瑞保網路科技股份有限公司

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After being there for a short while, I found many issues that I personally considered problematic, so I left immediately.

I thought I had left on good terms. Unexpectedly, when I recently onboarded at a new job, the new company conducted a background check. I hadn’t originally listed Credit Market on my résumé, but because there was a record in my labor insurance history, I still provided a contact for a reference check.

What I received was a bunch of malicious comments—things like “young people can’t stick around” and “they lack determination,” along with other nonsense...

I successfully onboarded in the end, but it still makes me furious when I think about it. I registered on Tianyancha specifically to post this, as a reminder to anyone considering this company, especially fresh graduates... If you need any additional information, let me know and I’ll do my best to help.

The transportation is fairly convenient

The CEO thinks that simply operating in the so-called fintech industry makes it a startup.

But her mindset is still rooted in the traditional financial industry.

A stingy attitude is everywhere:

Employee salaries are stuck at market rates from 20 years ago; employees are expected to clean the office themselves; offering bubble tea once a week is considered very generous; employees are often asked to take on some inexplicable odd jobs (because everyone has run away).

The office is quite ugly, with no sense of aesthetics whatsoever.

1. Fixed working hours: Most colleagues work from 09:00 to 18:00. Some colleagues adjust their working hours after reaching an agreement with their supervisor, e.g., 10:00–19:00 or 11:00–20:00.

2. Part of the salary consists of a perfect-attendance bonus: However, if you are occasionally late, the company seems to accept it depending on the circumstances or allow you to make up the working hours that day.

3. Free afternoon snacks can be ordered every week.

4. The office space is neither too large nor too small, and there is an employee lounge. However, the coffee machine is rarely used because everyone is used to buying coffee from convenience stores.

5. The office equipment is relatively new.

6. The company is located close to an MRT station, and taking the bus is also convenient. Parking a scooter is fairly convenient at times as well.

7. Colleagues get along quite well, and there are more female employees.

8. The supervisor is quite nice.

9. The boss interacts with employees relatively infrequently, but this seems to count as an advantage....

10. Compared with the previous company, neither the administrative nor the business departments organize many activities. For some people, this seems to count as an advantage....

1. Compared with the previous company, neither the administrative nor the business departments organize any activities, such as group meals or team-building activities.

2. Because of the building’s arrangements, toilet paper is not provided in the restrooms, so you have to bring toilet paper whenever you use the restroom (but the company provides it).

3. Compared with the previous company, the employee turnover and ...

Afternoon tea is provided every week.

I looked over the previous comments, and they’re a bit outdated, so I’ll share my own experience.

- There was previously a post saying that one person leaves every two weeks. Based on my own observations, it was roughly one person per week at the old office and one person every 1.5–2 weeks at the new office. People were treated as disposable chopsticks—there was really no difference. Things have been a little better in the past few months.

- Although the company name includes the words “Internet Technology,” because of the CEO, it is actually entirely a financial company. It does not have much of a technology-company culture.

Example 1:

If you have seen the offices of other startups, you would probably feel that neither the company’s location nor its interior layout is very startup-like.

The new office was chosen so it would be close to the CEO and CTO’s home (they are married), and also to present the image of a financial-industry company.

The layout of the new office is actually quite traditional. If you have worked at other startups, you might find it rather strange that an office with new renovations, partitions, and furniture was designed in such a traditional way.

If you have also worked in the financial industry, you can probably understand what the CEO cares about.

Example 2:

Regarding the rules on working hours, you need to completely set aside the norms of other “technology companies.”

The above only describes the more superficial aspects, but they are enough to give you a sense that something is not quite right.

The bigger issue is that ordinary startups rely heavily on every individual, whereas here it seems that all you need to do is listen to the CEO. The long-standing culture has left the people who remain either overly deferential or constantly spouting nonsense.

This has a lot to do with the CEO’s background. The CEO often pretends to be humble, but is actually very controlling and has an inflated ego. After seeing a few things, the CEO seems to think they know everything.

Another major issue is the CTO. Because they are married, the CTO cannot provide a professional counterbalance to the CEO, which makes having that position largely meaningless. The scope of the CTO’s work is actually more like that of an incompetent manager.

This may also have led to the departure of the VP who had been there since the company’s early days. Most experienced professionals in the industry who have worked here have not stayed very long. The conclusions I heard from people I spoke with were largely the same:

- This place is suitable for young people who do not know much about anything to stay for a while.

- Cultural fit is truly very important.

There is a P2P group on LINE. It includes investors who invested heavily from a very early stage. The consensus is that the CEO likes to do things privately: “I don’t care what you say. The market is huge. I’ll do my thing, and you can say yours.”

Finally, if you are holding onto the fantasy that you should endure it for a while in the hope that the company might go public and you could get an opportunity if the shares happen to be liquidated, I strongly recommend trying another industry instead. First, the amount of equity offered is relatively small or nonexistent compared with other startups. Second, the P2P industry has almost certainly proven unable to survive in the long term.

No advantages

I originally applied for a credit loan officer position. During the interview, the boss asked me to first learn customer service. After one month of training, I was transferred to the lending department. I thought I would finally be transferred there to do credit investigation work, but they did not teach me anything new. They only wanted me to keep calling borrowers. After a week, they transferred me back to customer service. They simply could not find anyone for customer service and had me fill in. If they cannot find customer service staff, they should reflect on themselves—and I did not apply for a customer service position in the first place. When other people said this company was terrible, I was still half-convinced. Only after working there myself did I truly realize how awful it was. They only deceive inexperienced young people into joining. If you want to be deceived, go ahead!

(There are already disadvantages before the interview, so there are no advantages.)

I originally wanted to call before the interview to ask about the detailed job responsibilities, salary and benefits, whether the working hours involved shifts, and the operating procedures of the company’s P2P credit marketplace online lending platform, etc.

However, Mr. Chang, the contact person, was not available when I called that day. I left a message asking him to call my mobile phone back.....

After waiting a long time....I only received two emails in reply--

We are a startup company and shift work is required. To accommodate the volume of loan applications, employees take turns working on Saturdays. There is also performance pressure. Depending on the base salary, there are different case-review targets, with bonuses paid after exceeding the target. The job involves customer service and case review, so you need to be familiar with computers and type quickly. Please consider whether you are still interested. If you are, please reply and tell us why the company should hire you and what you can contribute to the credit marketplace.

1. Why didn’t you even call to invite me to an interview?....When a job seeker has questions, you should call back...You still didn’t call back to clearly explain the working hours, which days of the week, shifts, and how many days off per month?

The salary is listed as “negotiable, over NT$40,000”...??....When I asked how much the base salary was....you refused to say.....You only said that there are different base salaries under the performance-based system....So how much is it exactly.....?

It makes me feel that this company is very insincere.....Some employment conditions can be clarified by phone first, and if they meet both parties’ expectations, an interview can then be arranged.....

If I expect a base salary of NT$30,000–35,000, but your company can only afford NT$22,000......

Is there any need to arrange an interview...??....Isn’t that just wasting both parties’ time?

2. I went online and Googled what a P2P online lending platform is....This is a relatively new type of platform in recent years for matching investors with borrowers. It is similar to a bank, but it is not a bank. In mainland China, many such platforms collapsed a few years ago....Some were also involved in illegal fundraising and other issues....At present, this type of company is not considered entirely legal in Taiwan, yet it is also not under the jurisdiction of the Financial Supervisory Commission.......A gray area....??

I’m very worried about unpaid wages...or being asked to sign some strange contract, etc....

3. I happened to see several extremely negative interview or work reviews on the Job Eye platform.....

Wow.....High turnover + extremely low pay + no compensation for working on holidays + treating employees like machines

and ordering employees to sign a pile of agreements without allowing them to keep copies + having no right to negotiate terms with them (they said: “Who do you think you are?”)....Everything is decided by the boss.....Really scary...

4. Most importantly...they cannot offer the benefits and salary of a large financial company...They can only offer bananas, yet they want a whole group of geniuses; they don’t provide grass, yet they expect the horses to run fast.

Under these conditions....Would talented people want to come work here...?...Is that possible...??

Personal summary: The company’s processes and culture are questionable, so I decided to give up the opportunity to interview for the position.

The supervisor is a nice person.

After making a small investment, they kick people out. Think twice before joining as a developer.

None

1. An inexperienced startup board and founder relied on a group of young people who were lured in to work for reduced salaries and stay up late working overtime for compensation far lower than before, building the current products and profit model. It was entirely pieced together with the help of former employees.

2. Interns receive no pay or low wages while helping with core business-model work. After leaving, they are even disparaged as completely useless (and are not provided with recommendation letters).

3. Former employees and outsourced vendors like to squeeze you dry, treating and using you like a tool. After using you up, they leave without paying a single cent (are they so financially well-off that they are accustomed to getting things for free?). They are unwilling to pay even a little hard-earned money, disregard contracts, and spare neither relatives nor friends.

4. I have also heard that the company was once sued due to the owner's personal negligence, and that the former employee was asked to appear in court and take the blame.

5. Not working overtime on holidays is called “taking advantage of the boss.” After you introduce your contacts to the boss, she deliberately disparages you in front of them as completely useless to elevate her own status. Employees are made to sign a pile of agreements and are not allowed to keep copies.

6. When signing agreements with external vendors, they almost never fulfill the contracts by paying the full amount when payment is due.

7. The founder often takes pride in bypassing intermediaries and refusing to pay intermediary fees, and likes to boast about how much money she helps the company save (by bargaining down prices).

8. External vendors are invited to submit proposals and spend several months contributing ideas and advice. After secretly learning from them, the proposal vendors are cast aside, and the project is taken to the market to test the waters, without paying the other party a single cent.

10. After new employees join, they usually work overtime until midnight during the first month, without any reward whatsoever, and are even forbidden from turning on the air conditioning while working overtime.

11. They enjoy praise from outsiders while treating their own employees worse than pigs and dogs.

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Regarding the company's extremely high turnover rate, the senior executives' mindset is always, "Those people simply don't have an entrepreneurial spirit; they're not the people we want." It's like someone who changes jobs 20 times in a year but never reflects on themselves, only saying, "None of those jobs was what I wanted." Or like a husband who abuses alcohol, causing his wife to leave, one after another, yet he never believes that he is the problem and only thinks those wives "lack the spirit to endure and accept things as they are—they're not what I want." A company that doesn't know how to self-reflect and improve dares to call itself a startup? The partners' low morale isn't without reason. Those at the top only use slogans about justice to brainwash employees, as if refusing to let the company manipulate you were itself unjust.

None

The Head of HR and Operations always thinks we start work too late and leave too early, requiring some employees to arrive at the office early or come in early for meetings, while they themselves are often the first to leave work. Seeing people on Tianyan Tong say that they were asked during their HR interview whether they could work overtime is not surprising at all ==

None

After the interview, the CEO kept urging me to resign from my job at the time and quickly move to their company.

I received the contract and resigned from my job. It was only at the launch party the next day that they asked whether I could onboard six months later.

They said the company had already been running for a month and would launch in another month (!!!), so by then it would be too late and everyone would have finished their work.

The onboarding date had already been clearly discussed during the interview.

I had already submitted my resignation—what the hell were you thinking?

Naturally, the atmosphere that day was terrible.

The CTO believed I had no right to negotiate terms with him (he said, “Who do you think you are?”). He also said, “Who do you think you are, thinking you can go to court for mediation?” (That was also his own suggestion.)

The CTO has a poor memory and poor emotional control. The fact that the company could turn a simple hiring process into this is unbelievable. Afterward, seeing so many negative reviews on Tianyancha, I was not surprised at all.

I hope this review can be helpful to people considering joining this company in the future.

(The CTO wanted to order a children’s meal that day, and after the server refused, he lectured the server too. I was completely dumbfounded.)

The turnover rate is extremely high. At a company with fewer than 20 employees, someone leaves on average every two weeks, and the boss believes it is entirely the employees’ own fault. Morale is very low now.

Treats interns like part-time workers; even if you finish your tasks and leave on time, you’ll still get chewed out. The pay is zero to less than half the minimum wage. I advise underclassmen to think twice before joining this company = =

During the interview, a woman (I think she was from HR? I'm not sure if she was the one who contacted me) directly asked me whether I could accept working overtime. Haha

Let’s start with the conclusion: This company is suitable for people who are accustomed to the structured management of the financial industry while also wanting to pursue something that resembles an innovative, entrepreneurial atmosphere.

　　They constantly proclaim themselves to be Taiwan’s Fintech P2P leader, while combining the shortcomings of both the financial industry and startups. Despite having fewer than twenty employees, the company already has a clearly defined management hierarchy, inefficient meetings, and a sycophantic, boss-first culture. Reviews focus on the person rather than the issue, and management and subordinates are held to two different standards. The company cannot break away from the habits of the financial industry, yet still wants to portray itself as a startup. At the same time, it cannot offer the benefits of a large company or a financial institution: it has the disadvantages of the financial industry without any of its advantages.

　　Everyone is required to uphold the startup spirit, weather difficulties together, and work overtime out of a sense of responsibility. At the same time, employees are treated merely as machines rather than as partners in building the company together. The startup spirit of bravely taking on challenges applies only to the boss’s will. Employees are just employees—people who work for the boss—not teammates starting a business together and striving toward a common goal. Do not use work hours to try things you think should be done; that is wasting the boss’s resources (your labor). The high turnover rate is always attributed to not finding the right people or to new hires not understanding how things are done, and is never related to whether the boss’s demands are reasonable or feasible. They demand the dedication and drive of a startup, but lack a startup’s commitment to valuing talent and taking responsibility for proactive trial and error.

　　Finally, the only management language used by senior management is “ASAP.” For a marketing project or an e-commerce system, if it is not proposed today and completed tomorrow, it is considered too slow. They are willing to offer only bananas, yet expect an entire team of geniuses; they refuse to feed the horses, yet expect them to run fast.

It doesn't matter what the product is like, what the brand is like, or what the image is like—as long as you carry out the boss's will!!

A very typical “Taiwanese” boss—paying you tens of thousands of Taiwan dollars a month and expecting you to treat the company like home; ideally, you would even sleep at the office. They make demands of you day and night, and wanting to rest on holidays is seen as a lack of dedication to your work.