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This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
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The interview was completely different from the actual experience after joining. In the business unit, no one guided you at all; you were expected to study the written materials on your own. The senior colleagues simply had no time for you—in short, they were selfish and even bullied newcomers. All the managers only cared about their own performance, yet constantly preached benevolence, justice, and morality. If everyone could learn without guidance, this department would not perpetually have unfilled positions. Only after joining did I learn that this had been the case for a long time. Despite its glamorous exterior, the inside was in a terrible state!
The Kaohsiung company looks impressive.
Low salary. A certain associate manager in Kaohsiung governs in a dictatorial, centralized manner.
The company is very impressive—even the mineral water bottles feature the company’s image advertising.
The HR manager didn’t even know what kind of qualities the company was actually looking for and had no decision-making authority.
They even had the nerve to say that, normally, candidates might need to come in for three interviews.
Can’t they communicate and coordinate internally?
Making interviewees come in so many times shows how inefficient the company is.
Even if you receive an offer, carefully consider whether this kind of company culture is something you can accept.
A company that charges foreign workers high service fees and lends money to foreign workers, claiming to be Taiwan’s largest foreign-worker agency, with offices in Taipei, Hsinchu, Taichung, Yunlin, Tainan, and Kaohsiung. Compensation is relatively low (except for the boss’s relatives and trusted associates), and in addition to lacking a proper system, the company has many unreasonable rules.
1. Employees clock in when starting work but are on a responsibility-based system when leaving, with no overtime pay.
2. Business staff must provide their own vehicles to conduct business. Apart from the NT$4,000 postage allowance (which is usually insufficient), they must absorb all other depreciation and maintenance costs themselves.
3. There is no established system for performance bonuses; everything depends on the boss’s mood.
4. Business meetings are scheduled on holidays, and attendance is compulsory without overtime pay. Employees also have to prepare performances for the boss, and naturally must find their own time after work to rehearse.
5. The decision-making level is controlled by the boss’s trusted associates. Ordinary employees have little channel for expressing their opinions, and the promotion process is opaque, depending entirely on the mood of those above and on whether one knows how to ingratiate oneself.