Only the interview felt pleasant! After joining, not a single day was enjoyable!
1. The benefits available at the Zhonghe site are not provided at the Taoyuan plant.
2. The office supporting departments do not receive overtime pay and cannot take compensatory time off. Before I joined MSI, the interviewing manager explicitly said: “We do not pay overtime; it is a responsibility-based system.”
3. Working overtime every day is one thing, but sometimes we even had to work until midnight—it was simply impossible to finish everything. When we told the manager that the work really could not be completed, the manager ignored what we said. The manager would say: “The company spends so much money hiring you, and this is all you can produce!” The manager would also say: “Even after you leave, I will never change my management style. This is just how I am: survival of the fittest; the unfit are eliminated!”
4. I heard from senior colleagues that a manager here once forwarded Line messages exchanged with a subordinate to a senior manager! It is extremely dark here~~~ People inside are very good at stabbing others in the back. Anyone considering joining should think twice!
5. The food at the employee cafeteria is really bad. Many people eventually order delivery or go eat at 7-Eleven!
6. Apart from providing you with a desk and a laptop, the office provides very little else. You have to bring most things yourself, and even applying for stationery takes a month and a half!
None
It really is a terrible company. I had expectations for it, but now they have completely disappeared. It’s simply awful.
None
With so many negative reviews, it’s truly sad that this company is still able to stay in business.
No make-up workdays required.
The “Warehouse Management” department—you really need to think twice before joining!
Even though it is clearly a five-day workweek with weekends off, they still insist on overtime on Saturdays. They constantly require overtime on weekdays—what can you even accomplish with just two hours of overtime?
Mr. Chang says in meetings every day that overtime is not mandatory, yet he privately pulls you aside for a chat and asks why you are not working overtime. It happens two or three days a week, and that is still not enough for him. He even threatens that not cooperating with overtime will affect your performance evaluation… and so on. It is obvious that they say one thing and do another.
Every day, a group of monsters scheme against one another. The supervisors scheme against one another too, while shouting every day not to step on others to climb upward… and things like that. Is this for real? They are obviously saying it to themselves, constantly repeating things like “buy dried tofu for eight dollars, buy breakfast for ten dollars.”
Thankfully, I have escaped from that hell…
Other than leave, the benefits at the Zhonghe plant are all unavailable at the Taoyuan plant.
I feel like I was seriously deceived…
Interview experience:
HR said that before the interview, I had to read some books and write reports:
1. Accountability (China Productivity Center) 2. The Way Rich People Think Is Different from Yours (Business Weekly Publications) 3. The Xiaoqian and Zhang Yi case
I didn’t read any of them, and of course I didn’t write the reports either.
During the interview, the manager said I would be developing Internet telephony on Android phones.
Internet telephony basically involves technologies such as TCP/UDP, NAT traversal, and VoIP.
None of these were asked about at all XD
They only asked: If you come in to work on Internet telephony, how long do you expect it will take to finish?
I answered honestly that I had worked on network transmission, but had never handled voice data. I couldn’t estimate it either.
None
Feeds on the previous dynasty’s grain, relying too much on others,
Different ranks and interests—unable to sail in the same boat.
It stirs no trouble, yet petty people rise,
With a smile, letting it all drift with the current.
The old system is hard to change, fearing new attacks,
Calmly shrinking its steps, working the abacus.
Relying on others’ inherited achievements to be called a hero,
When matters come to a head, hiding in a crack in the wall.
Guests before the steps have long grown cold,
Grand complaints pressing on day after day.
Praying to gods and consulting divination—how could that reveal good fortune?
With little virtue and no support, calamity piles itself up.
A grand blueprint drawn on a cake—empty high-minded talk,
This move in the endgame is made in spring.
Retreating into seclusion behind a mountain like scattered snow,
Once the raging tide has fallen, who is there to ask?
Completely disregarding the affection of former classmates,
Cleverly setting up right and wrong as a tiger’s skin.
Suffering false alarms from outside while manipulating power within,
Deceiving itself and its guests, ultimately becoming foolish.
Wasting away the years, leaving long-standing scars,
Throughout the court, it is hard to find this spirit.
Customarily wielding official authority against laborers,
Then changing its mind and shirking blame, with no intention of stopping.
The old general ceases scheming, with few hands to pull,
The new workers blaze trails amid drifting sand.
Alone, hated throughout the world,
Who would be willing to bear the falling flowers for you?
With scant virtue and shallow hopes, it invites its own ruin,
Do not force a show of cheerfulness when the game is over.
If asked where the final road leads,
A discarded thing among humanity, mixed in with the garbage.
The money is okay
The NB FAE manager is genuinely extremely emotionally unstable—one second he’s smiling and laughing, and the next he suddenly starts berating people. He absolutely loves PUAing employees, and the department’s turnover rate is extremely high. The workload can easily suddenly explode (because so many people resign), overtime cannot be claimed, and if you say there is too much work, you’ll only be told, “Your abilities are too poor.”
Most of the time, the job is spent dealing with the manager’s emotions and guessing what he actually wants to do. External problems are easy to solve; the difficult part is dealing with our own people. The manager loves nitpicking, to the point that by the end even he no longer knows what he wants. He also speaks in a tone of “I’m inspiring you” while saying things that are completely unconstructive.
The key point is that he doesn’t actually work at all. He often wanders around the office eating snacks, smoking, and chatting. Sometimes he suddenly gets inspired to hold a meeting, and it lasts at least four hours. He very often announces a meeting right before the end of the workday, and the content is completely unrelated to work—he talks about strange “management philosophies” and “life lessons,” then asks everyone whether they feel inspired. Listening to him makes me wonder whether I came here to work or to join a cult.
If an external department makes an unreasonable request, he won’t protect you. Instead, when you’re already busy to death, he’ll call you stupid in front of everyone. His voice is extremely loud, so the other departments can hear it too. Afterwards, he’ll say, “I was stress-testing you.” The logic is completely dead; he’s unbelievably brainless.
Most outrageous of all, the manager loves making inappropriate gender-related jokes. The atmosphere becomes extremely awkward, and no one dares respond. He is almost always late to meetings, leaving everyone waiting for him; but if you are one minute late, he can spend half an hour berating you in front of everyone. The double standard is outrageous.
The manager doxxes employees’ social media accounts, including those of interview candidates, and then brings them up for public humiliation in internal meetings. He loves criticizing other people’s bodies and appearance while feeling extremely pleased with himself. After-work dinners are even more ridiculous: if you don’t go, you’ll be scolded for being antisocial, and if you do go, you still have to book the restaurant, call the cars, and pay upfront. Basically, the entire department is serving one person, like eunuchs and palace maids in an imperial court.
In short, this manager is a typical entrenched beneficiary of privilege, with no management or leadership ability and no desire to improve. He doesn’t care that people are leaving the department at this rate, because in his eyes, everything is the fault of “employees not being good enough.”
None
Benefits are used to cut your salary.
It’s like landlords providing you with lots of furniture and cable TV to raise the rent,
but you actually don’t need any of those things.
The salary is low; your actual take-home pay depends on bonuses.
Bonuses are not guaranteed in writing and may decrease depending on the company’s performance, with no security.
According to publicly available data, the average salary increase was -4.9%.
T1 Taoyuan plant work experience (not the Zhonghe plant)
1. No make-up workdays required
2. Flexible leave is available after working for a certain period of time
1. A bunch of incompetent people are causing chaos.
2. After the U.S. CHIPS Act was passed, they hired a bunch of temporary workers and migrant workers and put those incompetent people in charge of them, making an already chaotic situation even worse. Elsewhere, one rotten apple spoils the barrel; here, rice and rotten apples are cooked together into congee.
3. They especially like hiring strange people, and are reluctant to dismiss employees who are unsuitable for the job. Even someone who chewed betel nuts on the production line took nearly two months to be dismissed.
4. Production only cares about quantity, not yield. When problems arise: “I don’t know” → “I’m so busy—how could I have time to deal with this?” → “Even if it was my fault, the stations before and after mine are also responsible for not noticing it” → “This cannot be overcome technically” → pass it on to Maintenance.
5. Maintenance has no subsequent station to pass the buck to, so they are the unlucky ones who have to clean up every time and improve shipment volume.
6. They especially like holding review meetings, but can never resolve the same problems.
7. The more urgently something needs to be shipped, the more likely it is to go wrong.
8. You must complete one full year before you can receive a bonus. Until then, you are treated exactly like a low-income household; even after one year, the allocation depends on the company’s operating conditions.
9. I used to really like buying MSI products, but now I don’t dare to anymore.
....................
The Engineering department is suitable for short-term résumé building; having experience at a publicly listed company makes your job history look a little better.
The Manufacturing and Quality Assurance departments are suitable for people who live nearby and want to earn a little extra money to help with household expenses.
If you want a promotion, wealth, and an annual salary of one million, go to the Zhonghe headquarters or another technology company.
Here, just treat yourself like a civil servant. As long as you leave out things like personal opinions and ambition, you can work here for a long time.
No make-up workdays required
1. The benefits available at headquarters are not provided at the factory.
2. During interviews, HR makes misleading claims about 20 months of compensation.
3. The company is actually quite competitive, but certain people have made things chaotic. The production defect rate is extremely high, and human errors keep occurring. Supervisors brush them off by saying, “Please be patient with the newcomers,” while the repair department has to make up the capacity for a pile of defective products.
4. Materials management is also a joke. A lot of defects require special-material production, while incoming inspection only measures length, width, and height. Many people do not even know what a micrometer is, and sometimes incoming-material problems have to be handled by engineering.
5. PMs often grab the buffer at the front end, causing the factory to be pressured into handling shipments every day. For NPI products, rework is required even before the project has officially started—is this a joke? This increases the workload of certain departments, while deadlines are imposed that must be met at all costs.
6. This company loves holding meetings. Every meeting lasts at least an hour. Are people online not supposed to do any work?
7. Quality assurance is the boss here. They like to ask you over and over why you did something a certain way. Can you guarantee that there will never be another mistake? Whenever the defect rate is below 0.1%, every department has to submit a corrective action plan. Is there any company that can achieve 100% defect-free production? The engineers under them lack sufficient professionalism, or else they are idle. They scramble to show off when supervisors are around, but when no supervisors are present, they do not even hold meetings, and you cannot find them. There are also occasional internal power struggles and cliques.
8. During NPI, it is also strange that sometimes the engineering staff are expected to handle everything themselves and notify the relevant departments only if a problem occurs. As a result, a large number of people have to remain on the production line. Even though everyone has plenty of other work to handle, they are tied to the line and unable to do it.
9. One department clearly has a lot of work, yet spends all day hiding away playing video games. When problems arise, they start saying, “This won’t work,” “This is a quality issue,” or “That’s not my job.” I wonder whether the company pays these people high salaries to shirk responsibilities and play video games, or to solve problems.
10. Some section managers are highly professional and busy, but others spend all day wandering around the production line and throwing their authority around.
11. Production control is also one of the sources of the chaos. Production schedules at the material-readiness point are never accurate. They often assign products that were running smoothly to another production line unfamiliar with the operating methods, creating a pile of human errors. Do they not realize that the repair department also has working hours? Yet they keep demanding rushed shipments.
12. IE’s labor-hour calculations are also strange. Sometimes they even need the manufacturing line leaders to help figure things out. When there is a problem, they simply change it and come up with a pile of excuses.
There are so many ridiculous problems and ridiculous people here that they cannot be described in just a few words.
Those who know how to get things done cannot be retained here.
Anyone thinking of joining should think twice.
Still observing…
1. During the interview, HR deliberately cut the salary, saying it was 20 months of annual pay. After joining, I secretly asked senior colleagues and found out that was not true at all… I heard from them that it may now only be 16 months, seemingly because the company bought a new factory… Instead of increasing salaries, they were reduced… and there is no bonus in the first year…
2. Many people have left recently. I don’t know them either; I only heard that the assistant in the engineering department is going to take over as section manager… I also heard that the section manager may be leaving… But having the assistant take over feels very strange… I can only observe slowly 👀…
3. This assistant also knew my salary and even asked me about it… Aren’t salaries supposed to be confidential? After observing for a while, I realized that this assistant is very influential… She often goes around scolding people… Even the section manager shows her considerable respect… But I have never encountered someone spreading my salary everywhere after finding it out… I graduated not long ago and don’t really understand whether this culture is normal…
4. The division of work between departments is unclear. People who are willing to work end up with a lot of tasks, while the section manager only tells us to do our own jobs well and not be so calculating…
None
Operator, Taoyuan manufacturing plant, Taiwan. Everything is contract manufacturing, and the company’s own products are only occasionally produced. The focus is entirely on mainland China, and the company does not recognize Taiwan’s sovereignty. Internal friction is severe, regardless of the department. When there is a problem, people pass the buck, and those at the bottom bear all the consequences. Many managers at all levels are incompetent. Every year, people are hired during peak season and laid off during the off-season. On average, there are one or two major personnel reshuffles each year. After joining, everyone is expected to be a multi-skilled worker; now one person is expected to do the work of several people. Among all the companies I have seen, this one has the highest turnover among supervisors and managers. The factory’s systems are chaotic, and its reputation outside the Taoyuan area has become terrible. It recruits dispatched workers at a high hourly wage, then complains that labor is too expensive, wasting the company’s labor costs while restricting overtime. Don’t expect dispatched workers to become regular employees—it is impossible now. If you can last a year, you should consider yourself lucky. During the off-season, dispatched workers are the first to be targeted for layoffs. If the company recruits again in the future, whether for dispatched or regular positions, think very carefully—do not go. Don’t be fooled by the benefits, which may appear very good; they are gradually being taken back. Benefits available at the Zhonghe headquarters are often not necessarily available at the Taoyuan manufacturing plant. Do not let HR rhetoric deceive you.
Don’t assume that because it is a large company, its personnel management and work systems are good—they are worse than those of many small and medium-sized companies outside.
Quality assurance is the company’s boss, especially at the highest level. They like to repeatedly ask why you did something this way regarding the same issue, and whether you can guarantee that it will never happen again. They keep asking until the people below are speechless, but the problem still is not resolved. They only talk and will shoot down any proposed improvement. I have also heard that some people tamper with products to improve their own performance. I don’t know whether they were caught doing it themselves, but the fact that such rumors circulate shows that this department has serious problems.
Engineering keeps pushing people around. An SMT line requires a large number of engineers. To avoid working overtime on Saturdays, the maintenance team pushes the work onto manufacturing maintenance in other departments, claiming that their own personnel costs are too high.
IE constantly compresses the time and space available on the production line, resulting in the company’s strange practice of setting a required number of units per hour: once the hourly target is reached, you are only allowed to produce that many and must stop until the next time period begins. If you produce more, they say there are too many people and that headcount and working hours must be reduced; if you produce less, they ask why output is low.
Production control is basically one of the sources of workplace chaos. When materials are needed for production, they are often incomplete. Each line has its own products to make, but one moment it is producing A, the next B; then a lack of materials causes the line to stop and switch to C. Otherwise, workers are assigned to support products in other departments they are unfamiliar with. No one knows what production control is scheduling.
In short, there are many more problems. Anyone considering working there is strongly advised not to join the company, because you never know when the company will force you out—or when you will go crazy and leave on your own!
Yes, it really requires self-discipline
Quality assurance, a complete mess
Protecting babies, fattening the elderly
Doing things half-heartedly, generally complaining
For SMT, the heart is already leaving
Making small moves, acknowledged by no one
Remedial action afterward, handling it with ease
No conclusions, giving rise to other topics
The results are remarkable, so I won’t comment further
In short, the feeling is simply: “Less money, more work; more money, less work.”
You don’t have to take your work too seriously; pretending to be clueless will get you ahead. You can lie back and collect your pay every year—just clock in and out, and that’s enough.
Under the leadership of the “godmother,” 6F Quality Assurance only requires having a mouth to soothe the godmother’s “godchildren”—the giant babies—into complete submission. Make a fuss and you get candy. Work consists of scrolling on your phone until the end of the shift and chatting until the end of the shift. Coworkers also love meddling and gossiping. Whether SMT or ACS, both are hopelessly bad production lines. No matter how capable the team leader is, they still can’t suppress the people who stab others in the back.
Coworkers call on the giant babies to work every day, while behind the scenes they file reports to the godmother, pretending to be pitiful and claiming they are doing their utmost. They always use their children as a shield, dislike working overtime, and even scared away a new employee, yet still blamed her by asking why no one had reminded her. No good deed goes unpunished. After doing so much, she even slammed a board mindlessly in front of me over the overtime issue just to show me. You might as well slowly grow old here. Aren’t you tired of putting on an act? You think you did everything, but I was actually the one who completed it all. Without me, you’re only halfway competent. Here, you’re just muddling along and waiting to die like a giant baby.
There’s no use complaining to anyone; HR and the nurse are all in the same clique as the godmother.
A word of warning: Godmother, you have always underestimated me. Go ahead and continue covering up your shortcomings for those useless people. This isn’t Quality Assurance expertise at all—it’s a gossip squad. Keep it up; the people you’ve trained are extremely “efficient” at spreading incorrect information.
MSI is actually a company with prospects and potential.
Here is my experience on the sixth floor of the Taoyuan plant.
Nowadays, businesses of all sizes are trying to reduce costs and increase profits.
The manufacturing department is the biggest expense in a factory. If quality can be maintained, efficiency improved, and personnel and material resources streamlined, considerable unnecessary costs can be avoided.
MSI only established its manufacturing department in recent years. It can be said that it is unfamiliar with SMT and DIP. More directly, the two current manufacturing section managers have no experience at all! Yet they can fool their superiors completely and throw their weight around at MSI, relying on one of the so-called “Big Three.”
I will not say much more about these two people. I can only say that at other companies, they would not even have the capabilities of team leaders.
There are only two SMT lines, yet 14 operators are assigned to them, not including material preparation personnel. Even more absurdly, there are a large number of engineers—almost as many as the operators. When I first joined MSI, I spent three days observing and wondering whether the motherboards here had a different shape from those I had encountered before—perhaps they were spherical or three-dimensional triangles, which would explain why so many people were needed. But no, I was overthinking it. Anyone who has worked on an SMT line should know how many people and engineers one line actually needs!
The SMT team leader…呵呵, I do not want to say much more either. This person is extremely skilled at Tai Chi—every mistake is pushed onto the engineering department. And engineering is so saintly that it swallows every kind of problem! What leverage do you have over them that they can get away with this?
The automatic insertion machine should be used to handle difficult and time-consuming components, but that is not what happens! Simple components are handled by the machine, while difficult and time-consuming components are done manually, and then operators are required to insert them quickly without making mistakes. Machines should assist production lines and personnel, but the situation has been completely reversed.
AOI and X-ray inspection are fundamentally unnecessary before insertion and T/U. The explanation given is that “the customer wants to see it.” The data customers want comes from the testing end: they look at versions, values, and the number of failures. Would a customer randomly check whether a component was floating in the reverse direction? T/U’s job should originally be visual inspection and solder repair, but instead AOI notifies workers which positions need repair. After T/U, even more quality assurance personnel are placed on the line to inspect things, while otherwise just scrolling on their phones. From beginning to end, a line uses machines or large numbers of people for inspection. *Quality is not inspected into a product.* Other companies make this kind of demand, but not here. This kind of production-line and staffing arrangement would never appear in any contract manufacturing plant. Apart from wasting labor and resources, it cannot improve efficiency.
The soldering oven is really not something I even want to talk about. A newer machine is not necessarily a better machine. It stops from time to time, and stoppages can even be measured in hours. If a new machine cannot be controlled or mastered, its greatest use is probably just to show off when customers visit.
There are so many electronics contract manufacturers. Besides quality and capacity, cost is the key factor. With so many engineers, if any of them have worked at other contract manufacturers, I do not believe those companies would accept having three or four people do one person’s job.
Quality assurance—呵呵呵, I really do not want to say more. The devil is in the details: identify problems, prevent them, and avoid customer complaints or rework. None of that happens. Making trouble is the top priority. Someone occupies a spot on the production line to scroll on their phone, and when lunchtime approaches, they go get their lunch box. I do not want to say any more about the rest.
There are many more problems, and they do not require working there for long to see them. They are plainly visible, recurring every day, and all of them burn money and consume company resources. Whenever something happens, people say to follow the Bao’an plant’s procedures. If you are capable, why follow someone else’s methods? They cannot learn, cannot do the work, and lack the ability to make changes; all they can do is copy and paste. Being far from headquarters, the Zhonghe plant should be seeing only attractive figures without knowing the actual situation!
I stayed for only two months. The work was basically just taking care of odds and ends, and because of that I had the opportunity and time to observe, compare, and have my worldview shaken. I am not afraid of people finding out who I am, because I have always felt that MSI is truly a very unfortunate company. It has the capabilities to pursue high-value contract manufacturing, but for some reason it hires managers with no experience or ability. With labor and material costs rising year after year, how many more years can MSI hold on?
If you are thinking about working at MSI, keep your experience and methods from other plants to yourself. Otherwise, you will spend every day full of questions and wondering why. Do not worry about the most basic cost-down efforts, because, like me, you will only find them inexplicable and think that this company must have a separate business unit devoted to printing money.
In conclusion, go with the flow and do not have too many ideas. If you want to know why, you can read other people’s reviews and find out where things are stuck!
There are absolutely no pros—it’s terrible.
The Taoyuan plant has been completely ruined by internal senior officials.
You can get in without any ability, as long as you act like a lapdog by the section manager’s side.
The gifts for the three major holidays must be prepared on time. Keep asking whether they’re hungry or thirsty.
Take care of their “temples of the five internal organs” (i.e., their meals), and basically you can continue staying there until retirement.
At the Taoyuan plant, the section manager and the few group leaders and foremen around them basically rule everything.
The section manager’s boyfriend has even more power and is essentially the underground section manager.
Spend work hours scrolling on your phone and gossiping, enjoy yourself, and collect bonuses. You absolutely must show that you also agree she’s very strong, capable, and good at her job; otherwise, she’ll become extremely sensitive and, once offended, think of every possible way to get rid of you.
If you’re exceptionally good at being a sycophant, I recommend joining MSI’s sycophant team.
Never use LINE to complain about work-related or personal matters. Your fate will be having screenshots forwarded from one person to ten, then from ten to a hundred—just wait to be smeared until your reputation is completely ruined.
There is also an underground section manager in the Quality Assurance Department, who is extremely arrogant.
I strongly advise capable people not to come here; you’ll only end up being forced out.
A final reminder: those who want to come here should put some effort into being a lapdog. Keep taking sick leave and personal leave, and your bonus will still make you grin from ear to ear. MSI’s reputation has been destroyed by this group. Think carefully!
None
1. The interview process involves a bunch of managers arranging interviews with you at different times.
2. The interview process takes an absurdly long time.
3. When the scheduled phone interview time arrived, I couldn't find the interviewing manager and was stood up!
4. The reason HR gave for rejecting me was inconsistent with the facts—what a terrible excuse!
5. The interview experience felt really bad!
6. The interviewing managers were not proactive at all, extremely passive, and acted as if they didn't care!
7. I really don't recommend interviewing with or working at MSI!
1. Engineering is great, but if you want to join Engineering, you first need to learn how to play Werewolf.
2. Quality Assurance requires patience to advance because there are many people waiting in line ahead of you.
3. Manufacturing makes honest people stable and comfortable.
Equipment guardians are online in droves, but they all gather in small groups to chat or play on their phones. Taking a break to smoke is like tackling a game dungeon—you need to form a party and send invitations. Manufacturing and Engineering—who knows what’s going on? This isn’t allowed, that isn’t allowed; it’s been like this for a while, and there are many more newcomers. Are they actually capable or not? The CT management masters are also having a great time, but gender must be correct; men are not favored. The timing is inaccurate, but no problem. As long as you hang in there until the Manufacturing and Engineering “pests” leave, you can advance.
The Quality Hall is truly different~ Standards are set according to personal whims; the standard depends on the mood, because every QooA~OQQA~CCQE has its own measuring stick. In the end, you still have to summon the Boss to descend and make the final judgment.
Manufacturing’s honesty is the way to go. There is no hope of being converted from a dispatched worker to a regular employee, and you still have to worry about whether you’ll be unemployed tomorrow.
1. No make-up workdays required
2. The bonuses are pretty good
1. The systems at the Taoyuan plant are very strange. Meetings are constantly held, wasting a lot of time, and the topics related to you in any given meeting may account for less than 1/10 of the agenda.
2. Do not come to the Taoyuan plant as an engineer. Manufacturing is the king here. Whenever there is a problem, engineering is told to shoulder it all. Engineering does the work, while few of the foremen or section leaders have the ability or willingness to solve problems. Manufacturing only knows how to talk and demand things that cannot be done, and does nothing else. They act as if none of it is their concern and simply push everything to the engineering department. The manufacturing section manager on the fifth floor also does not understand the actual situation below. As long as a foreman makes a request, that manager will add fuel to the fire and make irresponsible statements in meetings without understanding the situation. This does absolutely nothing to help solve problems.
Full-time employees don’t have to make up workdays.
The Taoyuan plant is a complete mess, with a pile of pointless nonsense. Production-line working hours are calculated inconsistently, and the IE staff clearly don’t use their brains. I really want to tell them to come try moving things themselves—the machines are so heavy, and we’re exhausted from packing. On top of that, they keep cutting staff and reducing working hours. The only reason I’ve stayed is that my coworkers and supervisors are nice and pretty good at chatting; otherwise, no way would I want to stay in a place like this. Especially the team leaders and section managers—they only know how to shout louder than others. There are endless restrictions, and they even police our phones. They clearly sneak food themselves, yet they tell everyone else not to eat. The place is filthy and full of cockroaches. The bonuses and performance pay aren’t even based on overtime, and no one has any idea how the scores are calculated. Some people barely do anything but still get paid more. The whole place is incredibly shady.
Two interview rounds; it was okay.
1. I don't understand why everyone's salary has to be cut when they join. It shows no respect for the value of interviewees.
2. They verbally claim a year-end bonus of 20 months. If it's real, why isn't it written in the paper offer? If not, is HR going to make up the difference out of pocket?
The benefits are pretty good, and there’s no need to make up for national holidays.
There are frequent material shortages and layoffs, with layoffs occurring about once a year on average.
In April this year, there were major layoffs of both full-time and dispatched employees due to material shortages.
Then in October, they hired dispatched employees again because of a surge in orders.
Taking two days of leave in a month is considered poor attendance, so it’s impossible to become a regular employee.
(Menstrual leave + sick leave for depression appointments)
Even if you are laid off, this will also prevent you from being rehired.
On average, only one dispatched employee is converted to a regular employee each year;
the number of available regularization slots can be counted on two hands.
Even team leaders who were capable and rarely took leave were dismissed,
while team leaders who were not capable managed to keep their jobs.
So their standards seem to be based entirely on HR’s subjective judgment.
There’s nothing left; it’s been completely ruined.
If you raise a problem at work, you’ll ultimately be pushed out. Otherwise, they just say nothing can be done, and if you don’t work overtime, they’ll even threaten to deduct your bonus. When you raise issues, you’ll also be singled out. The management at the Taoyuan plant seems friendly on the surface, but there are many people who stab others in the back. It’s truly a sinister and disgusting place.
A bunch of veteran executives from Zhonghe came to establish the Taoyuan plant, but upper management has no idea what they’re doing. They do things however they please and wield absolute power; once they leave the company premises, they’re still nothing but useless.
Anyone thinking of joining should really think twice. It’s truly awful beyond words, and even capable people will be forced out. If you’re a sycophant, though, you’ll be highly valued.
The only positive was that during the interview, the HR representative and supervisor seemed very nice. They must have been really short-staffed.
After joining, I really felt like I had been deceived. The actual job duties were completely different from what was described during the interview. When I raised this with the supervisor, they only said that I needed to learn more so I could support other departments. But then I was expected to clock overtime at other departments too—what was that about? The salary is lower than at other companies. I took the job thinking the duties would be easier, but I ended up feeling deceived. When I raised concerns, I was also singled out. The Taoyuan plant has no benefits at all. The people there seem nice on the surface, but many of them stab others in the back. Even assistants can bully people and go around speaking badly about you. It really is a place where people are treacherous.
1. After one year, the annual salary is much lower than in traditional industries.
2. After three months, you are granted flexible leave and annual leave, and you do not have to work make-up days.
3. You get 10% off when buying things at the 7-Eleven downstairs.
4. The Creative Editorial Department produces daily MSI news, which gives it quite a big-company feel.
5. The average employee age is relatively low; there are fewer long-timers, and communication is easier.
6. Once you finish your assigned work, you can use your spare time for personal matters, and management generally does not interfere much.
7. The Taoyuan plant is located within the HTC campus, where you can observe wild animals.
8. Although the Taoyuan plant's benefits are not as good as those at the Zhonghe plant, Taoyuan employees can also participate in some company events, so at least it feels like the branch plant is being taken care of.
1. Endless meetings every week are part of the daily routine. Sometimes everyone is even called into a meeting just to discuss an issue. That would be fine if the discussions had clear key points and direction, but most of the time they have neither and cannot solve any problems. Sometimes, at the next meeting, the supervisor even overturns the decisions made at the previous meeting. It is a complete waste of life and utterly meaningless.
2. When the plant opened, there were fewer than 300 employees; later, the number grew to 500, and it may reach 700 in the future. However, the public facilities and plant area have not changed, and they clearly can no longer handle the load. If nothing is improved, the Taoyuan plant will eventually implode.
3. The company's management policies are very opaque. Some documents refer to attachments, but those attachments cannot be viewed. Are these policies just written for the company's own amusement?
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The drawbacks stem from the management cadre!
As a management cadre, you occupy this position while knowing absolutely nothing about even the work of your own basic group—isn't that incredibly ridiculous?!
Not knowing anything would be one thing, but you even have the strange attitude of “Why should I learn?”!
Every day at work, you keep blindly busy without understanding anything. Yet you still have time to read novels? Read the news?
You can't even handle basic material preparation, yet every day you stand around with your hands on your hips, constantly chasing the progress of material preparation!
It's impossible to see what you've contributed. Even your team members don't support you anymore, so don't expect others to help either!
As a management cadre, you don't know how to help other groups either. You even incite the team members under you by saying: “Actually, I don't want you to go help!”
You can actually say such absurdly stupid things—are you really qualified to be a management cadre?
When facing problems from production-line personnel, you always say: “This isn't my responsibility. Don't ask me.”
But when facing your superiors, you say: “Give it to me. I'll handle it.”
Right! You get to play both the good guy and the bad guy. Why don't you just take the whole bowl and eat it yourself?!
You love saying: “If you have any problems, tell me!”
So let me ask: We told you—did you handle them?
At best, you send an email pushing the problem away, then walk off without following up on how it is handled.
At worst, after being told, you leave the matter unresolved for two or three days and offer only: “I'm too busy... I forgot.”
What utter nonsense!
Overall, you're just a rotten apple!
Whether you're here or not, this group is basically unaffected. If all you do every day is forward LINE shares, then don't bother.
Once everyone joins that group, you won't have a job anymore!
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Sharing this with anyone who wants to work at Micro-Star International (MSI), especially in the Taoyuan “Warehouse Management” department.
One of the supervisors there is extremely, extremely incompetent—so incompetent that you’ll feel like greeting him with profanity every day.
As a supervisor, he knows nothing and only knows how to threaten people with performance evaluations. His tone when scolding subordinates is extremely poor.
The warehouse’s employee turnover rate is extremely high—so high that it can only be described as extraordinarily high. It is entirely thanks to a certain supervisor. People who work hard and are willing to do the job cannot stand the way the supervisor treats subordinates, so they resign. The supervisor only keeps saying that he is being squeezed by upper management, yet he can still get promoted?
As for how the supervisor treats people, unless you are willing to pledge loyalty to him, he will not show you any kindness. Performance evaluations are also entirely based on his mood. A low evaluation is not because the work was poor; the reasons given for low evaluations are not reasons at all—they are simply nonsense. They are based entirely on the supervisor’s personal preferences.
HR has summoned people who resigned for interviews. They all stated, based on the facts, how the supervisor treated others in the warehouse and handled work-related matters. In the end, all they got was, “We will observe the situation,” and then nothing came of it.
One supervisor has caused an extremely high turnover rate and many complaints, and he can still get promoted? I really wonder how powerful the connections behind him are.
Anyone this supervisor dislikes will be singled out and constantly given trouble at work. No matter how diligently you work, how busy you are, how many miscellaneous tasks you have, or how much work you handle, he will keep looking for trouble and nitpicking—he is determined to target you. I do not know how many people have been driven away this way.
But he never thinks the problem lies in his management style. He always says it is someone else’s fault or someone else’s problem. He has no ability to manage and only knows how to shift the blame onto others.
He is also unwilling to learn the work of the people under him. He spends all day loafing around and drifting from place to place, watching the people he wants to target and looking for trouble to cause.
I urge anyone considering joining the “Warehouse Management” department at MSI’s Taoyuan plant to think twice. If you do not believe this, you can join the department and experience it for yourself.
Do not expect harmonious relationships or mutual assistance among colleagues in the warehouse department. Wake up—everyone there does their own thing. When things are easy, they are very easy; when things are busy, they are extremely busy, and people do not help one another.
People who frequently work overtime will be treated, after doing so for long enough, as though overtime is simply expected. If you do not work overtime when there is work to do, people will even make comments about it.
There are far too many things to mention. This is what the warehouse department of a large company is like: one supervisor is allowed to wield unchecked power while comfortably collecting his salary.
So, if you really want to join the “Warehouse Management Department” at MSI’s Taoyuan plant, think it through carefully.
No need to make up for public holidays with workdays.
1. Occasionally, employees have to work overtime on holidays. Supervisors say there will be additional bonuses, but after receiving their salaries, employees find that the bonuses were not included. Only after employees protest do they agree to pay.
2. Overtime arrangements are constantly being changed, and employees are only given empty promises. In practice, everything is repeatedly delayed.
3. Most of the engineers are not very capable. Some have even interned at factories in mainland China. According to industry gossip, people who go there as interns are almost all just there to have fun. No wonder they cannot do anything. They have been working on this for a long time, yet there is still no standardization—it is really strange.
Quality assurance is ignored, while HR is quite courteous.
Leave work on time at 17:30, with consecutive days off on certain holidays.
No need to make up workdays.
The quality assurance department is on the sixth floor.
There is serious infighting.
The supervisors and team leaders appear not to get along, but are actually very close.
You always have to ask for information yourself,
and you may not even get an answer.
There are many people who are busy for no reason, and many unofficial supervisors.
When you join, they do not even tell you about the benefits.
Once the work is taught to you, it is simply dumped on the new hire.
Office gossip is everywhere, and there is a lot of negativity.
Even after discovering problems, you spend all day cleaning up after the production line.
My advice: if you join quality assurance, do not—under any circumstances—work on the sixth-floor production floor as an inspector.
It will drive you crazy….
The HR staff were very polite
Extremely, extremely, extremely awful—absolutely rock bottom!
This was the first time I had ever encountered such an impolite interviewer.
The online interview was conducted simultaneously with a junior manager and the department head.
I had to prepare my own PPT to introduce myself, and the entire interview was in English.
The department head refused to turn on his video camera from beginning to end—extremely impolite!
He kept pressing the interviewee about whether they had ever had conflicts with their previous company or people around them (using the word “FIGHT”).
I am a mild-mannered person who usually communicates more and makes an effort to resolve things, so I could only come up with some very basic communication conflicts from my previous work.
After hearing the example, he even said: “OH! You are so emotional at that position.”
The department head plainly said that MSI does not allow employees to transfer internally.
Even with very seniority, you can only stay in the same department and cannot move into other roles in sales or marketing.
After hearing about my career plans,
the department head was so rude that he directly said in Chinese: “Wow~~ I’m really speechless—I have nothing to say! This is really speechless~~”
I asked him in return: “May I ask whether you think the plan is too long-term or too short-term?”
He then shut up and said nothing.
The manager kept grinning foolishly beside him from beginning to end.
It felt like I had been dragged over by a career-burned-out old man with no joy in life, just so he could mock me and show off how impressive he was.
In reality, I have no idea what he is actually so damn good at.
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Taoyuan hired a bunch of engineers.
Some of them have even been here for 2–3 years.
They can’t even do their own assigned work properly,
yet they still interfere with other departments.
There are constant problems with the processes,
and projects keep being dumped on people haphazardly.
They never seem to understand what they’re supposed to do.
Is all they can do still infighting??
Please first do the work you’re responsible for,
do it correctly and do it well, okay?
All day long, you only know how to ask other departments to clean up your messes.
Are you paying their salaries or something?
Please solve problems like adults,
instead of acting like babies who do nothing but cry all day.
Don’t talk about how Bao’an does things or what they do.
Have you done what the Bao’an engineers are supposed to do?
When something goes wrong, all you can do is pass the blame.
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The expected compensation was already stated on my résumé, but during the interview, I was constantly interrupted. They deliberately pretended not to see a certain section of my work experience on the résumé, then spouted a load of bullshit just to cut the salary.
What era are we living in? Are they still using humiliation of job applicants to assess stress tolerance? I advise against wasting your time going there to be treated badly.
No make-up workdays during long holidays; employee purchase discounts are sometimes worthwhile. The company has some name recognition.
A bunch of old-timers still have outdated and unrealistic ideas and expect employees to obey. If you’re not good at flattering people, don’t go.
They promote you by having you take on more work first, but won’t adjust your salary or give you the position. They only give you a raise and promotion once they’re satisfied.
The Zhonghe headquarters is basically a place to coast and slack off. Taoyuan is full of all kinds of shady characters. There are many people who maliciously falsify overtime expenses and survive by filing petty reports. If they want to target you, they’ll constantly claim that you use your phone or play games during work hours. The supervisors are also blind and won’t judge the facts, and they don’t even dare check the surveillance footage.
Many engineers aren’t even as capable as technicians. They’re all talk. When senior engineers are questioned by clients during audits, they can’t say a word, and the clients laugh and ask, “Are these really people from your company?” Afterwards, they shift the blame to the technicians.
When handling disputes at a supplier’s site, the supplier only sent a deputy section chief to respond, and the engineer was still smug, relentlessly badmouthing the deputy section chief. They apparently didn’t know that in the past, suppliers would have the vice president and sales staff host visitors throughout the entire meeting.
Yet the company values this kind of talent… ha ha.
When the Mainland division came for a technical exchange, they raised dozens of issues requiring improvement. The supervisor privately asked a senior engineer to ask the Mainland exchange participants to go easy on them. Instead, the senior engineer had someone secretly photograph the exchange participants using their phones during work hours, intending to use the photos as leverage…
This kind of company is fine if you just want to pad your résumé, but if you really want to improve your professional abilities… don’t waste your time.
The company has good prospects and is one of the three major computer companies. Having experience there should look great on your résumé.
1. HR ghosted me. They said they would get back to me by next Friday, but when I called to ask, they changed it to the Friday after that. In the end, there was still no response.
2. The company is notorious for not guaranteeing bonuses or year-end bonuses. Based on what senior colleagues have shared, there’s a high chance you won’t receive one unless you’re a senior executive or a veteran employee.
The interview manager was very nice, and the questions were clear and to the point.
I went through five interviews and still never found out which position they wanted me to take. In the end, they even asked me to go to Shenzhen for another interview, without providing transportation or airfare. I had no choice but to be direct about my salary requirements and ask them to cover the round-trip airfare and accommodation and meals in Shenzhen, after which I did not go for another interview. A suggestion for MSI: if you want to recruit talent, this budget needs to be included. I have flown to Europe and the United States for interviews before, and the other party provided the airfare, accommodation, and meals. In addition, you should carefully consider candidates' salary expectations. Not everyone who is currently unemployed is unable to find a job; some are simply choosing among opportunities.
1. There is an employee meal subsidy of approximately NT$660 per month, and dinner is free.
2. There is a travel subsidy that is added directly to the monthly salary in a certain month.
3. Underground parking spaces are available.
4. Group insurance is provided.
1. There is a “serious discrepancy” between the annual salary discussed during the interview and what you actually receive. They discuss an annual salary with you, cut your monthly salary, and later say that, according to company policy, you are not eligible for a bonus.
2. During the first three months’ probationary period, NT$3,000 is deducted. They only tell you this one week before you join the company, saying it will be made up with a bonus. However, as mentioned in the first point, you will not actually receive it—and in reality, it was deducted for four months because the process was still being completed.
3. There is a severe culture of pretending to work overtime, with everyone competing to leave work later. People go to the smoking area or sit at their desks scrolling on their phones, simply to stay several extra hours before clocking out.
4. After work, supervisors still message you on LINE to handle work matters. A few times, I even had to ride back to the company.
5. Colleagues who are good at flattering the supervisor basically have an easy time, chatting and laughing every day. Otherwise, the supervisor probably will not come talk to you until you say you are resigning, hoping to make you stay and continue being exploited.
The interview was pleasant, and the manager verbally offered me the job on the spot.
They even continued introducing me to the workplace while walking me out at the end—呵呵
But then I was ghosted = =
A few days after the interview, I called HR to ask about it. HR even lied, saying that the manager was very busy, but still promised they would follow up and get back to me. In the end, there was no response at all = =
A fairly large company with absolutely no integrity. Even if you changed your mind and I became a backup candidate, HR should at least stop bullshitting job seekers! All this company does is lie, lie, lie!
1. The company’s dragon logo is very cool, and the HR staff are very friendly.
1. I applied for a production-line maintenance engineer position. The salary listed on 104 was 32K, but the interviewing manager thought it was too much and said they couldn’t afford to hire me. I feel that both fresh graduates and experienced people shouldn’t waste their time applying here. They didn’t even respond to say whether I had been hired or not—I was left hanging, and I even called personally to confirm. Very poor impression.
Convenient parking for motorcycles
I interviewed for a Business Management Specialist position, a new position at the company's call center. The interview was scheduled for 15:30, but HR did not start the interview until 16:10. The interview lasted until 17:10, when they said they would ask a supervisor to interview me as well... Then I waited until 17:50, when HR told me that the supervisor said they would not consider speaking with me because my TOEIC score was below 700 (my score was 680).
Aside from the excessively long waiting time, if they had such strict requirements for the TOEIC score, they should not have invited me to interview in the first place. It was absolutely terrible. The fact that HR's interview ran so far over time makes me think the company's internal efficiency probably isn't much better.
Lots of vacation days
NT$600 monthly company meal allowance
Holiday gift vouchers are regularly provided for the three major holidays
Whether you can claim overtime pay depends on your manager's mood; not every manager is willing to let employees apply for it
They value seniority in the workplace rather than the quantity and quality of the work done
There are many overpaid, underperforming employees, as well as a lot of vicious competition among employees
The higher-ranking the person, the more willing they are to slack off at work
If you only plan to spend a year or two gaining experience in the Procurement Department, it may be worth considering. After all, it is a brand, and there are opportunities to discuss materials.
If you stay for a long time, and you do not know how to manage upward or are not favored by your superiors, you may not receive a bonus and may be pressured to resign.
The starting salary is relatively low, so it is recommended that you negotiate for a higher salary, because the raises are not substantial.
The department’s KPIs are not clearly defined. The boss expects you to set them yourself, but the standards for performance evaluations depend on the boss’s mood and personal preferences.
Therefore, people who are not capable of managing upward are advised not to come. Otherwise, you may do a great deal of work without receiving the corresponding bonus.
1. The company has branches or offices all over the world. If you work hard and earn your supervisor’s favor, you may have opportunities to travel abroad and broaden your horizons.
2. There are quite a few little perks.
3. The brand image has recently improved (the marketing seems to have gotten better).
4. Vendors frequently set up booths or give talks on-site.
5. There is the MRT Circular Line and plenty of parking spaces outside the company, and indoor parking is very ample.
1. There are quite a few entrenched old-timers who contribute little and are not very interested in adopting new technologies to improve efficiency. Under incompetent managers, there are also plenty of petty dictators who treat trivial matters as absolute authority. Managers like doing paperwork, seemingly more than improving efficiency and quality.
2. On the surface, the company complies with the Labor Standards Act, but in private it asks managers to semi-coerce employees into not submitting overtime forms and instead taking compensatory leave (this may also be a common problem in Taiwan).
3. The company’s IT department is terrible. It is incapable of building new systems or improving the templates of purchased systems, and has no time to integrate or maintain the knowledge bases and databases of the various business units. A large number of systems cannot exchange important information with one another or interoperate, adding to employees’ workloads and reducing efficiency. The official website is constantly down or inaccessible; even university interns would probably do a better job.
4. The vendors operating the employee cafeteria still have room for improvement; the food is either too greasy or too salty.
5. Employee turnover is fairly high, so it is often necessary to find a new contact person for coordination, which affects work efficiency.