亞旭電腦股份有限公司

You can work yourself to death

The back-office units are seriously overstaffed, and you work overtime until you drop. They don't want to pay overtime, so they insist that you choose compensatory leave instead.

The company is big but bloated and slow, with a bunch of old-timers. People dump tasks and run; whoever takes them on is left to suffer.

The ERP system is unbelievably bad—people are doing computer-based tasks manually.

They still claim they're going to IPO—just watch.

The advantage is that the company makes a lot of money because employee benefits are poor.

Sharing a friend’s grievances: At first, I applied here because I saw that Asia Vital Components was a five-star company. Later, I was so happy when I became a full-time employee, but only then did I find out that, in terms of benefits, I didn’t even want to give it one star. The annual banquet wasn’t held because of the pandemic, and there were no consolation prizes for those who didn’t win the raffle. The original NT$1,100 reimbursement for reporting the company’s tax ID for New Year purchases was also changed to a Kuai Che dried-meat gift box. Employees who hadn’t been here for three months didn’t receive a year-end bonus either. They should at least have shown some consideration by giving employees NT$500 or NT$1,000 to acknowledge their hard work. Instead, the company is so calculating and penny-pinching with its employees that even during the year-end inventory count, we had to take unpaid leave. They couldn’t simply deduct the money; we also had to make up the unpaid-leave hours by working Saturdays the following month. This company is unbelievably calculating, and its penny-pinching with employees is utterly ridiculous. I really regret coming to work here ＞/＜ I advise anyone considering joining Asia Vital Components to think twice before acting. Don’t come here and waste your valuable time working here, only to regret it later.

None

1. The interview locations were different, and I was not informed, so I had to go to two places.

2. I could not find the interviewer at all and waited for more than an hour.

3. They had no understanding of the product line when asked.

4. What I described about the process was the same thing he was saying, but he kept going around in circles.

Suitable for coasting toward retirement, with punctual start and finish times

Year-end bonus of 0.3 months; poor benefits

Punctual working hours, suitable for retirement

Apart from the low salary, the year-end bonus is very small and salary increases are extremely limited. Even when promoted, the raise is still very small. In addition, there are major problems with the promotion system each year. In some years, the company did not announce a list of employees eligible for promotion, yet many people's job titles were changed anyway, for reasons unknown. Currently, the company uses card swiping to record clock-in and clock-out, and swiping twice in succession causes the system to register both arrival and departure. If someone asks a colleague to swipe their card for them, or comes in to swipe once in the morning and the supervisor does not really monitor it, couldn't they simply take unauthorized leave? It is recommended that the company install a facial-recognition system for clocking in and out. At least this could prevent problems such as people swiping cards for others. The whole system is chaotic. There are also some ghost employees. Human Resources is advised to investigate whether there are people who never come to work but continue to receive salaries. Internal infighting is severe. Each R&D unit is divided into too many sections, with too many section directors. It would be better to have one director manage the whole unit.

1. Easy to take time off (but other colleagues will comment)

2. Leave work on time (but other colleagues will comment; other sales colleagues typically leave between 8 and 10 p.m.)

3. Motorcycle parking is available

1. The environment is extremely disgusting (cockroaches show up on the desks and at the water dispenser, and the supervisor even says this is normal)

2. A bunch of older employees are coasting toward retirement (raising fish and growing potted plants); they spend work hours doing other things, then work overtime after hours to flatter the supervisor, but receive no overtime pay

3. A senior colleague has extremely poor emotional control and EQ, and frequently slams the desk phone down and curses at people; the supervisor is very permissive

4. The supervisor and the senior manager are related by marriage

5. The benefits are extremely poor. The year-end bonus is less than 0.3 months’ salary. The supervisor was very good at painting an overly rosy picture during the interview, saying the company was striving to go public again, but in reality it loses several hundred million every year. The only reason it has not gone under is that its parent company, ASUS, is supporting it

6. The supervisor and senior colleagues all think the factory is trying to set them up, and completely distrust what the factory says; they keep pushing responsibilities back and forth

Interviewed for the automotive electronics division; a short department head; casual interviews and casual hiring.

As a result, around 40 people from HW RD/PM/Q/SW… must have left over time! Employees all resigned because they couldn't stand this short department head randomly shouting and insulting people. The short department head lacks ability, can't figure out the situation, can't lead people well, and can't deliver projects. No one at the senior level wants to clean up this mess either. It's up to you to decide.

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Working at this company was truly a nightmare in my life; every day, I didn't want to go to work.

The company is losing money; you can find related information by searching the news.

The managers are poor at leading people.

Many people arrive after the official start time, use work hours to make coffee and wash dishes, never take leave when they are supposed to make up for workdays, and receive no compensatory time off when business trips or exhibitions fall on weekends or holidays.

There are many people in different departments who shirk responsibility.

The company's software and hardware equipment are poor and do not look like those of a technology company at all, especially the systems.

The approval process is also inexplicable.

The production line is short-staffed, so every department has been asked to send people to support production—this has happened at least twice.

There are few opportunities for promotion, salary increases are small, and the benefits are poor.

1. It is recommended to stay at a non-headquarters location. It is very suitable for taking it easy, layoffs are unlikely, and you can leave work on time.

2. Apart from forgetting the duties and tasks you are supposed to perform, you can build physical strength (frequently moving offices and walking from a remote office to headquarters to use testing equipment), as well as develop packing and garbage-cleaning skills.

3. The job is a side gig; indirectly, you can cultivate many hobbies, such as keeping fish, growing flowers and plants, making coffee, and washing cups, bowls, plates, and utensils. (It would not be surprising to barbecue or cook hot pot in the office either.)

4. Employees at non-headquarters locations can almost always clock in before 10 a.m. (Working hours start at 9:00 a.m.)

5. Because the company is downsizing, it places employees who are still usable (obedient) on unpaid leave. (You do not need much project expertise or technical ability—just be obedient and have a strong subservient mentality.)

6. If you are highly subservient and do not expect anything in return from your work, this company will be a great fit for you.

1. Layoffs are unlikely, resulting in many redundant employees. (Veteran-level managers happily collect their salaries despite lacking the ability to secure resources; they frequently shirk responsibility, and of course their subordinates are the ones who suffer so the managers can meet their own KPIs.)

2. Even if you have been with the company for more than 10 years and have devoted considerable effort to it, managers often tell you there are no people or resources, ask you to weather the difficulties together, and expect you to shoulder the burden. You get only credit for hard work, with no opportunities for a raise, promotion, or additional staff. Managers live in their own Truman Show world, where simply saying something makes it happen as they imagine.

3. Because the company is downsizing and does not replace vacancies, it would rather place employees who are still usable (obedient) on unpaid leave than hire replacements or give the remaining employees raises or promotions. (The employees who remain are the ones who have to share the workload—not the managers.)

4. The company’s senior executives lack the ability to retain or manage professional technical talent. Decisions are made subjectively by a single dominant person, and those who remain are mostly highly skilled workers. The product and functional design capabilities are concerning.

5. The company’s PLM system frequently malfunctions.

6. Because the company’s headquarters has been leased to another company, only some departments can remain at headquarters. The other departments are scattered among rented offices elsewhere. If you need to use testing equipment, you frequently spend time traveling back and forth, which is very inefficient.

A company with a great deal of freedom

A large company with many rules that people don’t like to follow

Likes to make a mess of things, seeking speed to please upper management

Issues unreasonable instructions and demands

Those below can only use every possible means to accomplish the mission

The work is fairly flexible, and overtime is not usually required.

Free motorcycle parking is available; car parking can be applied for by employees at assistant manager level or above.

You can bring household garbage to dispose of in the parking lot.

There are quite a few incompetent decision-makers who only keep wasting production-line time.

This year’s year-end bonus was only 0.3 months’ pay. I heard that some R&D employees received only NT$5,000–8,000, and the company continues to lay off employees and have employees resign.

There was no “haha” prize in the year-end party raffle.

It should only be well-known, that's all.

They make you work overtime to death and still claim it's a responsibility-based system.

There are tons of cockroaches crawling around in the production line lockers.

The production supervisor is extremely harsh toward the employees under them.

None at present

The company is losing money, and supervisors are required to submit a list of employees for redundancy, yet the people at the top remain unmoved.

There are many people in the company who shift blame; once they push it onto another department, they consider themselves free of responsibility.

There are too many strange rules, with new regulations introduced every few days, making it difficult to get things done.

Pay raises are small, only a few hundred dollars.

Some years, the annual compensation is less than 14 months’ salary, and the benefits are average.

The company is overstaffed overall.

I do not recommend working here.

None

On the day of the interview, the supervisor agreed to hire me and even said that the department was very short-staffed. Although my experience was not entirely relevant, they were willing to give me an opportunity to learn. However, just a few days later, they emailed me saying that my experience did not meet the requirements of the position, and the position was also closed on the job site. What kind of move is this@@"

1. The HR contact was quite polite and even helped me exchange my visitor pass at the company entrance.

2. The interview lasted about 1.5 hours, and they also showed me around the company.

3. They did not ask intrusive personal questions and focused only on the job, which is quite rare.

1. The manager who interviewed me seemed to be in a bit of a hurry. Often, they moved on to the next question before I had finished answering.

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1. No water was available to drink during the two-hour interview

2. Had to wait for more than an hour before the interview

3. More than a week has passed. Even if I wasn’t selected, they should at least send a thank-you letter. I took the time to attend the interview~

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1. The interviewer, Mr. Wang, truly amazed me. He completely lacked understanding of automotive products, and the process was also unclear. I explained a whole bunch of automotive regulations, yet he actually said he had never heard of any of them. Truly remarkable.

2. One thank-you letter

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1. Casually posting job openings to find people to interview and earn performance bonuses.

2. After checking in for the interview, I was casually directed to a desk to write my résumé, but no pen was provided.

3. There was not even a glass of water during the interview, nor was there a meeting room; the interview was conducted directly in an open-plan space.

4. The interviewer arrived very late and kept asking about the applicant’s privacy during the interview, yet could not clearly explain the job duties.

5. The interviewer’s statements and behavior did not match. It felt like there was intense internal conflict.

6. After the interview, the applicant was left aside while the interviewer left first.

7. Not a word was said about salary, benefits, or the subsequent interview process.

None

The interview was scheduled around the end of the workday, and the manager’s expression didn’t seem very positive (they looked somewhat tired).

The salary could not be raised much. The manager could only offer a salary within a certain range.

They clearly stated that overtime is a regular occurrence every day, and sometimes overtime is also required on holidays. However, overtime is paid, so the total can exceed the salary you requested... (What kind of logic is that?)

I was fortunate to encounter good R&D colleagues who seriously and patiently guided newcomers step by step.

There are quite a few colleagues who are experienced and of good character.

Most of the upper management are jellyfish-brained. They have no ability to evaluate or make judgments, and understand even less about gathering real information from the grassroots.

The company is trying to transform itself. It suffered a major loss in 2017, and the year-end bonus was paid only after a long delay.

The salespeople who pursue projects only know how to paint grand pictures, emphasizing how beautiful the future will be and writing empty checks to lure clients in. When something goes wrong, they push the responsibility onto R&D.

The company bought a small company in the mountains, saying that it was optimistic about the other party's technology.

The company does not trust its own R&D, believing only that outsiders can perform miracles, without realizing that these outsiders eat meat and drink liquor.

During the collaboration, we repeatedly found that the other party's information was opaque. When problems occurred, they refused to take a position; progress discussions were unclear; their thoughts went around in circles without direction; they could not answer basic questions in meetings; and their technical shortcomings were exposed with ease.

Perhaps they did not really want to be acquired either, but it was a jellyfish-like management decision that they had no choice but to carry out.

The merger decision was also extremely forceful: they deliberately sidelined the original senior manager and pushed the R&D staff under the other team's management to do the work.

Not a single person could accept this kind of merger. Disappointed, disappointed, and even more disappointed.

Working with a team that neither communicates nor cooperates nor takes initiative is also utterly demoralizing.

After the project finally made it through the client's demo amid constant firefighting, the senior manager representing the company only cared about taking credit and basking in the glory. Every time something went wrong, he was completely out of the loop. He would even ask questions that clearly showed he did not understand the technology. No one knows how he ever rose to his position.

The R&D staff were exhausted in every way, while the sales manager insisted on attending client meetings. We were not allowed to speak honestly about the technical aspects, and he never came beforehand to understand what could or could not be done; he only cared about putting on a good show.

During the merger, we begged the R&D staff repeatedly to bear with it and work harder. In meetings, they made all kinds of unreasonable demands of R&D and had wildly unrealistic ideas. Even after interacting with us many times, they still could not recognize who was who. Their tone was arrogant—the standard wealthy-and-powerful type. They are crude people who have exploited countless others and deceived countless others.

All of these matters are supported by evidence, but the department director still refused to believe them. He only said to be more positive and find ways to solve things, thinking that the R&D staff were presenting only one-sided accounts that could not be fully trusted…

Sure enough, the view from the top is completely different from the view on the ground…

The project is still in the midst of a crisis. Once it is over, no one will remain. Every kind of instability has been encountered here. If the company collapses one day, those who made the decisions should be held responsible, rather than blindly shifting the blame to R&D. Anyone with eyes can see who the problem is.

It is just like the recent Puyuma train incident: those in power drift too far above the ground; they take credit for everything good, while those below bear all the blame.

There really aren't any, and I don't want to go to work every day; I often have nightmares.

When I have nightmares, I often dream that, at the year-end banquet, senior management says the company needs to improve and sets a target for next year's revenue. But if the company really wants to improve, it should fire some incompetent managers instead of letting things go unchecked. I left less than six months after joining. During the interview, they asked whether I had experience related to IPCams. They gave me an initial introduction to the job, saying that it was okay if I didn't know how to write test programs, since they wouldn't hand that work over to the department specializing in production testing anyway. As for治具 tools, they said that as long as I explained the concept, I could commission the fixture-tooling department to make them. But the job involved maintaining test programs, planning production-testing procedures, and so on. Then they asked what I knew and asked the interviewee some questions, but they seemed to have only a vague understanding of everything. If the company hadn't had such a big name, I wouldn't have thought about going in to give it a try. But after actually joining, I wanted to swear every single day. I dreamed of someone surnamed Lai who seemed to be a junior manager. Every day, he only bragged about how capable and amazing he was, but when it came to professional matters, he didn't know anything at all and just talked nonsense. Whenever a problem came up, he had to bring someone else in to help solve it. Then I dreamed of someone surnamed Tsai who was my direct supervisor, and he was even more outrageous. He was basically a manager with extremely low EQ. He couldn't do anything, yet he could still be a department-level executive. He never accepted employees' suggestions and thought he was really impressive. No wonder the two of them hit it off so well. They had no idea that not a single department liked working with them. They only came up with terrible ideas and then told employees to carry them out. If things went well, they hurried to take credit; if things went wrong, they would put on a sour face and still wouldn't teach employees how to do things. Even when the issue was reported to the department manager, it was ignored. No wonder this company expands every few years and then downsizes again. The higher-ups set a bad example, and those below follow suit. Ah~~~ The beam was crooked and collapsed, scaring me awake from my dream.......

The above is entirely fictional; any resemblance to actual persons or events is purely coincidental.

HR’s attitude is quite good, and they also confirm the details. However, I actually did not interview with HR; it felt like HR was only passing along messages or handling administrative matters. Also, there was no test.

The supervisor may make a verbal offer, but things are still actually very uncertain. The chance of being ghosted is extremely high. If you receive a verbal offer, it is still best not to turn down other job offers yet. There is no overtime pay, and they expect you to come to the company even on holidays—to come by and take a look even when there is nothing to do—but they will not pay overtime...。

During the interview, they paint a picture of future prospects (in my opinion), such as bonuses and promotions, but you should still view it rationally because there have been cases where verbal promises started strongly but ended without follow-through. This makes the promised prospects feel less convincing.

Taiwanese employees can eat and drink as much as they want, with free accommodation; managers receive a telephone allowance.

1. There is intense internal company rivalry. Those who are not skilled at navigating it may leave after as little as three months, while others may resign after six months.

2. Mainland Chinese managers are even more arrogant and contemptuous than Taiwanese managers. Those considering taking a job at a factory in China should think twice. Subordinates talking back to their supervisors happens every day. The likelihood of being forced out after going there is high (if subordinates do not cooperate and the supervisor is criticized every day, how can performance be good?).

3. The company is willing to offer high salaries, but managers have high expectations, so the pressure is intense.

4. Taiwanese managers and colleagues fight among themselves and are difficult to get along with; intrigue and internal rivalry are severe.

5. Those good at flattering others may go; those who value facts and practical results should stay away. At Asia Optical, it is common to keep changing who occupies a position. It is not unusual for a dozen managers to rotate through the same position in one year. Chinese colleagues have become numb to it. When you first arrive, you will be observed for three months, and you may be replaced immediately (a Taiwanese manager may dislike you and send you back to Taiwan).

So hot in summer it could kill you, so cold in winter it could kill you.

On your first day of employment, you sign a salary agreement stating how much your pay will increase after three months. You sign it, but three months later, there is no raise at all. The reasons for overtime are clearly documented, and the work was completed, yet your overtime request is still rejected. They really take advantage of people. This company’s system is even worse than those of some small companies—ridiculous. If you weren’t hired, consider yourself lucky. The pay is pitifully low; even with less than 30K, you can be made a leader. SO COOL !!!

None, because it was absurd.

The person who interviewed me was the manager of this position. This manager was not a professional in this field, but he thought he understood the position very well. In fact, he understood nothing at all, yet he kept asking me to explain the technical aspects in depth. As a result, he could not understand anything I said, so he claimed that I had communication problems.

From beginning to end, this manager wanted to ask Question A and know Answer A, but he always asked Question B instead. When I gave him the answer to Question B, he said that it was not the answer he wanted to hear, and claimed that I had comprehension and expression problems, spoke incoherently, and had no organization at all.

As a result, I was not hired.

When discussing the policies of this position with the manager:

● The manager said that employees in this position have to clock in and out, and that all regulations comply with the Labor Standards Act. However, because the duties of this position often require overtime, overtime is treated as being under a “responsibility system,” so no overtime pay is provided (in violation of the Labor Standards Act).

● The benefits listed by this company on the recruitment website are not available to everyone. Some benefits are limited in quantity and are not provided on a first-come, first-served basis; eligibility depends on the position you hold.

In addition, this company does not provide beverages during interviews; applicants must bring their own.

None

Poor administrative efficiency

Unable to interview at the scheduled time, with no basic courtesy of calling back to reschedule or postpone

None

The company is afraid to announce layoffs, so it wants to slowly torture us one by one. Truly a great company.

I've thought about this for a long time...

1. Those who enjoy practicing Tai Chi can come in and hone their skills

2. The security guards know a lot of gossip

3. Free parking and a good working atmosphere

4. The air conditioning is very cold

5. Most colleagues (entry-level engineers, junior managers, and mid-level staff) are easy to get along with, except for the senior-level blowhards

As others have said:

1. The higher the rank, the greater the supposed expertise (vice presidents+ and associate vice presidents = lots of problems XD). They often focus on appearances and lack solid hands-on or management experience

2. When there's a problem, they talk a big game first and pass the buck, making those below them take responsibility

3. There are many “experts” (an expert is nothing more than a well-trained X)

4. The sales team is useless and unable to discuss specs with customers (but they're pretty impressive at arguing until it reaches senior management and making a huge scene)

5. RD equipment is distributed unevenly—depending on your department's performance

6. Certain departments are running secret religious groups (be careful)

1. Overtime pay is provided <depending on the unit>

2. At the Dragon Boat Festival and Mid-Autumn Festival, there is half a month’s salary plus gift vouchers

3. The testing department I worked in was fairly pleasant

1. Every unit is very good at passing the buck. The sales department in particular is a mess. They only care about taking orders and don’t care whether the company has the capacity to fulfill them, leaving the people below to suffer

2. There are too many deadweight employees in the company. They occupy positions despite lacking ability...

3. The company’s production lines are extremely primitive. I was completely stunned when I first joined......

4. The workload is distributed unevenly. Some people really just come to scroll on their phones and wait for the end of the workday

None

There is no oscilloscope in EE's lab. I was blocked countless times for months after buying one—what a great company.

Base salary 13, bonuses and year-end bonus depend on the situation, and the overtime culture is average

The business department is really useless; they dump everything on R&D, know nothing about the customers’ situation, and still have to turn around and ask the RDPM.

No overtime pay for working overtime. PMs are experts at shifting blame: taking on a project counts toward the PM’s performance, but when they impose unrealistic deadlines and the RD team cannot deliver, it is counted solely as the RD team’s fault, while the PM’s performance credit remains intact. RDs spend all day doing paperwork; one RD once went two months without writing a single line of code, spending all that time helping PMs write documents that the PMs should have prepared themselves.

PMs at the Taipei headquarters have it the worst, as senior management only listens to the PM’s one-sided account because they are nearby.

Moreover, the parent company gets all the benefits, while the subsidiaries are treated like dirt. ASUS grants seven days of leave and gains a good reputation externally, but the subsidiaries get absolutely nothing.

Integrating the team is extremely difficult, and non-professionals are managing professionals, making it difficult for subordinates to carry out their tasks. Overtime is the norm. Senior management often breaks the rules they themselves established, and frequently gives junior staff a hard time. When they see a problem, they only ask junior staff to resolve it, rather than taking a broader view to understand how the situation arose. At year-end, insiders are prioritized for bonuses, while those outside the inner circle receive only a tiny leftover amount. There is no human touch.

Each department has a different culture, but the company is not very welcoming to recent graduates. There is little willingness to train newcomers; they almost always look for people with experience.

If you are a recent graduate, don’t come here and waste your time. Go out and gain some experience first, then come back to this retirement-style company—it will be easier. Annual raises are no more than 5%, and starting salaries for recent graduates are low. In addition, projects are usually assigned to experienced employees, so you cannot learn much and can only do testing. By contrast, you can learn more at smaller companies. The pay is too low to make it sustainable.

Although it claims to be part of the ASUS Group, the company culture and systems are not really related to the ASUS Group. Employees do not clock in or out, but many often work overtime. Working overtime on holidays is considered part of the job responsibilities, so there is no compensatory leave or overtime pay. The human resources department’s salary-setting system lacks professionalism; demotions and salary cuts are commonplace.