台灣優勢客服科技股份有限公司

Part-time mystery shopper work; at first glance, the hourly rate of 160–200/hr seems very high. The work is flexible, and you can also view cars for free.

Pre-work setup: After the company finishes the training and sends you the equipment, you have to purchase or prepare clothing for concealing the equipment yourself, and you must take photos for the company to review first. You need to take care of the clothing in advance.

Work: You need to be psychologically strong enough; the details of the work cannot conveniently be disclosed publicly.

Afterward: You have to upload the work details to a designated folder, which is quite time-consuming.

Overall: This job is suitable for people with plenty of money and free time because assignments are not fixed. There may be only one assignment in a week, but the time and effort required before and after the work are considerable, and the process can even be somewhat tedious!

Failed at being a person named “Li”

You can skip this place altogether!!

The person surnamed Li handling this company is seriously problematic. They even give inaccurate information about the position they posted, and their tone is unpleasant. If your customer-service front line is problematic and you still do customer service, no wonder you can’t find anyone~

Called a little after 3:00 and said: I’m from Taiwan Advantage customer service. We saw your résumé on 104 and would like to invite you to an interview?

I was on the MRT: I can probably call you back in 30 minutes~

The other party was already using an impolite expression: Oh~

After hanging up and getting home, I called back: Hello, Mr. Li~

This is xxx, hello! I’d like to ask you a few questions!?

Li: What is it now!? (Is your “Li” demeanor really like this, or were you simply not taught manners?)

Hello! I’d like to ask whether the position you’re hiring for is paid hourly?

Li: Uh~ We have both monthly salary and hourly wage systems.

I asked: In that case, may I ask whether employees on the hourly system can choose their shifts? (104 already says “pending confirmation.”)

Li: We all work rotating shifts.

Me: Then there’s no need to continue this conversation. (Hung up angrily.)

They don’t even have basic telephone etiquette, and on top of that, they have a bad attitude and give random answers. Human resources staff like this deserve to be stood up.

No particular advantages

The workflow is chaotic, the environment is poor, and the hardware is substandard. No wonder the staff turnover rate is extremely high.

Convenient transportation

1. The outsourced customer service center does not have assigned individual workstations, so you have to find a seat yourself when you arrive at work. Sometimes staffing is miscalculated and there is no seat for you.

2. The project work is unstable, with duties adjusted according to call volume. Sometimes you are asked to support other projects, and then you are asked to return to taking calls. There is no long-term outlook.

3. The organizational structure is very loose. Team leaders merely go through the motions, and there is little management.

4. The staff turnover rate is extremely high, and you have to cooperate with the client’s staffing adjustments.

5. The feng shui is very poor: the main entrance faces the elevator, which is said to cause instability, and the double doors create a reverse-airflow sha, said to prevent people from gathering and make financial energy unstable.

Colleagues are all willing to help, and the supervisor is kind.

High-intensity training in EQ, resilience, and patience.

There are many.

The company is divided into many project departments, so I don't know what the other departments are like. In the department I was in, the position was initially advertised as KEYIN, but during the interview they asked whether I would accept being transferred to customer service. The job would start with phone support, and only after becoming familiar with it would I be transferred to text-based customer service.

However, because the turnover rate was so high, there was a staff shortage, and the training period was therefore insufficient. Several more senior colleagues had even never completed the full training course before being put directly on duty to handle customer issues.

In my case, I only attended one day of training and immediately started taking calls the next day. I even had to handle customer complaints. Since the training was conducted by the supervisor, no one knew my training progress, and colleagues would not transfer calls to themselves to help handle them. I could only ask about problems one by one. Basically, colleagues would help if they were available, but if they were not, I had to figure things out on my own.

There were customer complaints every day, and after getting home from work, I still had to closely monitor the group chat for any changes to activities.

I also had to find time to listen to recordings of excellent and improvable interactions, so I was tied to the company all day long.

The system would crash from time to time, and the back-end system ran very slowly. When I joined, the computer system had not yet been updated and was still running on Windows XP, so it was extremely unstable. I also had to periodically reassure customers online and ask them to wait patiently.

I also happened to join at the awkward time when the company was replacing the system. Just as I had adapted to the original system, I immediately had to learn a new one, which made the pressure far greater than usual.

Although the job was hourly, I could only take eight days off. It was also a dispatched position, and the contracts differed between dispatch companies, which made me feel somewhat uneasy.

The interview process was actually quite pleasant.

When I first arrived for the interview, I filled out personal information, salary calculation questions, a few personal questions, and telephone bill collection calculation questions (all of which were very easy).

I spent an hour filling them out and waiting. After that, the many interviewees were divided into groups for interviews.

First, they introduced the company’s salary calculation system and other information.

Then, they asked us to introduce ourselves. The process was quite pleasant and relaxed.

The company uses staffing agencies to seek job candidates, which I don’t think is very good. The information provided by each agency is different, which leaves people somewhat bewildered.

I interviewed for a customer service position assigned to a government agency by this company. Although it was a customer service position, the interviewer did not deliberately conduct a stress interview, and the process ended pleasantly for both sides with smiles.

I was employed when I interviewed for the job and clearly stated that I needed a two-week handover period and could not leave at any time. After receiving an acceptance call from the night-shift supervisor, I called the number back to confirm that it was Taiwan Advantage's customer service outsourcing unit. I then verbally resigned to my supervisor at my original company, planned to leave two weeks later, and agreed to go to the original company's HR department the next day to complete the resignation form. Before filling out the form the next day, I called again to confirm the follow-up onboarding arrangements with the same interviewer, but they completely denied that I had been accepted. In response to my complaint, they said that the project was time-sensitive and could not wait two weeks, so I was not hired. After being treated this way, I had no choice but to awkwardly remain at my original company. It goes without saying that after being treated this way, I could not expect any promotion or bonus at my original company, so I eventually left to seek other opportunities. After I left, the company continued recruiting for that position. During a subsequent period of unemployment, I applied again, including for different positions, but did not even receive a read receipt. This showed that the claim about the project being time-sensitive was a complete lie. Anyone applying to this company should consider whether a company where supervisors often make decisions and then refuse to acknowledge them is suitable for their future plans.

1. Equal work for unequal pay—watch colleagues who joined later than you, yet have to take on your workload, earn less than you. Nice~

2. No pay if you don’t complete the probationary period, helping the boss save costs

3. With understaffing, the phone never stops ringing; the website crashes constantly; policies change every day. A nine-hour workday is incredibly fulfilling, with endless surprises—perfect for those who enjoy challenges

4. Stable work, so there’s no need to think about promotion or changing jobs

Awesome

Can only try to find some amusement in the hardship...

I previously worked at this company and was promoted to a minor DUTY position in one of its departments, so I’d like to share what I saw and heard.

Company A’s hint: League of Legends, Xin Zhao [2013 Lunar New Year skin]

(P.S. The representatives from Company A who liaised with Company B were extremely arrogant, and one of them, Mr. V, had an attitude so awful that it was unbearable...)

Back to the main point: the company’s entry-level employees are paid based on their educational qualifications.

Company B’s senior management is unable to provide its full-time and PT employees with a reasonably friendly working environment.

The pressure is so great that the employee retention rate is basically below 30%; they are almost completely unable to retain employees.

Mistakes in manpower estimates occur frequently. Four hours before PT employees are scheduled to start work, the DUTYs are asked to notify some PTs that they do not need to come in.

Later, because the call-volume forecast was wrong and the call volume suddenly surged, the entry-level employees of Company A angrily lashed out at Company B’s senior management.

Finally, one hour before the shift starts, the DUTYs are again asked to notify the PTs who had just been told not to come to work that they should remember to come in after all.

(This situation occurred as many as five times in a single week when I was working in this department of the outsourced customer service company.

The latest rumor I’ve heard is that this company plans to move the project to its Kaohsiung branch, while drastically cutting the shifts of all PTs in the Taipei area.

Then, when the call volume surges afterward, they contact the PTs again and hope they can rush in to work......

For the Dragon Boat Festival and Mid-Autumn Festival, you receive a NT$1,000 Carrefour gift voucher (occasionally replaced with a gift box), and you receive a NT$500 Carrefour gift voucher on your birthday.

The starting salary is NT$23,000. Salaries are adjusted every March and September, increasing by NT$500 each time, up to a maximum of NT$25,000; there are no further raises after that. The company handles outsourced customer service, so if a client stops outsourcing, it will first check internally for openings on other outsourcing projects. There is a good chance you may be assigned to an outsourcing project you do not like. However, if you are unwilling to accept the transfer, the company can only ask you to voluntarily resign (because it has already helped match you with another department, but you are unwilling to cooperate). The year-end bonus is equivalent to one month’s salary, depending on work performance and awarded according to ranking. In other words, the person ranked last receives the least and may not receive a full month’s bonus.