The building is very beautiful
The HR staff in the input devices department were very impolite, which was a bit ridiculous.....a waste of time to come for the interview
None
Automotive Electronics VSA Division, Automation Division: the managers are incompetent and only talk; travel expenses are tightly restricted; the old hands slack off, while newcomers work themselves to death; there is no overtime pay; they threaten layoffs at the slightest opportunity. As for any bonus system, you’d have a better chance dreaming about it.
None
Communication network~ Looking for a lion for a banana, and even asking to apply for a patent. They cut down on seniority and suppress salaries for those with experience, while probing how other companies do things. Leaves a poor impression.
Power SBG / EPS SBU
1. Most colleagues are around the same age and easy to get along with.
2. The company lunch is relatively inexpensive.
3. The company has a decent reputation, so suppliers are usually proactive in resolving issues.
Power SBG / EPS SBU
1. The working hours are very long, with no overtime pay.
2. The company restricts air conditioning after working hours, which affects overtime work.
3. Management is somewhat militaristic and does not like subordinates to have too many ideas of their own.
4. The organization changes every few years.
Teams online interview
• Interview location: Teams online interview
• Interview content: Basic information registration on the official website, aptitude test, TOEIC test (listening/reading/speaking)
Detailed interview process
1. Preparation:
Before the interview, candidates must first complete basic information registration on Lite-On's official website, and complete the online aptitude test and TOEIC English test (including listening, reading, and speaking).
2. Remote interview (Teams):
The interview is conducted by video. The process is very punctual; candidates can go online and begin as soon as the scheduled time arrives. Two unit managers conduct the interview together, and the interaction is professional with a clear pace.
3. Key interview questions:
The managers' questions are fairly standardized and mainly focus on confirming the candidate's previous experience and suitability for the position:
• Reason for leaving: Asking about the specific reasons for changing jobs.
• Skills fit: Reviewing the relationship between the candidate's current job responsibilities and the position.
• Understanding of the company: Confirming whether the candidate understands Lite-On's industry position and business scope.
4. Job details (key points):
During the question-and-answer segment, the managers candidly explained the job responsibilities and working hours:
• Nature of the work: The position focuses more on administrative tasks and the ordering process, with relatively little involvement in complex price negotiations.
• Overtime situation: The managers frankly stated that working overtime until 8–9 p.m. on average every day is the norm.
• Notification of results: The result will be communicated within approximately 7 days after the interview.
Interview advice and impressions
• Advantages: The recruitment process is digitized and punctual, greatly saving transportation and waiting time for candidates who are currently employed or live far from Kaohsiung.
• Working-hours considerations: The department has a relatively high frequency of overtime. Candidates with family-care responsibilities or who value work–life balance are advised to fully assess their willingness to accept the working hours during the interview.
• Salary structure: Interviewees are strongly advised to ask about the salary structure during the interview (such as base salary, allowances, overtime pay calculation methods, etc.) to ensure it meets their expectations.
Lunch subsidy
The supervisors are all terrible
Ms. Gu from the foundation violates the Labor Standards Act by not paying student workers the minimum wage
Pretty awful
There is a company cafeteria, and the quality and environment are decent.
The team leader on the 4th floor has a serious temper problem.
The work atmosphere is also suffocating.
Has an extremely stingy HR department
The HR department is extremely terrible,
The salary evaluation system is extremely disrespectful!
During the first interview, I told HR my current annual salary,
and that I expected an offer of my current annual salary +100,000,
but after the second interview, I waited an incredibly long time (really, an extremely long time), only to find that the salary evaluation came out to be my current annual salary -150,000,
Who would want to switch to a company that pays less???
After telling HR that the discrepancy was a bit large,
I received the response: “That’s just how our company’s system works.”
Are you kidding me?
Then why waste each other’s time with a second interview and salary evaluation?
This shows that it is a trash company that only seeks low-paid slaves, looks down on job seekers’ professionalism,
and has an arrogant attitude with no concept of sustainable development.
The Neihu headquarters is very impressive.
HR said there was a process to follow, but they never notified me of the interview result.
Good salary
Good benefits
Severe office politics. Managers fire people based simply on whether they like them or not. Fresh graduates who want to pad their resumes and experience palace intrigue in real life can give it a try.
The new building in Xinzhuang is very beautiful
They are very good at painting a rosy picture
Xinzhuang
The interview content and the actual job responsibilities upon joining were completely different
1. During the interview, they said there would be very little business travel. After joining, frequent business travel was required, even during the probationary period.
2. The products discussed in the interview were automotive products, but the products involved in the actual work were no longer within the automotive field.
3. Although they said during the interview that the position would be adjusted after some time, the work assigned immediately after joining was completely different from the original position.
4. I don't know—it just felt like I had been lured in, which left a very bad impression.
The hiring result left me with a very negative impression of this company.
An absolutely terrible interview experience. On 11/15, they called me about an interview. I first informed them of my basic requirements, including my guaranteed annual salary expectations. HR said they would confirm with the manager. On 11/18, they confirmed that this position could meet my guaranteed annual salary requirements and proceeded to arrange the interview. On 12/8, they called to tell me I had been hired, but HR said there may have been a miscommunication with the manager earlier: the guaranteed annual salary was NT$300,000 lower than initially stated. I made it clear from the beginning that I did not want to waste either party’s time, yet they still pulled something like this... Truly a company that left me extremely shocked.
A good place to retire if you don't care what other people think
They even skimp on office automation equipment, making you work with crappy computers
If you care about what other people think, you'll work yourself to death with no overtime pay
The food is terrible
The IT is lousy
No travel allowances
On business trips, you stay in bug-infested haunted houses
Uncooperative employees
The Zhonghe plant has temporarily moved to the Hung Kuo Building in Xinzhuang District. The building environment is beautiful and it is close to the MRT station.
For fresh graduates or people changing jobs while employed, be sure to choose the right department in Xinzhuang District, especially departments handling old product lines. It is strongly recommended not to waste your life and youth; this is a very important reminder.
The senior manager in charge of the old product unit is notorious for being devious and cunning. Instead of properly developing the products, they particularly enjoy sowing discord, creating conflicts between departments and within the team, and making baseless accusations. They are skilled at deceiving and bullying people, and completely lack the character and ability to lead a team. They use company resources for unethical purposes and even deceive new employees through closed-door brainwashing.
No need to clock in or out for work.
HR has a great deal of power. People whom managers want to hire can actually be rejected by HR for allegedly being unsuitable for the position based on personality tests or for showing insufficient enthusiasm. Some department managers are narrow-minded and will make things difficult for their subordinates—even former employees who have left are not spared.
The interviewer was very nice.
The HR department was really terrible and kept digging into the interviewee's privacy.
Also, the company's review process was awful. I received a rejection email less than three hours after my interview that day, saying directly that there were very few openings. If there were so few openings,
why make people waste time interviewing in the first place?
Wouldn't it have been better to just hire the preselected candidate? It really seems like HR just wanted to meet its performance targets. Ridiculous.
None at present
Online interview; the HR representative was extremely unprofessional…
Overall, I felt very unhappy with the interview process.
Those who are going to interview should be somewhat mentally prepared…
The working hours are very flexible, with no clocking in or out, but it is also a responsibility-based system.
1. The legal department's systems are outdated. Work is assigned randomly, there is no online legal system, and the caseload is extremely heavy.
2. The heavy workload has caused supervisors to accumulate a mountain of pending cases. There are no clear standards for departmental contract review, and a case needs to wait more than two weeks for a supervisor's secondary review. If it is sent back, a single case may be delayed for more than a month. However, supervisors often ask reviewers to change the signing date, causing frontline reviewers to take the blame.
3. Supervisors' secondary-review standards frequently change and are inconsistent.
4. A departmental weekly meeting is held every week, taking up the entire Monday afternoon and causing pending cases to pile up.
5. The contract management and approval processes are lengthy, resulting in a huge workload for legal staff handling the cases.
6. The company's procurement and business teams are very difficult to communicate with.
7. The company's organizational structure changes frequently, resulting in frequent changes to the corresponding contacts.
8. Turnover in the legal department is extremely high. Within six months of joining, most senior colleagues have already left; only a few have stayed for more than one year but less than two years.
9. Head of Legal: Chiu Su-Mei.
The hiring manager was very easy to get along with.
The job responsibilities were explained very clearly.
They clearly understood what kind of person they needed.
This company really needs to properly train its HR staff.
From what I’ve seen over the years, many people have said that this company’s HR department is unprofessional.
Leaving professionalism aside, their attitude really needs improvement.
They did not introduce the company or its benefits. I asked HR whether they could introduce the BU, and they replied, “Everything is on Google. The financial reports are public, so look them up yourself.”
Then they asked what else I wanted to know. I asked one question, and they answered only that one—although their explanations were practically no explanation at all.
For example: Q: What kinds of leave are available? For example, do we have to work on makeup workdays? A: Nothing special. (What kind of answer is that?)
Finally, they asked about my expectations. I stated my current annual salary and said I expected to maintain or exceed it.
The next day, they called to say I had passed the interview, but offered a salary NT$50,000 lower than my current annual salary and demanded an answer by the following day.
This was genuinely the first time I had encountered a company that offered a lower salary and still expected a response within one day.
The next day, I proactively responded to explain the salary issue.
HR even got angry at me, saying that all the managers had already approved and signed off on it.
I said there was nothing I could do—who changes jobs only to end up worse off?
In the end, HR said they would reassess it. That was also when I discovered that they had forgotten to have me complete a test or whatever else was part of the interview process.
After I spent time completing the test, the matter simply ended without any resolution.
I thought that the company probably could not offer that much anyway, and I was not particularly set on joining this company, so I decided to let it go.
Unexpectedly, another two weeks passed.
The hiring manager proactively called to ask why I was unwilling to accept the offer.
That was when I learned that HR had told the hiring manager that I had been the one to say I was not very interested in the job.
In any case, although I genuinely do not care,
there are plenty of companies that pay more than you do. To be honest, I did not even get as far as negotiating with other companies—you really made the lowest offer.
However, if a company’s HR department sabotages the candidates its managers want because of its own performance metrics, while the company simply stands by and does nothing,
you might as well open a zoo. The only employees you’ll be able to hire are monkeys.
None
Take a close look at how extraordinarily this company treats interview candidates:
1. It sent a message through 104 Job Bank to a job seeker, saying that it had seen their résumé and wanted to invite them for an interview.
2. The job seeker replied to the message through 104 Job Bank, but the company neither read nor responded to it.
3. The company called the job seeker, without explaining why it had not replied to the 104 message, and immediately asked when they could attend an interview.
4. After the job seeker responded, an interview time was arranged, and the company sent another interview invitation email.
5. In the interview invitation email, it asked the job seeker to write another résumé in the format required by the company.
What is wrong with this company? It is clearly completely insincere. The HR specialist should get their head examined, right? To so openly and frankly ask candidates to rewrite their résumé is tantamount to admitting that it is casting a wide net, casually selecting job seekers, padding its interview numbers, putting on a show to make itself look more impressive, pretending to work hard, boosting its performance, and deceiving its boss into thinking it is putting in more effort.
It even has the nerve to ask job seekers to take the initiative to help write a customized résumé for its HR department. Write your company’s résumés yourself, HR. Anyone of sound mind can see through this scheme; only someone out of their mind would accept the interview. It’s laughable.
The company is pretty good. The boxed lunches are inexpensive. It's a good place to get used to the work and adjust both body and mind.
Employees like gossiping about others, and they do it so loudly that the people involved can hear them. Your company is really good at teaching people that.
All levels of management in the hiring department were very conscientious.
They personally explained the job responsibilities and team atmosphere, and proactively described the team’s current strengths, weaknesses, and areas awaiting improvement,
their expectations of candidates, and the kinds of contributions someone joining the team could make...among other things.
They also frequently focused on reaching a consensus with the candidate and were willing to try to understand the candidate’s
views on the position and impressions from the interview.
They assessed not only technical skills and job responsibilities, but even values.
The HR department was probably, without a doubt, the worst interview experience I have encountered in my several years of working.
Even when working in the service industry or selecting partners for a business, I have never encountered anything that made me feel more disrespected.
It began with the company extending the invitation:
1. HR scheduled two interviews but failed to show up.
2. They said a test would be conducted but had not prepared the questions.
3. When discussing salary, they bluntly said: “With your level of education and experience, what gives you the right to ask for such an exorbitant amount?”
4. They even openly discriminated based on education, saying: “We originally planned to eliminate you at the outset and didn’t want someone from a private university like you to come for an interview. You only made it this far because the hiring department insisted on you.”
5. Because HR only listened to one-sided accounts and made errors in the paperwork, the pay initially agreed upon was reduced by nearly 10%, which affected the job-seeking process.
Regardless, the work environment in the end will mainly depend on the hiring department,
but making comments of this caliber in an interview setting
naturally raises the question of whether similar problems also exist elsewhere in the company.
The security guards are quite friendly. Unfortunately, they are outsourced guards.
The Longtan plant is basically a joke—run-down and dilapidated.
I almost thought this wasn't a technology company; it felt more like I had come to a factory.
The HR staff were very unfriendly and difficult to communicate with. The questions they asked had little to do with professional abilities, yet they kept asking why I didn't just stay at my previous company. They were even embarrassed to promote their own company.
Perhaps they knew the salary they could offer was too low. The HR person couldn't even be bothered to discuss salary with me—really impressive.
No need to clock in or out; meals provided (although they aren't tasty).
After completing the probationary period, you have to submit a book report.
During my employment, I encountered many supervisors who seemed rather unsuitable for their roles,
and the team atmosphere was not very good.
☆☆I recommend that everyone ask around thoroughly before joining and pay close attention to every detail.☆☆
☆☆I also recommend joining through a referral if possible; having a friend there would be even better, to avoid having no one to lead or hand over work to during your employment.☆☆
The benefits are average and not particularly generous. When you are hired, they will definitely cut your salary and make grand promises.
John Jiang possesses wiretapping and hacking techniques
Everyone in the entire company was wiretapped and hacked by John Jiang
If displeased, he kills the other person
He likes to hack into the other person's information anyway, then erase it after winning them over
John from Camera Term is very arrogant
Camera Term plagiarized another company's
Amba IC toolchain. Low Battery Camera
was all copied by John from BRICS, brought over from his former company,
and he even claims it was his own achievement
The supervisor was friendly and explained the scope of future work in detail.
The supervisor notified me that I had been accepted.
HR questioned my qualifications and cut the salary; in the end, the job offer went nowhere.
- Both the supervisor and HR were quite kind
- The interview process was efficient
Before the interview, HR called to inform me that masks were required due to COVID-19. It was just after the Lunar New Year, and I had not had many interviews yet, so I wasn’t sure. I asked HR whether masks also had to be worn during the interview, and HR said yes, to protect both sides.
On the day of the interview, from entering the lobby until the interview, I had a good impression. I felt that the protective measures and disinfecting supplies were well prepared, and I thought, “Yes, this is exactly how it should be done.”
The HR representative who greeted me was also wearing a mask.
But during the interview, the supervisor was not wearing a mask... After the supervisor finished the interview, the same HR representative came in to talk with me and also took off their mask... Isn’t that failing to follow the requirements? No wonder the actual workplace atmosphere at so many large companies in Taiwan is poor... So many people say one thing but do another.
You don’t have to wear one during your usual work if that’s the policy, but you should wear one during interviews... If the company had not provided guidance and you simply hadn’t thought of it, that would be one thing. But the company had provided guidance, and there was disinfectant everywhere, yet you didn’t wear a mask when interviewing me....
For such a large contract manufacturing company, how would I know whether any colleagues had returned from business trips to mainland China, become infected, and then infected you as well...? Can you afford the compensation if you infect an interviewee...? Candidates interview with so many companies and have no way of knowing which company has an infection. This is very disrespectful to interviewees.
I wore a mask throughout the entire interview.
It wasn’t until two weeks later, after confirming that I was fine, that I finally felt relieved.
I hope everyone will insist that interviewers wear masks during interviews.
The colleagues are nice, and the direct supervisor is also nice.
[Zhonghe Power]
Low pay; a company for retirement.
1. There are no annual salary adjustments.
2. It seems that, because hiring was previously unsuccessful, there was a structural salary adjustment in 2018,
but were the results after the adjustment actually better than the industry standard? Please compare again.
3. [Almost] never seen anyone report overtime.
4. The Dragon Boat Festival and Mid-Autumn Festival gifts are shopping website gift certificates (so little that they are insignificant).
5. When a colleague submitted a resignation, the supervisor verbally tried to persuade them to stay by saying they would add three months' pay, but the colleague left in the end.
This represents:
i. The original salary was not high (it seems they deliberately kept three months of room for maneuvering).
ii. Even after adding three months' pay, it was still worse than other companies.
New employees, please train hard and spend your energy in the right direction.
Always pay attention to what kinds of talent the job market needs, and be prepared to resign at any time.
Engineers should work diligently, but at the same time, they should also pay attention to whether they are receiving the treatment they deserve.
None
When it was time for the interview, no one came to receive me. I went upstairs by myself and still had to wait outside.
The interview room was terrible, and the male HR interviewer had a really unpleasant expression.
The Neihu office building is modern and impressive.
1. Before the interview, there was an English and IQ test on a computer—with an extremely outdated monitor and extremely outdated questions! The questions were ridiculously tricky!!!
2. The interviewing manager looked extremely obese and said that they had come down for the interview during a break in a meeting, with only ten minutes available. What kind of show was that supposed to be!!
3. This is the company that left me with the worst impression of all the companies I have interviewed with.
Very suitable for coming in to coast, slack off, and muddle through the days; if you want to make big money, forget it.
[Zhonghe PID] With such a bad reputation, this company’s HR bears the greatest responsibility.
1. During interviews, they cut down your years of experience and salary, while acting as if they are benevolently bestowing charity on you: “Based on your experience, the company can only offer you job grade XX, but this is already the highest salary for that grade.” What a load of crap. After joining, you find out that you only earn NT$1,000 more than a newcomer who graduated three weeks ago and works beside you.
2. Same as above. The line HR most loves to use during interviews is: “We have a lot of bonuses; you can receive 18–9 months’ worth in a year, so it’s normal for the base salary to be low.” But in reality, the bonus ceiling for engineering staff is only two months, and you cannot receive the full bonus until your third year.
3. In short, they will deceive you into joining no matter what, so be very careful during the interview.
4. Business-trip expenses in mainland China are only NT$300 per day—an absolute joke.
5. The turnover rate is extremely high, and they are always short-staffed. You earn a low salary of NT$40,000-something and are still exploited until you work yourself to death. The colleagues around me had all been replaced once over the course of a year. Except for managers and those long-serving veterans, nobody had more than two years of tenure.
6. As for the benefits listed above E04, just look at them and laugh. They are not meant for new hires or junior rookies like you; the three holiday bonuses are paid in shopping-site points.
7. Those alternative-service employees are truly pitiful: bound by a three-year contract, they cannot leave even if they want to.
8. No overtime pay.
Fortunately, I left.
Amateurs leading professionals.
The managers at this company are rigid-minded
So people who are sufficiently smooth and tactful can get along very well
The managers at this company are rigid-minded
If you’re proactive and have goals in life, do not come here
The advantage is that working hours are very flexible and there is no clocking in or out, but at the same time, the position operates under a responsibility-based system.
1. The legal department's systems are outdated, personnel are randomly assigned cases, there is no online legal system, and the caseload is extremely heavy.
2. The heavy workload has caused supervisors to accumulate a mountain of pending cases. There are no clear standards for departmental contract reviews, and a case needs to wait more than two weeks for a supervisor's secondary review. If it is returned, a single case may be delayed for more than a month. However, supervisors often require the review personnel's signature date to be changed, causing frontline reviewers to take the blame.
3. Supervisors' secondary-review standards frequently change and are inconsistent.
4. A departmental weekly meeting must be held once every week, taking up the entire Monday afternoon and causing a mountain of pending cases to accumulate.
5. The contract management and approval processes are lengthy, resulting in a heavy workload for legal case handlers.
6. The company's procurement and business departments are very difficult to communicate with.
7. The company's organizational structure changes frequently, causing the relevant contacts to change frequently as well.
8. Turnover in the legal department is extremely high. Within six months of joining the company, most senior colleagues have already resigned; only a small number have stayed for more than one year but less than two years.
The new supervisor doesn't understand anything and is very annoying. The people under him completely ignore him, while relations with the other colleagues are pretty good!
PID business trips to mainland China require working Saturdays, and no compensatory leave is granted upon returning to Taiwan. Terrible!!