Sources and scope
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.
Read the community guidelinesFree lunch; the benefits are very good
The supervisor is unfamiliar with the Labor Standards Act.
Overtime does not take personal wishes into consideration.
Even if they think you are unsuitable for the position and ask you to resign, they will pressure you to say that you resigned voluntarily.
Or they will threaten you by saying that if you leave with severance pay, they will make it impossible for you to stay in the financial industry for the rest of your life.
Free lunch
1. I joined CTBC as a fresh graduate, and was bullied in all kinds of ways by the old-timers. Whenever I asked questions, they would say they were too busy and had no time to answer. There was also no training system in place; new hires were expected to figure things out on their own. When I first joined, there were two boxes of documents on my desk, and I was told to finish reading them. I was expected to start working that afternoon.
2. I worked on a staff team at the head office (use your imagination about the department—it should be fairly obvious). If a senior employee was in a bad mood and took a dislike to you, they would target you in all sorts of ways, then afterward tell me: “This is the workplace! I’m training you~!” (I thought to myself: Damn—now bullying people is even considered perfectly legitimate.)
3. There were too many administrative tasks, and they were overly tedious. Everything was done on paper, and I spent a huge amount of time every day doing administrative work. I learned practically nothing.
4. There were many cliques, such as the NCCU group and the NTU group, and more!! Once you join, you absolutely have to identify the factions clearly—don’t associate with the wrong one, or you’re doomed. And if you follow the wrong person, it really is like going to hell; I’m not exaggerating.
5. They call it a “happy company,” but working overtime until ten or eleven at night is the norm. However, because the company is afraid of being sued, supervisors told us to manually change the times in the system (to make them show the normal start and end times).
Free lunch; great benefits
Quite unfriendly toward people with mental illnesses
No corresponding support system
In the name of Sol
Today I received a sudden phone call. At the beginning, they even falsely claimed that I had proactively submitted my résumé. I immediately realized this was untrue,
because I had clearly seen someone using their own laptop to deal with the AI mainland lobster automatically
sent emails and office-rent issues,
so they clearly had no time to submit a résumé at all! After hanging up, I immediately checked the records, only to find that this had never happened,
which severely damaged their credibility. It was nothing like the image of a company struggling in the desert; instead, it seemed like a team that had lost its direction in the cloud
. This “exaggerated claim” suddenly made my impression of the company take a deep “hit.”
Next, I searched online and found that this company’s reviews were as poor as a baseball player’s batting record,
with hardly any constructive achievements. Even the work displayed on its official website looked like student assignments
! No wonder their responses to housing management and even office-rent issues were always delayed,
raising serious questions about their work efficiency. I directly decided to decline the interview. On this point, I still have to say to my colleagues:
these self-serving plans are truly absurd—simply “futile.”
Unexpectedly, a few days later, on the last day of my annual leave, while I was taking the high-speed rail north,
this company continued its relentless recruiting pursuit,
completely ignoring my refusal. Like a river, it seemed endless: they kept calling and
sending messages to ask whether I had changed my mind. This persistent recruiting approach showed a real lack of sincerity,
making it completely impossible to trust them—a nightmare that made me want to get away immediately. Still, this also reminded me that
if there are future headcount-driven, self-serving plans like those of Wang X Hong,
it would be better to adopt a smarter strategy instead of continuing to rely on this approach to persuade colleagues and supervisors;
otherwise, the next interview will leave you lost in the desert.
There are benefits besides physical and mental well-being.
Basically, I’ve seen too many colleagues around me work until they become ill. Aside from frontline staff, even the back-office work environment is extremely unfriendly.
Verbal abuse from section chiefs, barriers and divisions between departments, and working overtime until nearly midnight just to adjust the cell sizes in an Excel spreadsheet.
Being given a hard time when requesting leave, being emotionally manipulated even after passing the probationary period, having the time spent in the restroom monitored, and having approval documents marked with red corrections and crosses (?).
CTBC looks glamorous on the outside, but internally, many employees are people who are suffering psychologically．．．
There are benefits beyond physical and mental health.
Basically, I have seen too many colleagues around me work until they became ill. Aside from frontline roles, even the back-office work environment is extremely hostile.
Verbal abuse from section chiefs, barriers and divisions between departments, and working overtime until nearly midnight just to adjust the size of cells in an Excel spreadsheet.
Being given a hard time when requesting leave, being emotionally manipulated even after passing the probationary period, having the time spent in the restroom monitored, and having submitted documents marked with red corrections and Xs (?).
CTBC looks glamorous from the outside, but internally, many employees are suffering psychologically...
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Credit Market Liquidity—this risk unit is acceptable; absolutely do not go to any other risk unit. It serves an empress dowager who expects all colleagues and supervisors to wait on her carefully. Going to work means serving the empress dowager, not completing your work. The unit will use the strength of the entire department to make you understand that you are nothing more than a little eunuch.
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Head office risk planning is not for bootlickers; you can't go.
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They bully newcomers and severely discriminate against and ostracize people who work seriously. They firmly uphold the creed that if you have connections, nothing is a problem; if you don't have connections, you should quickly flatter people and curry favor (personally taught by a supervisor). Don't assume the head office will be any better—especially a certain department that "only takes cases other risk-control departments don't want." They do all kinds of things to newcomers. Some supervisors are sycophants who rely on connections, lack professionalism, and have no intention of doing any real work; they only want to muddle through until retirement. As a result, you shoulder all the messes, while all the credit goes to "that connected person" who is helping the supervisor rise through the ranks.
You are only suited for it if you have a strong stomach and are willing to be a servant.
The benefits are okay.
1. The job responsibilities described in the interview were completely different from the actual work after joining. You have to stay for two full years before you can transfer internally. After I raised the issue, nothing was adjusted; they just casually found a topic to fob me off. For the first three months after joining, I was completely idle, with nothing to do.
2. After joining the company, you can only rely on yourself. Senior employees are extremely tight-lipped, and the processes are long and complicated. To install software or apply for permissions, there are no SOP documents to refer to whatsoever. The training consisted of being told to look through the introductory documents yourself and ask questions when you encountered problems during actual work. For everyday workplace issues, you had to ask about everything, while HR was also indifferent and unhelpful.
3. You are not allowed to take leave during the probationary period, and even after passing probation, they block leave requests in all sorts of ways. When you resign, they will simply tell you that any unused leave cannot be converted into cash.
4. The company atmosphere is strange. During lunch breaks and after work, even when there is clearly nothing busy going on, not a single person seems willing to move. I often saw many people working overtime, but the progress of the work was still behind schedule.
Gym, employee cafeteria
1. The manager shows severe favoritism, and work is distributed extremely unevenly
2. The manager has no intention of developing talent
3. When evaluating subordinates’ performance, the manager bases assessments on personal or others’ emotions and preferences rather than work results
4. The manager uses emotional blackmail and fabricates right and wrong out of thin air
5. The manager is unprofessional and constantly changes instructions, leaving people at a loss
6. The manager often overlooks emails and fails to assign work promptly, causing subordinates to frequently have urgent tasks that need to be expedited
7. The manager does not respect individual differences and dislikes introverted, quiet subordinates, requiring them to engage in banter; otherwise, the manager deems them inadequate. This creates a feeling of being discriminated against and bullied.
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1. The bento boxes at the Neihu Administrative Building are terribly unappetizing. If you don't eat the bento, your only option is 7-ELEVEN.
2. The salary verification process is incredibly unreasonable. They insist on receiving withholding tax statements and labor insurance records; refusing to provide them is not an option, yet the salary isn't any better.
HR also only knows how to use sales talk, saying things like benefits have been added and the salary has become much better.
3. You have to complete more than a three-month probationary period before you can use annual leave. There is no humanity at all. They will even threaten you by saying that taking just one day of leave now will result in a quarter of your service bonus being deducted, and so on. There is no honeymoon period at all, nor any room to make mistakes.
New hires are completely left without support. Mentors don't care whether you sink or swim, and there isn't much interaction among colleagues.
The mentor tells you how to do something, and you follow their instructions.
Then other experienced colleagues think you should have done it differently.
After you change it, the mentor asks why you changed it that way. Could you please establish a consistent standard for guiding people? Coordinate among yourselves and agree on one, instead of causing problems for new hires.
4. As soon as management catches you on even the slightest issue, they start pressuring you to resign.
The employee cafeteria food is pretty tasty, and there are different options.
1. Office politics are complex and dark. The company always talks about integrity and professionalism, but when you act with integrity, the veterans will suppress you. Regardless of how many years of experience you have, they will slash your salary as much as possible (cut it so drastically you won’t know what hit you). During roughly your first six months after joining CTBC, you’ll have to silently endure being bullied by the veterans, because no one will help you at all.
2. To this company, there is no real concept of “talent.” My supervisor even said that it doesn’t matter if people leave—the company can always find replacements.
3. If you want to join CTBC, you absolutely cannot just do your job well. You need to put a lot of effort into pleasing your supervisor and your supervisor’s supervisor. If you don’t please them, you’ll be assigned all kinds of miscellaneous tasks; whenever someone needs to take the blame, that person will definitely be you!
4. There are all kinds of factional struggles among the office cliques. Almost all the good people have left, and those who remain are very calculating. If you want to join CTBC, you should always beware of others!
5. Finally, if you want to live a little more peacefully, happily, and healthily, I strongly recommend that you do not join.
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1. There are so many performance evaluation criteria that you could teach a whole-day course on them.
2. Lacking certifications and having no experience is acceptable, but the performance targets are the same as those for other new hires with experience.
3. Training can be canceled at any time, yet you are still expected to sell and meet performance targets without it. Highly not recommended for people without relevant experience.
(The good things—still worth praising!)
1. The Nangang headquarters is beautiful, and the receptionist in the lobby on the first floor is very elegant :D
2. The colleagues and supervisors in the headquarters’ HR department were very gentle and courteous toward interviewees, both on the phone and in person. They even thoughtfully sent us emails reminding us of things to note, and called to ask whether we had received them. They were extremely thorough and attentive. Thank you for all your hard work!
Basically, the drawbacks are the same as those mentioned in the previous posts. Before the interview, they ask you to write down your expected salary, and HR also says they will do their utmost to negotiate it for you. But little did I know......
(Here comes the important part~)
During the interview, the interviewer is basically the senior manager of the hiring department. Even though I remained as courteous and tactful as possible, firmly expressing that I would start from scratch, learn humbly, and give it my all, I still couldn’t avoid being put down and mocked in various ways by the senior manager. They even directly criticized my former employer (which was in the same industry, with a similar scale and ranking). Toward the end of the interview, the senior manager directly provoked me by saying: “Are you very confident that you’ll be hired for this job?” I was just left with a huge Black-person-question-mark moment in my head = =a
Conclusion: Wouldn’t it be better to simply negotiate a mutually agreeable salary and have a pleasant collaboration? @@a
p.s. For everyone wanting to find a job at CTBC, you’d better first make sure you’re a masochist XDDDD
The building is gorgeous
The benefits are pretty good
You may be interviewed by multiple departments.
There are first and second interviews, so you will need to make many trips.
It is absolutely not worth taking time off work to attend the interview.
After the second interview, HR will ask you for proof of salary, saying it is needed for salary approval, and then make you wait for more than two weeks.
Before the interview, they will ask you to write down your expected salary, and HR will also say they will try to negotiate for it, claiming that your expected salary is not a problem.
However, the salary they offer will be lower than that of your previous job. They may even use your years of experience to pressure you, and their attitude will be completely different before and after the interview.
Before the interview, they will be very polite and welcome you, but after completing the salary approval process, they will come up with all kinds of reasons to reject you. It is extremely disrespectful.
The interview rarely asks about technical details. They usually ask personal questions, and sometimes the interviewer even criticizes people at your previous company.
Overall, the process from interviewing to receiving an offer is extremely long, and the salary offered is very poor, despite asking many questions during the interview. It feels like HR is simply trying to boost its performance metrics and firing off applications randomly.
Benefits:
Annual benefits points: 16,000, which can be used to purchase items from designated vendors.
Meal allowance: 2,400 per month. If you take personal leave, the day you do not swipe your employee badge and do not use the allowance is your own loss.
Additional investment: 1,000 is deducted from your monthly salary each month to purchase the company’s funds. Investment performance is reviewed every six months, but the money will only be returned to you when you resign. Participation is voluntary.
Bonuses for the three major holidays: 5,000 each.
Year-end bonus: Two months’ salary, calculated based on personal and sick leave. If you take leave, it will be deducted proportionally. However, if you do not report to work in time for a certain month’s pay period (for example, October), you will not receive a year-end bonus because they cannot evaluate you. No prorated amount will be provided—you simply receive nothing.
Benefits and facilities: There is a karaoke room and a gym available for use.
Other: If you leave after 6 p.m., you need to state the reason.
A place where you can learn a lot, and it’s fairly easy to find another job in the future.
The salary is okay, but many employees are almost overwhelmed by performance pressure, and many people don’t know whether they can stay at this company long term.
High year-end bonuses and holiday bonuses
Afternoon tea is provided from time to time
Now that the bank closes at 3:30 p.m., you can basically leave work around six or seven
If you are ambitious and want to make a lot of money, this is a suitable job
It forces you to learn a lot in a short period of time
The tellers are all highly capable and can do just about everything
You have to know how to handle all transactions and also sell insurance to meet performance targets
All I can say is that there is basically no solid training
You also cannot feel the supposed three-month honeymoon period for new hires
You simply observe for a few days and then start working at the counter
After that, it depends on your own ability and past experience,
and on whether the people around you are willing to teach you
A good branch and a good supervisor can take you to paradise
The branch atmosphere and the supervisor’s personality are very important
HR says that if there is anything you do not understand, you should make an effort to ask
Everyone is one big family—we are family
There are also designated trainers during training, and everyone will help you, but you are often met with impatience, and you may be assigned to the counter before you have even been trained. You learn through making mistake after mistake, and then get constantly berated and mocked
New hires I know from four or five branches have all experienced this; perhaps that is simply the workplace culture in this industry
However, some people adapt very quickly
(I had interned there before)
Or you may encounter a designated trainer or supervisor who is willing to properly teach new hires, and a branch with a harmonious atmosphere
(Infighting among senior managers, junior managers, wealth-management specialists, and tellers)
To put it bluntly, you are basically going there to work as a salesperson
There will be a long line of customers waiting, and customers complain about why the counter staff only focus on talking about insurance
But this is the trend in private-sector banks
In the future, all tellers will have to engage in comprehensive sales
If your performance is good, your year-end bonus will likely be substantial
It all depends on whether you are ambitious
After all, it is a large company and a job where you can see a future
There are also many people competing fiercely to get in and work here
Free lunch
The year-end bonus is generally around four months’ salary
The starting base salary is kept very low, and annual raises are only a few hundred dollars, with the percentage lower than inflation
A bunch of long-serving employees are coasting toward retirement, so you have to wait forever for a promotion
Young people with ambition and aspirations usually stay for 2–3 years, just long enough to get some experience
Overtime... overtime... overtime...
CTBC Bank
HR is very unprofessional; you’ll have to experience the rest yourself
Three interviewers—two department heads and the HR manager—conducted the interview. All three were very professional and respectful toward the candidate, making it a very positive interview experience. HR also followed up with the offer and salary details very quickly, giving the impression that they were actively pursuing the candidates they wanted.
This is a purely internal position with little opportunity to go out and visit clients in person. The job is also only available in Taipei, so it may not be suitable for those who want to become a corporate banking RM in the future or return to work in central or southern Taiwan.
The HR staff and managers are very friendly
This job is “just an assistant” work. The duties are very simple, but the pay is extremely low. Friends going for an interview may want to take note.
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A résumé and relevant skills had already been provided before applying, but after the interview, I was rejected for a second interview on the grounds that the skills differed too much.
If you are currently employed, please take this into consideration before applying: this company requires a second interview (meaning you would have to take time off twice),
and it feels like they did not invite you to the first interview because of your résumé, but simply to boost their interview numbers.
(It gives the impression that “the company does not have to bear any interview-related costs anyway.”)
The HR and interview manager was very friendly.
1. During the interview stage, they required proof of salary from my previous (or current) job.
2. During the interview stage, they required an income tax withholding statement.
Salary should be determined during the interview process by assessing how much value the candidate can bring to the company, followed by negotiating a mutually agreeable amount so everyone can work together happily. Insisting that interviewees provide salary proof is very unreasonable.
The income tax withholding statement is even more outrageous. Annual income combines various sources of income. I am only attending an interview, so why should I let you know my private information?