達運光電股份有限公司

I really can’t think of anything; if I had to name one, it would be that it’s close to home.

1. There is absolutely no system or order. The various departments do not clearly understand their own job functions, yet they overstep their authority by defining other departments’ job functions.

2. It is a family business with traditional-industry mindsets. Despite presenting itself as an optoelectronics technology company, it operates like a traditional industry business. From top to bottom, it is run as a one-man show, with all middle managers effectively serving no purpose. Everything is decided by the so-called CEO, who stubbornly pushes ahead regardless of right or wrong.

3. Products are shipped directly to get the job done even while they are still in the R&D and validation stage. When customers return them and file complaints, the company actually blames the relevant personnel, asking why they did not insist on the principle that products failing validation must not be shipped. Whose orders were the employees following when they shipped the products?

4. There are too many meetings with no substantive purpose. Frequently, meetings are held without discussion, matters are discussed without decisions, decisions are made without determination, determinations are made without action, and actions produce no results.

5. The organizational structure is chaotic, and many departments have only one employee. How are they supposed to operate normally?

6. Whether the probationary period was passed was not properly communicated, and the salary agreed upon for after passing probation was not actually paid as promised.

7. Materials are changed frequently, with price considered rather than function. The components used are also one of the key causes of the excessively high product defect rate.

8. R&D is asked to produce test reports without actual samples. Needless to say, the resulting reports are fabricated.

9. Internal management is plagued by problems, and employee turnover is extremely high.

10. The company favors paper-based workflows. It talks about cutting costs, but after factoring in the paper used for copying and printing as well as printer maintenance, has it really saved anything?

11. The technical department asks the vice president about everything, rendering the other technical managers effectively useless. Yet the vice president is an irresponsible superior who does not keep his word. It is common for employees to be reprimanded after carrying out his instructions.

None

The interviewer scheduled the interview for around 2 o’clock but didn’t show up until 4.

If you’re not suitable, they don’t notify you. Your time is valuable, and you have a lot of work to handle—does everyone else’s time not count?

They don’t even have basic respect…

The HR interviewer made everything sound wonderful, the boss talked about having a vision, and the vision presented in the news was one thing, while the actual work environment was something else entirely. My advice to anyone considering joining is to first clarify the scope of the work, available resources, and the manager’s expectations—don’t make the mistake of jumping into a pit of fire. They’ll send you an involuntary termination certificate.

The HR interviewer made everything sound wonderful, the boss talked about having a vision, and the vision presented in the news was one thing, while the actual work environment was something else entirely. My advice to anyone considering joining is to first clarify the scope of the work, available resources, and the manager’s expectations—don’t make the mistake of jumping into a pit of fire. They’ll send you an involuntary termination certificate.

The vision presented in the newspapers is one thing, while the actual work environment is another. I advise anyone thinking of joining to first clarify the scope of the work, available resources, and the manager’s expectations—don’t be foolish enough to jump into a pit of fire.

News reports said that the successor had taken over and proposed AI empowerment, product upgrades, and global expansion. It looked like there was a promising direction for development. But based on my personal experience, you really need to think it through before joining.

The successor and the subsidiaries in Indonesia, Vietnam, and the Philippines wanted to sell energy storage systems. After discussing it in practice, I understood that the boss only wanted to sell 100 batteries. The battery data had already been provided, yet no one admitted to having seen it, and the direction of the work was not aligned.

After I started, I was not given the materials I should have received, the requirements were not clearly explained, I was scolded for the first time in the second week, then scolded again in the third week, and decided to quit.

The vision presented in the newspapers is one thing, while the actual work environment is another. I advise anyone thinking of joining to first clarify the scope of the work, available resources, and the manager’s expectations—don’t be foolish enough to jump into a pit of fire.

News reports said that the successor had taken over and proposed AI empowerment, product upgrades, and global expansion. It looked like there was a promising direction for development. But based on my personal experience, you really need to think it through before joining.

The successor and the subsidiaries in Indonesia, Vietnam, and the Philippines wanted to sell energy storage systems. After discussing it in practice, I understood that the boss only wanted to sell 100 batteries. The battery data had already been provided, yet no one admitted to having seen it, and the direction of the work was not aligned.

After I started, I was not given the materials I should have received, the requirements were not clearly explained, I was scolded for the first time in the second week, then scolded again in the third week, and decided to quit.

1. The company has a vegetable garden, and free vegetables are available every week. This is the biggest advantage.

2. Presumably because the company has been taken to task before, it doesn’t dare pay less than what is required under the Labor Standards Act. Don’t expect it to pay more, though.

3. You can train yourself to become a servant ox or horse who endures hardship in mind and body, so you’ll learn how good companies outside are.

1. If payday falls on a holiday, most companies pay early, but here they wait until the next working day. If it happens to coincide with the Lunar New Year, you’ll have to wait until after the holiday to get paid, because the chairwoman loves to say, “Do you know how much interest 100 million earns in one day if it’s kept in the bank?”

2. The chairwoman has a terrible temper and is constantly berating people. You need to have a high EQ and be willing to work like an ox or horse without complaint to work here.

3. Every employee only thinks about avoiding being berated by the chairwoman. Whether something is right or wrong doesn’t matter; if it can be pushed off, they push it off, and if it can be avoided, they avoid it. No one is willing to take responsibility.

4. The system is extremely chaotic and changes from one day to the next. Everything depends on whether the chairwoman is in a good mood that day. When she’s happy, everyone keeps submitting documents for her signature; when she’s unhappy, no one even dares walk past the entrance.

5. The managers here have also become accustomed to being treated like slaves. When they see that a subordinate hasn’t finished their work (there is basically no such thing as finishing everything), they require the subordinate to work overtime just as the manager does—but it’s the unpaid kind. They call it a duty-based system, but it goes far beyond the responsibilities you should be expected to bear.

6. A single document can be repeatedly resubmitted for signatures and seals just because the chairwoman wants something changed when she sees something she dislikes. Whenever anything is changed, everyone who signed the document before has to sign it all over again—on paper. It’s a waste of life. You may get nothing else done from morning to night, spending several days just running documents around.

7. They really like delaying payments to suppliers. They try every possible way to pay late, pay less, or not pay at all.

8. Taking leave is very likely to become difficult. Not only do you need a substitute to sign and approve it, you also have to brief the substitute on the handover of your tasks in advance. If the substitute happens to refuse to provide support, you have to find another way yourself, such as handling things remotely.

9. They love saving small amounts of money by buying shoddy, barely adequate materials. When the materials cause problems, they then look for someone to blame. In the end, when they discover that the chairwoman simply didn’t want to spend money and was trying to take advantage of a bargain, the matter is dropped. The company then has to spend even more money cleaning up the mess, so projects are handled extremely poorly.

I left a long time ago. If anyone is thinking of interviewing here, I hope they see this and change their mind. No matter what conditions they offer you, don’t accept them. Run.

The only positive is that salaries are paid on time, on the fifth of every month.

1. The company is a family business. The chairwoman controls everything, has poor emotional control, and often yells at and curses employees. Once she starts, she does not stop, and can drag many matters and people into it. Employees also communicate by scolding one another, and arguments often occur.

2. Benefits are extremely poor and do not follow labor insurance or industry standards. The year-end bonus is less than half a month’s salary. The bonuses for the three major holidays consist of only a little extra at Mid-Autumn Festival and just NT$1,000 at Dragon Boat Festival.

3. After senior executives are hired, they are simply left on the sidelines and observed for more than six months, so many people are brought in merely to collect a salary without doing anything.

4. For leave involving going out, employees must apply three days in advance, and leave is only permitted after approval by the chairwoman.

5. Employees must also clock out when going out for lunch and clock back in when they return; their freedom of movement is restricted.

6. Smoking is allowed downstairs only at fixed times. It is simply a company that controls too many aspects of employees’ lives.

7. Employee turnover is high, with new hires joining every week; only a few people stay.

8. No money or staff are provided for developing new technologies. Funding is available only for projects wanted by the son.

9. The company publicly claims that it plans to develop satellites and drones, but it is all just empty talk. The money is held by the chairwoman, and no one can move forward without her approval.

10. The eldest son is constantly looking for new business opportunities but does not take responsibility for wrapping things up. Others always have to clean up after him.

11. The second son is the chief operating officer but has no real authority and is always the one being suppressed.

12. He talks as if he thinks he has very deep pockets and has invested in many companies, but when it comes to money, he actually cannot produce any.

I was assigned to the DVT testing and verification department, but the entire R&D department is located in the same area, with the second floor serving as the core of the company. The main focus is first learning how to operate the equipment used to test and verify the final products of various optical amplifiers and generate data. The work involves soldering and reviewing BOMs. After joining, there are also senior colleagues willing to teach newcomers how to operate the equipment; after all, without training, new employees would not know what to do. Another nice benefit is that the company occasionally organizes leisure activities or wellness classes led by external instructors, which provide a change of pace from work. From time to time, employees can also participate in visits to the company’s farms in Hsinchu or elsewhere. The company sometimes brings harvested fruits and vegetables back to the office for employees to pick up before leaving work and take home to cook. Employees who value healthy, pesticide-free produce receive particularly good benefits.

Overall, it is essentially an assistant-level engineering position, and the salary range is limited by the job classification. It is fairly decent as a place to build skills, and the work atmosphere is acceptable.

The total duration of the first interview exceeded four hours. I’m not actually sure how long it took, but it was already dark when I left.

First HR, then the marketing manager, then the second-generation business owner, and finally back to HR.

It was simply an interview, and it is still unclear what the advantages were. Assuming this combined the first and second interviews, allowing the interviewee to make one fewer trip should be considered the advantage of this arrangement.

1. During the interview, applicants are taken to a meeting room on the first floor, where they sit directly facing old, poorly maintained horizontal blinds, which is uncomfortable for the eyes. If you want applicants to perform well, it is recommended that they sit facing the door instead.

2. During the interview, HR asks for quite a lot of personal information that is not necessary for the job. New job seekers are advised to politely decline to answer.

The interview with HR was relaxed.

The manager's attitude was not very good. They expected you to know this and that, and wanted you to be able to design circuits as soon as you joined. If they need someone that capable, why not look for someone with work experience? Their listing on 104 even said they welcome recent graduates. Besides, they were the ones who invited me to the interview, so they must have read my résumé and basic information. Yet after about 10 minutes of interviewing me, the manager simply said it wouldn't work and left without even saying thank you. What was that supposed to be? It was extremely disrespectful and just wasted both our time.

The advantages of working here are probably… experiencing exploitation by an old-school boss, being suppressed by middle-aged and older colleagues who let their emotions affect how they treat younger employees, wondering whether you’ll get overtime pay, realizing that staying here is a waste of your youth—and then finally waking up.

If you’re young and considering working here, I recommend avoiding small family-run companies like this one. Besides having a very traditional company culture with little progress, the boss will manipulate you at will like an emperor. Some of the long-time employees who have been stuck here so long that their legs have gone numb also have very poor emotional management. The long-time employees who can’t leave because their legs have gone numb from standing here are probably not very capable either—they couldn’t make it in the industry, so they either returned here or are only capable of staying here.

You won’t get much of a good salary here either. Most of the relatively highly paid employees are probably the boss’s confidants or people who curry favor with the boss despite having little ability; they just wait here until retirement. The year-end bonus is also pitifully small.

Furthermore, as RD in an important department in the tech industry, you’ll spend a great deal of time on inefficient tasks such as paper reports and approval processes because the company’s systems are inadequate. The rules also change constantly. On top of that, veteran employees—including those in other departments—will suppress others at work or be difficult to cooperate with, so it’s hard to learn much.

After leaving here, it really was the decision I regretted least. Even having to start learning again at a new company was so much better—far, far, far, far better—than the working environment and the people and things at Ta-Yun Optoelectronics in Wugu.

It has now been more than a year since I left. My salary has already surpassed what I earned at Ta-Yun by more than double. In the tech industry, good companies are willing to let you learn and teach you; they aren’t afraid that you’ll learn and even hope that you’ll learn more. They are also very willing to provide resources. By contrast, young people at Ta-Yun will be looked down on, dismissed, suppressed, and given low pay.

If you’re thinking of coming to this company… please cherish your precious youth.

I really can't think of any—sorry.

Some people say salaries aren't delayed. Well, yes!! On payday, the money doesn't hit your account until 4 or 5 p.m.

The Dragon Boat Festival and Mid-Autumn Festival bonuses are relatively generous—not the kind that are only 500 or 1,000—but the year-end bonus isn't high.

Someone on the GOOGLE Maps reviews wrote an extensive list of 11 points, and 95% of it is true. I won't go into it here; if you're interested, go read it yourself.

1. The boss is very good at berating people and can find fault with anything. Even if you follow company regulations, you'll still get yelled at. It feels like the boss would die if they went a day without scolding someone.

2. All company procedures are ultimately decided by the boss. The procedures established are just for show, and during meetings, various out-of-context interpretations make a mess of them.

3. Production scheduling is completely disconnected from the production line. The line often has to chase down materials itself, only to discover that the materials it was chasing weren't even on the schedule. What a mess!

4. They say that when you encounter a problem, you should raise your hand and report it. Damn it!! You get yelled at for reporting it, and sometimes nobody even pays attention. You have to make enough of a fuss to reach the boss before anything gets done.

5. RD staff don't like issuing ECRs because there's a 90% chance they'll be fined for doing so (mistakes in an ECR result in a fine). As a result, when drawings or process issues need an ECR, everyone passes the buck, making it impossible to improve.

6. There are traps everywhere in internal emails, and people may set you up at any time, so you have to be very careful when replying to emails.

7. The executive assistant, materials manager, and quality assurance manager are all useless. No matter how capable you are, people in these positions may leave at any time; they are basically perpetually terrible jobs.

8. Overtime pay is frequently delayed. You might not receive January's overtime and missed-meal allowances until March.

9. It seems as though materials can only be received at the end of the month. Procurement places a large number of orders all at once when closing the books at month-end, crushing the warehouse and quality assurance teams.

10. Everyone is afraid of being scolded by the boss, so many people work timidly, or even pass tasks off or dump them on newcomers. Those who are willing to step up and take action instead get criticized and aggressively berated by the boss, while those who pass the work off get away with it and may even be praised to the skies.

And there's so much more!!! If you want to experience hell, you can come anytime. At least once you've seen hell, every other company will feel like heaven.

Never delayed salary payments

So noisy! The sound of people cursing is nonstop. How old are they, yet they’re swearing all day long? The atmosphere at work is absolutely terrible.

Wasn't kept waiting for the interview

1. During the interview, the supervisor had no technical knowledge at all. Right from the start, they said that system stability was all that mattered and that I should also learn how to code. Yet when asked what programming language the company used for development, they couldn't answer. I was completely dumbfounded.

2. The salary listed on 104 was very high, but the actual salary offered was laughable.

American colleagues are easy to get along with

They completely do not understand how “normal companies” operate in Taiwan and the United States

They bully Taiwanese people, offer Taiwanese people extremely poor salaries, and speak to them rudely

They do not respect Taiwanese people

They keep cutting salaries, practically reducing you to poverty in the United States

They assume that you Taiwanese people necessarily have the servile nature of being gentle, kind, courteous, restrained, and yielding, and hope to keep exploiting you