(台北市電腦公會)台北市電腦商業同業公會

1. No need to clock in or out when coming to or leaving work

2. 30 days of paid leave every year

1. I joined the association in 2025 because of its reputation and was responsible for organizing trade shows related to education. Before I joined, the manager who interviewed me said that this position would allow me to actually work as a “curator,” but in reality, one person is responsible for one exhibition area, handling everything from business development, marketing (and the “marketing” here is not really marketing; it basically means following the previous year’s SOP), administration (drafting cooperation contracts with clients, helping Chinese exhibitors and visitors apply for visas to enter Taiwan, processing a bunch of damn paperwork, and so on), after-sales service, design, social media, and planning activities and forums during the exhibition. In short, you have to do everything from A to Z. In my view, we are merely a group of people who do not understand curation trying to curate exhibitions, with no professionalism or depth. This is not suitable for people who want to deepen their careers, but it may suit young people who are still trying to find their direction.

2. Falsifying data: They claim that the number of visitors exceeded 350,000, but this was fabricated by the manager. Exhibitors are not stupid either. If you can deceive people into exhibiting by claiming that the results are excellent, without feeling any guilt, then this job is very suitable for people with no moral compass.

3. The director of the Software Services Group is terrifying. The culture in this department seems to be stuck in the 1960s. This director’s management style is notorious. If you can tolerate hearing a vulgar old person yelling and cursing in the office all day long, then you’ll be OK.

4. Because the culture described above is extremely traditional and exploitative, the turnover rate is very high. Five people left my team in one year (there were only eight full-time members), and the situation in the neighboring team was the same. There is hardly any culture to speak of. If you want to be a robot earning a fixed salary, you are more than welcome.

5. To add to the above, because the organizational culture is poor, there are also many instances of infighting, badmouthing one another, and shirking responsibility in my team. There are no allies; everyone just does their own thing.

6. Further to the above, the manager has no management skills and does not pursue further training. They do not handle conflicts when they arise. They spend all day working on Notion but have no idea how to manage projects. You will find that you spend more time making spreadsheets than actually working, while your colleagues can take a very long time to complete a task without anyone knowing what they are doing (?).

The manager also has little empathy and is very much like a robot. Basically, most people in the association are NPCs. If you are someone with a lot of ideas, do not come to the association—you will be miserable. If you want a fixed salary, do not care what you can learn, and like comfort, then the association is a good fit for you.

7. There are no real “rules” or SOPs for organizing exhibitions. Big brands get the most favorable treatment, and violations do not matter.

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LOL, no comment

1. The main business, international exhibitions, are indeed world-class.

2. Convenient transportation; headquarters is located at the intersection of Bade and Dunhua roads, in a good location.

3. The three seasonal bonuses and year-end bonus are indeed provided.

I hope to share the most genuine experience with those considering joining the association: think twice, then think twice again. As someone who has worked at the association for many years and has also lived and worked abroad, although I have great respect for the deputy secretary-general and many senior executives, unfortunately, policies from above are met with countermeasures below, making a career at the association a mixture of many emotions.

The serious shortcomings are as follows:

1. The association organizes many international exhibitions, including several of Taiwan's most representative international technology exhibitions. However, many (though not all) managers lack an international mindset. Quite apart from their international outlook, even their language skills are problematic. Many managers have trouble even writing emails in English, yet constantly criticize the English content produced by people who have studied or genuinely lived overseas, resulting in delays.

2. The association likes to recruit people with overseas experience, but its overall management mindset is not very open-minded. Everything sounds good during interviews, but much of the actual operation does not match what was said during the interview, and the expertise brought back from abroad by people with overseas experience is not always respected.

3. The job duties, collaboration model, and position within the company ultimately differ from what was described during the interview. This inevitably gives people the impression that they are lured in first and then left to clean up the mess for veteran employees who cannot complete their tasks.

4. Some senior employees focus on the person rather than the issue, and the quality of some senior managers is consequently also worrying. Some cannot even meet the most basic standard of punctuality (though not all), lack innovation, and cannot even prepare and deliver their own presentations, burdening other managers and colleagues. Yet there is no relevant mechanism to protect frontline staff or other colleagues. It is regrettable.

3. The success or failure of international exhibitions is closely connected to technology and trends across various industries. However, the thinking of many managers responsible for the association's international exhibitions differs from that of the industry. As a result, ideas proposed by clients (exhibitors, prospective forum speakers, international teams, etc.) often do not align with the managers' direction, causing certain areas to fall behind industry trends.

4. There are issues with intergenerational communication and respect for expertise internally. Some (though not all) senior employees resist learning new skills, tools, and even new ways of working. Differences in views about work standards would be understandable, but senior employees often instead ostracize younger colleagues with professional expertise, sometimes even verbally abusing and insulting them. Over the years, the enthusiasm of many young employees has been worn down, leading them to leave dejectedly.

5. Building on the above, some departments have problems respecting expertise. People with insufficient professional competence refuse to keep up with specialized expertise from outside (such as marketing, foreign languages, and creativity), yet like to interfere in professional matters using unverified hearsay.

6. Workplace bullying occurs in some departments (emphatically, not all). When senior employees or those who disrespect professional expertise face performance pressure, they blame other colleagues for their own responsibilities. They may even verbally attack them in public, and the matter is not subsequently handled appropriately.

7. Because some mid-level managers lack professional competence, they can only prevent the fact of their own inadequacy from being exposed by making things difficult for others and suppressing people who have accumulated achievements, thereby affecting colleagues' career development.

Especially for friends who are just entering the workforce or have an overseas background, remember that the styles of the association's departments differ greatly. Some departments have begun to improve, but others can only be described as having a worrying outlook. Choosing poorly may significantly affect your future work and career, so remember:

1. You really should gather information and ask many questions when choosing a department; you cannot go wrong. Departments that lack staff will definitely recruit people first and explain later, using all kinds of persuasive tactics to please you. If possible, visit the department you are interested in beforehand and experience it firsthand with your own eyes and intuition.

2. Clarify the job responsibilities during the interview. If you feel you have a chance of being hired, confirm everything repeatedly before starting work (there have previously been cases where the actual duties and role differed from those described during the interview, or where substantially different additional work was added).

3. If things do not meet your expectations after joining, ask around about opportunities in other departments. As mentioned above, the atmosphere differs from department to department.

A job that can help develop patience

A traditional, conservative old company. If you want to learn new things, I suggest looking elsewhere. Some departments may require extremely long hours, which will not help you grow or improve, but instead have you doing paperwork until you question your life choices. Rather than pursuing efficiency or smart methods, they care more about making the client happy; it may be a service-industry mindset.

Sometimes there is extra food available to eat.

The supervisor is emotional and expects you to think independently, but when you do, she says that’s not what she wanted. In that case, you might as well obediently be a robot. There are many pointless meetings; the supervisor seems unable to communicate without holding a meeting, even though she is sitting nearby.

Regarding the year-end bonus, there are two months' worth, plus half a month for the Dragon Boat Festival and Mid-Autumn Festival, which is pretty good overall.

The work involves a government project at a startup. The person in charge is a senior veteran executive who is conservative, directionless, and bad-tempered, frequently shouting at and berating people, which creates a poor team atmosphere. The key issue is that many people, myself included, were lured in under false pretenses: the actual work is completely different from what was agreed upon during the interview. The probation period is also as long as five months, and after it ended, the compensation was not provided at the level promised in the interview. Repeatedly raising the issue for two months was of little use. At first, they said it would be provided the following month, but the full amount was still not given. A dishonest, terrible manager and a terrible workplace.

Planning work for a video game expo is very appealing

Beautiful office

Received a response within 3 days

The elderly male interviewer placed great emphasis on academic credentials

An extremely conservative company

The interviewer's attitude was not very good

Lots of afternoon teas and lectures

- Managers are very good at humiliating people and lack morality and integrity

- Jack of all trades—you have to do everything. Even in a planning role, there is no room to make use of your skills; although the budget is large, creativity is not allowed

- Colleagues generally have excellent educational backgrounds, and the company likes to hire people with overseas experience, but it is extremely conservative

- You need to obediently follow orders to please senior management