!

The company lunch boxes are quite cheap.

1. There is a lot of red tape.

2. The internal process systems are difficult to use.

3. The “exterior” is modern, but the “interior” is outdated. The company spent a large amount of money moving offices, but is unwilling to spend money upgrading its systems. When employees try to do it themselves, the company imposes a pile of rules to control every detail.

4. Good benefits have resulted in a bunch of long-serving employees drawing salaries without doing their jobs.

5. The IT department is pretty bad: it takes a long time to provide things, and the AP staff lack experience.

6. It is like North Korea: you are only allowed to say good things about the company and cannot say anything bad. If you do, you will be called in for questioning. Just look at the perfect reviews and photos on Google Maps—you can tell they were all staged.

No comment

https://www.ptt.cc/bbs/Tech_Job/M.1433852652.A.524.html

The industrial computer supervisor does not ask difficult or trick questions. If you cannot answer a question because it is too advanced, they will switch to another question.

The written test questions on logic and C language are relatively easy, but you still need to pay attention to the time limit.

The company has a gym, provides an annual travel allowance, and offers points that can be exchanged for courses.

During the second interview, HR will ask in detail about personality traits, strengths, and weaknesses. I think they want to find candidates whose personalities are the best fit for the company, which benefits both sides.

The location is somewhat remote.

No parking lot is provided, so you have to park in a paid parking lot or look for parking spaces on surrounding streets.

The salary consists of a basic 14 months' pay, plus approximately 4 to 6 months' pay based on performance (you must complete one year to receive the full amount), as well as an additional bonus with no clearly defined range.

Before the second interview, you will be given a presentation topic and need to spend time preparing for it.

The company clubs and benefits are fairly good. On Monday mornings, there is one hour available for studying. There are also a few days of volunteer leave each year. The company has its own small restaurant downstairs, with a dedicated chef who prepares the meals (at your own expense). The salary is mediocre—pretty much the standard rate for system manufacturers—and mainly relies on year-end and performance-review bonuses to make up for it. As for whether you actually receive them, that depends on your luck.

The BU that works on switches and UARTs is the most profitable in the company; the other BUs are just average, while the embedded BU is the most demanding. Although management says the company culture follows an American-style approach and primarily values performance, in practice it is still a standard Taiwanese company culture: employees have to clock in and out, new hires who leave too early will be singled out by their supervisors, while veterans leave on time. New hires work overtime to the point of exhaustion. The company particularly likes employing alternative-service personnel because they cannot leave. The most outrageous thing is that there is no air conditioning after six o’clock, when the workday ends. It’s fine in winter, but in summer, working overtime is unbearably hot...

Can't think of any.....

There are two interview rounds. The first is with HR and the hiring manager. For the second round, you will be given two weeks to prepare a presentation on an assigned topic. For example, I heard that for sales positions, they assign a specific product and ask you to introduce its differences from competing products and provide a forecast.

1. The interview is long, lasting nearly two hours.

2. The questions are very detailed—almost to the extent of a background investigation. They will even ask what your siblings do for work.

3. The reason for leaving your previous job is a standard question.

4. During the second-round presentation, they will ask many questions about the product's technical aspects, and they will question you page by page about the slide layout and content.

5. The company is in a remote location, making transportation inconvenient.

Overall, the company environment is quite good. The boss enjoys sports and is willing to spend time interacting with employees, and is very approachable. The company offers many clubs to choose from. At present, the company feels like it is approaching a stable phase. Bonuses are lower than they were a few years ago, but there is still a fixed year-end bonus plus performance bonuses. The company currently places importance on its performance evaluation system, so having the right manager is quite important~