中國端子電業股份有限公司

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I’m sharing some work experience for job seekers who are considering this company.

If you live in Keelung or nearby, the commuting distance may be a fairly noticeable advantage. As for the other aspects, whether the company is a good fit depends largely on how comfortable you are with its work environment and management style.

During my time there, I felt that decision-making authority was relatively centralized and that the management style was top-down. When differing opinions arose, frontline employees had limited room to participate in discussions or influence the final decisions. Personally, I was not very comfortable with some aspects of the senior management style, particularly regarding communication, decision-making, and the division of responsibilities.

In terms of work execution, I also encountered situations where the expected results did not align well with the resources actually provided. For example, equipment, tools, or other working conditions were not yet in place, while employees were already expected to deliver results significantly beyond what the existing conditions supported. From the execution side, this often meant having to find additional ways to make up for the gaps ourselves.

Regarding workload and the allocation of responsibilities, I personally felt that they were not necessarily evenly distributed among different roles or employees. At times, some tasks were concentrated on a small number of people, but the actual effort involved did not always correspond to how responsibility or results were ultimately attributed.

I also experienced situations where work results I had helped execute differed from the actual division of labor in the final presentation, records, or attribution. Therefore, if you place a high value on credit for results, work records, or how individual performance is evaluated, I recommend clarifying the relevant policies before joining the company.

Regarding the compensation system, during my time there I did not feel that the methods for distributing bonuses, determining salary adjustments, or calculating the extent of those adjustments were highly transparent. It was difficult for employees to know the specific standards in advance.

In addition, during a discussion about a salary adjustment, I once encountered a supervisor who said they had made a special effort to advocate on my behalf and jokingly mentioned that I should treat them to a meal. People differ in how comfortable they are with this type of interaction, but personally, I did not particularly like it.

Regarding promotions, I did not experience a very clear career development or promotion system during my time there. Based on my observations, advancement seemed more dependent on vacancies arising in higher-level positions. If you are looking for fixed seniority requirements, performance standards, or a clear promotion path, I recommend asking specifically about these points during the interview.

Regarding the workforce structure, in the units I interacted with, there was a noticeable proportion of senior employees and recent hires, while employees with an intermediate level of tenure were relatively few.

Handover and knowledge transfer are also areas that I believe require attention. At least in some of the work and units I encountered, technical knowledge, procedures, or past experience had not always been fully documented or retained. New people taking over sometimes had to figure things out on their own or even reorganize processes that should already have been established.

The company provides catered lunches at noon and also has arrangements for employees to help serve the food. In practice, although this is formally presented as everyone helping one another, at times it can feel as though participation is implicitly expected. If you care about whether your lunch break is entirely your own time, you may want to confirm this during the interview.

The management system and work instructions also changed relatively frequently. I encountered situations where a direction that had already been confirmed was changed after a period of implementation, or where the requirements communicated at different times were inconsistent. If information is not communicated consistently and completely, the execution side may still be left responsible for dealing with the resulting problems.

Overall, if your main consideration is living nearby and having a convenient commute, you can evaluate the opportunity on that basis.

However, if you place greater importance on compensation transparency, clear promotion channels, technical knowledge transfer, work resources, attribution of results, the division of authority and responsibility, and consistency in the management system, I recommend asking more detailed questions about actual examples in these areas during the interview before deciding whether the company is right for you.

The above reflects my personal experiences and subjective impressions during my employment. Conditions may not be exactly the same in every department or for every employee.

A relatively well-known large company in Keelung.

Within the company, there is more than one couple [married couple] working in the same department. One partner is the department supervisor, so whenever raises and promotions are given, they always go first to the supervisor’s lover… even though there are other more outstanding employees in the department; but… the supervisors only take care of their own partners and make no effort to avoid conflicts of interest… Senior management has known about these issues for a very long time, yet has continued to ignore them as they keep occurring. So I feel that if you are handsome/beautiful and happen to have a romantic relationship with your supervisor, your career prospects are sure to rise steadily!!!!!

Does being close to home for people from Keelung count?

They still deduct pay for two typhoon days off. In my nearly 20 years in the workforce, and after asking friends in the industry, I’ve never encountered a company like this. It’s truly been an eye-opening experience.

A family business that appears to be an electronics company on the outside but is a traditional Taiwanese company at its core.

Everything is subject to control, from employees’ clothing to how their desks are arranged. An office of nearly a hundred people occupying an entire floor has no partitions whatsoever, so you can see exactly what everyone is doing just by sitting at your desk. People who have worked at technology companies elsewhere will find it extremely difficult to adapt here. Probably only those living around Keelung can manage to stay, because it is close to home.

Also, several managers have been parachuted into a certain department in recent years. They wanted to make some new changes, but were unable to manage the senior employees, resulting in a lack of unity between management and staff. They also love holding meetings. Different managers assign different tasks, yet do not communicate with one another, leaving the engineers below burdened with a pile of work and operating very inefficiently. When new engineers encounter problems and ask senior employees for help, they are often brushed off or passed around. The team’s working atmosphere is very poor. I heard that several new hires resigned after only a few months, but since the company is a family business, many of its old-fashioned ways of thinking may be difficult to change.

The factory is clean and bright

HR is easy to talk to

Free parking spaces for cars and scooters

The salary is average, and it feels like there is a lot of work, with frequent overtime

Quality control seems to combine two positions into one, expecting one person to do the work of two

After the three-month probation period, if you are not retained, you are forced to resign voluntarily rather than being laid off

You must complete three years of employment to receive the full two months’ year-end bonus. After three years, it is fixed at two months, while the actual amounts for performance bonuses and profit sharing are explained very vaguely

The department manager who interviewed me was very easy to talk to.

They also gave me some pointers on things to pay attention to in the way I speak.

I had a pretty good impression overall.

My technical abilities were recognized,

although I ultimately got ghosted QQ.

The first interviewer told me that I looked kind of strange.

(Not the department manager; it was probably someone from HR.)

I don't know what kind of perspective or attitude they use when looking at interviewees.

Everyone has their own speaking habits and body language, right?

They also asked about private matters such as my family's personal life and religious beliefs—

things unrelated to the job.

If you're going for an interview, decide for yourself whether you want to answer.

After all, these are private matters.

Since the department manager was very easy to talk to,

I'll give the company an average rating.

A fairly large company in Keelung…

After arriving at the scheduled interview time, I unexpectedly had to wait outside for another 10 minutes. When I went in, the receptionist looked as if I owed her billions, and her attitude was very arrogant. After I finished filling out my résumé, the same receptionist conducted the initial interview. It felt more like a matchmaking session, with questions about how many people were in my family and what they did, etc. After the interview, she told me that the manager was currently unavailable and that they would notify me later. It was a complete waste of time. Anyone planning to interview there should think it over carefully!

Seemingly good benefits

Extremely invasive and humiliating intrusion into personal privacy unrelated to the job

You are required to provide all kinds of family information (for example, details going back eighteen generations), including your family members’ occupations, ages, incomes, residential addresses, and whether their homes are owned or rented. Even when told that this involves your family’s privacy, they still insist on asking. All personal information unrelated to the job must be laid bare and scrutinized one by one. When asking HR questions, you get the feeling that they are dismissive of you.

The supervisor is something else. Right from the start, they have you interview in an office where a group of employees are working, just two steps away, which makes you feel disrespected.

Also, they apparently had not looked at the interviewee’s information at all, yet still conducted an investigation into your entire family history, asking about your family members’ jobs and criticizing their occupations and incomes, as well as asking whether their homes are owned or rented, their physical health, whether you have a boyfriend or girlfriend, and the status of that relationship—all requiring detailed answers despite being completely unrelated to the job.

They also said that the company does not like quiet people and prefers those who talk a lot and frequently go on stage or organize events. Are you expected to balance events and work?

Next, they hit you with questions in rapid succession, without giving you time to say whether you are familiar with the subject.

When the supervisor asks questions they themselves do not understand, or when your answers do not satisfy them, they start attacking your character, while someone is working right beside you.

Please think carefully before applying.

Relatively stable, with a clean work environment.

Although the salary appears to be above the level in Keelung, if overtime hours are included under the salaried arrangement, it is not worthwhile at all ("I've heard" that some positions receive overtime pay). It is a very traditional, relationship-oriented family business. For a single company, the proportion of managerial positions seems disproportionately high, but they have not managed to achieve any notable results. Many activities are held that require using personal time; people who enjoy them like them, while those who do not find them difficult to accept. The managers value "team spirit" and people who are "obedient" and easy to train...