普拉瑞斯創意整合有限公司

You can tell from my nickname that I’m not trying to whitewash anything. If you have the chance, come meet me at the company. I’ve never intended to return to the past, so let me share a bit about myself. This is my second formal job, and I’ve been here for more than a decade. How many decades does one have in a lifetime? I went from being an assistant who had to do everything to becoming a leader who still has to do everything. It’s not that the company requires me to do everything—I simply enjoy doing it. With generational differences and advancing age, I also want to ensure that the company continues operating at least until my children can come to work here. So in recent years, I’ve been working on succession planning. I’m very grateful that the company hired me when I knew nothing, and that it has continued to give me opportunities even as I’m still striving to grow in every way. I think I could write about many more advantages, but if you don’t come here, you won’t experience them for yourself. Life is a choice we make for ourselves. I want my children to join the company because I know that, at the very least, this company has helped me grow. I’m also grateful to all my colleagues for continually helping the company improve and for making the system more complete. But there is no company without problems, because a company is still operating and evolving; all we can do is keep getting better.

There are certainly many shortcomings—but who doesn’t have any? You don’t? Still, we’ll continue to improve.

People who like being exploited and feeling pressure are welcome here.

I left more than five years ago. I still occasionally keep in touch with some former colleagues, and not a single one of them has anything good to say about this company. I don’t know what has changed during this time, because Tianyancha had gone down before, so my post was lost.

1. The year-end bonus depends on your performance review, and the score is entirely at the manager’s discretion. Plenty of people have had managers decide they were terrible and give them only 0.2 months’ salary as a year-end bonus. I only remember that one manager used to work at KFC, and all her assistants received extremely small year-end bonuses. When they asked why, they were told, “These are all duties within your job scope, so this is what you get.” So what exactly counts as work outside your job scope?

2. Clocking in and out is only used to prevent lateness and early departures. After all these years, there is still no overtime pay. The best policy is to leave as soon as working hours end. Don’t bother with those people who have no warmth at home and can only stay at the company—the useless ones. Whenever there is nothing else to say, they will tell you that everyone needs to weather hard times together. A former colleague said that at one monthly meeting, A accidentally let slip that even if the company made money, it might not necessarily share any of it with you.

3. That certain fat guy is now thin. Many years ago, his fixed salary was 300,000. Everyone can judge for themselves whether he was worth that much. According to information from the former international trade manager, exhibition expenses were all charged to the international trade department, including the costs of hiring escorts at night.

4. Because newcomers are exploited so heavily, the turnover rate is extremely high. I never expected that, after leaving, I would find out that the annual turnover could exceed 100 people. It seems that the certain design director’s frequent hysterical episodes may have gotten even worse.

5. People usually leave because they are unhappy with the work or because the pay is not high enough. Here, you can experience both. Many years ago, there were a large number of colleagues earning just over 20,000 a month; now, the pay is probably at most only slightly above the minimum wage.

6. Even if a core manager is useless, the company will still retain them. No matter how capable the people below them are, they will only be treated as disposable chopsticks. In the past, there was a web department. After the people under the manager resigned collectively, the manager also wanted to leave but was retained with a raise. In reality, he could not do anything well and was best at making presentations.

7. When the company asks you to go on a business trip, it does not care whether anything is happening at home. One colleague did not want to travel because his wife was pregnant, and A even said, “I’ve already bought your ticket. Should I go talk to your wife?” They also said the company valued him. After more than a year without a raise, that is what they call valuing you? Don’t be fooled by their rhetoric. When you go out there and work hard, money is the only thing that matters. If they are not increasing your pay, you do not need to listen to their nonsense.

8. Daily work reports are garbage. The fat guy reads them but never takes any suggestions into account. If you write the truth, he will only tell you not to put it in the daily work report.

They think it makes employees feel like they can learn a lot

But none of it is what employees want

Low pay, multiple roles, unprofessional division of labor

What era are we living in?

Work is just for making money

Wake up, will you?

Look at the boss—has a house and a car

What about the employees? They get salaries they can’t live on and year-end bonuses that don’t keep them warm

Sigh

You have to clean every day at noon.

You’ll also rotate through different cleaning areas.

You can train in all kinds of cleaning techniques.

1. The salary and year-end bonus are disappointing.

2. The culture of working overtime creates a kind of group pressure.

3. Company rules require everyone to clean after their daily afternoon nap, rotating through different areas until you’re sick of it.

4. You have to write your work details in the system every day; if they’re too brief, you’ll get called out.

5. So you have to set aside time every day to write about your work, taking away from your actual working hours.

6. Is it suitable for newcomers to learn? With such an enormous turnover rate, how are you supposed to learn...?

7. Besides constantly dumping a pile of responsibilities on you, they also give you a bunch of inexplicable miscellaneous tasks.

8. This makes it impossible to properly take care of all your main responsibilities and every client you handle.

9. Yet they keep bringing in new clients, piling up so much work that you become disgusted and lose hope.

10. There are often PR-image posts on Facebook, making you feel like you’re working at a startup.

11. But in reality, you deeply feel that it is completely old-fashioned, militarized, authoritarian management.

12. This is by far the company with the highest and most outrageous turnover rate I’ve ever seen in my career.

13. You can scroll back through the annual employee group photos on the official Facebook page and compare them to experience that astonishing turnover rate.

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Additional note: Regarding 【普拉瑞斯創意整合有限公司】, there isn’t much information on PTT. Dcard has discussions and reviews that you can look at, but the richest collection of review information is on a website called 【天眼通】, where other predecessors have left plenty of firsthand accounts of the hardships and tears of working there. As for the strange-looking, North Korea–Kim Jong Un–style, praise-filled articles that many people have mentioned, I suggest skipping them... They’re so awkward and cringeworthy that they’re practically sickening... If you slowly browse through the posts, you’ll figure out where all those weird review-washing articles from that period came from.... By the way, for reviews of this company, I strongly recommend checking 【面試趣】 and 【比薪水】 before applying. Whether you’re a completely inexperienced newcomer or a job seeker with technical skills, I sincerely recommend that if you want to learn, develop your technical skills, and gain experience at an advertising or marketing company, there are absolutely many other companies in Taichung that can offer better pay and benefits, management systems, and development environments. Finally, the boss of this company is very bizarre: they make employees memorize the boss’s own quotes, and actually seriously require you to write them out from memory in an exam—not just once. At the time, I was completely stunned and extremely disgusted...%#$&*.

1. Suitable for newcomers to the workplace and those who want to develop into generalists.

1. Gaslighting and workplace PUA.

2. Too many tasks are assigned to the same employee.

3. Lacks a people-oriented management philosophy; problems are approached by looking for faults in employees first, rather than considering issues from the employees’ perspective.

4. Outdated compensation assignment model.

5. The system is underdeveloped and unsuitable for long-term development.

Other than the fitness and yoga classes, I can't think of any other advantages.

The interview was conducted jointly, and the experience was extremely unpleasant. The brand director spoke as if they were in a hurry and did not even want to look at my portfolio. I don't understand what the interview was for. They said the company was looking for all-around talent, but it didn't seem like they were looking for anyone with relevant expertise. They also had no patience when speaking. Going to the interview was simply an unpleasant experience. In the end, I didn't even want to ask about the salary or benefits. There is no need to waste time interviewing at that company.

I heard that remote work was implemented during the pandemic?

Although I am someone who left this company long ago, I still find it amazing that I can always hear whispers about my former company.

Out of curiosity, I took a look and found that it was all true.

⎾A team was hired to whitewash the posts on Tianyancha⏌

It is also amusing to see that all the new posts on the forum are whitewashing posts. How bad must the reputation be to require such desperate whitewashing? I don't think I need to say more; discerning people will judge for themselves.

I really liked what Alice shared: At other marketing companies, I was just an ordinary marketer like everyone else. But at Polaris, I’m a marketer who can specialize in serving Taiwan’s plastics and rubber industry.

After attending TaipeiPLAS last week, I truly felt Polaris’s unshakable position in the industry and its deep-rooted expertise in plastics and rubber. Eighty percent of the people at the exhibition were our clients. When everyone came to the Polaris booth, it felt like it was the marketing hub of the plastics and rubber industry, with everyone sitting around chatting and drinking coffee. Seeing that scene, I felt that there was simply no one else besides Polaris.

People who want to make money and have dreams will find the work fulfilling and enjoy being here; those who simply want to hone their skills here in preparation for changing jobs will find working here very demanding.

I’m a planning assistant in the Group Marketing Department. The reason I’m leaving a comment on Tianyancha is that we really did notice that the company has received a lot of negative reviews here. The company has both good and bad sides, and I wouldn’t want future colleagues who could have worked with us to be scared away by the sheer volume of negative reviews here, so I came to share my own perspective.

This is my first job, and Polaris is very different from the workplace I had imagined. After working here for half a year, I would say that Polaris is a good company, but it isn’t for everyone, and not everyone will be able to adapt. To be more specific, I would recommend this job to friends whose personalities and ways of thinking align with Polaris. At the same time, I also understand that some of my friends would feel that Polaris has a terrible work environment.

The reasons I can work happily at Polaris can be summarized as follows:

1. Be your authentic self:

If you don’t know something, say so (but make an effort to improve yourself afterward). If you think something is unreasonable or feel wronged, say so directly. At Polaris, you say things as they are; there’s no need to beat around the bush. Everyone’s goal is to solve problems. When we make mistakes, can’t carry something out, or feel that something is unreasonable, we discuss other approaches together. I have never experienced being scolded for making a mistake or being afraid that others would make things difficult for me because I spoke up about a problem. You really need to let go of those thoughts completely. It also took me some time to adapt, but once I did, I was able to work here comfortably and happily.

2. Establish consensus before acting; communicate first when there is no consensus

People often don’t consider the things I think are important to be important themselves. This doesn’t mean that my ideas aren’t respected here. Rather, time is limited, and it’s impossible to finish everything, so we inevitably have to make choices. Either we give up something we think is important, or we ask someone else to give up something they think is important. That’s why communication is necessary—to decide what to do first and how to divide the work.

For me, if I can’t do the two things above well, there’s a pretty high chance that I’ll have to work overtime frequently. I might feel that I’ve contributed so much to the company without receiving the return I deserve, and feel aggrieved. However, when you’re willing to show your authentic self and communicate, everything becomes different.

Let me start with the parts I like. To keep this from getting too long, I’ll mention three points first:

1. I have never been blamed for making a mistake

I’m a newcomer to the workplace, and I often make silly mistakes that make me want to dig a hole and crawl into it. Once, I scheduled a Facebook post that was still in draft status to be published. After it went live, my supervisor urgently helped me take it down, without saying a single word of blame. Here, I feel that everyone’s attitude is: once a problem has occurred, instead of assigning blame, it’s better to think about how to do our best to remedy it and avoid repeating the mistake next time.

2. When I feel that there is an unreasonable amount of work or that I can’t finish it, I can raise the issue and receive help

My supervisor really doesn’t want me to work overtime, and she also considers frequently working overtime (more than half an hour) unreasonable. Once, I had to develop a game for LINE@ while also preparing articles for an upcoming exhibition, along with a pile of other tasks all at once. I made a work list and realized that I really couldn’t finish everything, so I raised the issue with my supervisor. When she heard me say that I couldn’t finish everything, she didn’t say unhelpful things like, “But all of these are important, and the situation is a little unusual right now...” Instead, she immediately discussed with me how to adjust the workload: which tasks could be skipped, which ones she could help with, and which ones didn’t need to be pursued so perfectly—as long as something was produced. Just like that, the huge pile of work was resolved smoothly, and I didn’t have to work overtime.

Also, I wrote this article during working hours. After work, I want to do my own things and spend time with my girlfriend, so I don’t want to come here and write an article after work, either. XD

3. Free coffee

The company has a coffee machine, and I can make a cup whenever I want. Coffee is very important in my life; if I add coffee to my work, it can boost my motivation to work for around three hours or so~

1. No overtime pay

There isn’t much to explain. The company says that overtime may be caused by low work efficiency, by employees being busy with unimportant tasks (or pursuing excessive quality), or by too many last-minute tasks from clients that genuinely require overtime or rush work. However, how to determine the cause is still under evaluation. Some people may feel that the first two situations contradict the advantages I mentioned above. It’s true that the advantages I described only apply to my department; I don’t know whether other departments are in the same situation. Also, many colleagues don’t want to raise the problems they face at work themselves (maybe I’m just a fearless newcomer?). I feel that as long as everyone is willing to work here, everyone’s ideas and values should be respected. However, from an employee’s perspective, I don’t think companies that pay overtime necessarily avoid this problem either. From the time I joined the company until now, the issue of unpaid overtime still hasn’t been resolved. Our rights and interests have indeed been affected. I believe the reality is that not everyone is willing to communicate (which does indeed conflict with the company’s philosophy), but when faced with this fact, what method should be used to solve it? Looking at it through the lens of Herzberg’s two-factor theory, the motivators are being satisfied, while the most basic hygiene factors are not, so employees are unlikely to feel balanced. I hope the company can resolve this issue as soon as possible.

2. We have to write a daily report every day

Writing the daily report really takes up a lot of my time, but rationally speaking, I would describe it as a “necessary evil.” My thinking is that supervisors have many people to manage, so how could they possibly track everyone’s progress at all times? The daily report is therefore the best approach. In addition, my supervisor reads everyone’s daily report every day. Since she takes them so seriously, I’m only writing a brief account of what happened that day, so I suppose it’s not too bad. If I only do routine tasks throughout the day, I really don’t feel like writing a daily report. I often have to take many screenshots on my desktop and upload them to EIP to explain my work, and uploading images to the company’s EIP is a little troublesome. However, if the tasks I originally planned to do that day are delayed by unexpected interruptions or communication with colleagues, the daily report can help my supervisor understand why the scheduled work wasn’t completed. I don’t have to worry that my supervisor will feel uneasy because I didn’t finish my tasks.

The company’s ability to respond is incredibly fast—it’s a very flexible team!

For everyone’s health and safety, it launched a hybrid work policy as early as April.

When the pandemic became severe in May, it immediately implemented fully remote work for all employees.

I truly think that’s amazing!

The team’s operation has also moved me a great deal recently.

When I receive an unfamiliar, time-sensitive task, I put it out there and get feedback from team members~

In the end, we achieve excellent results!

And the managers’ guidance and support are all free of charge; the motivation it brings to everyday life is really powerful!

“Even if you don’t have an innate talent, you should still know how to follow along.” A lot of the time, without having to put in much effort,

you can meet a better version of yourself in the workplace!

Another thing that’s rare among companies is that this company is “super” committed to health.

There’s yoga/fitness on Mondays and aerobics/Pilates on Thursdays.

The company provides fitness equipment and expert instructors from the gym,

taking comprehensive care of both body and mind~

However, all of this still has to begin with your own “willingness”—being willing to become the person you envision yourself being~

There are so many things I want to learn, and there are an incredible number of resources, but I’m worried there won’t be enough time~

The interview was fairly simple, but they negotiate down your expected salary on the spot—possibly because the boss personally likes to bargain.

Many aspects can be viewed from another perspective; they are advantages.

Overtime is very common, and there is no overtime pay (the company provides an opportunity to grow together, so it is worth it even without pay).

A monthly meeting is held on Saturdays (a motivating growth opportunity, of course using employees’ extra time).

The boss’s training sessions are always held after work (not much explanation needed for a growth opportunity).

The salary is below the market rate, possibly because the boss always subjectively assesses so-called value. In reality, he is simply quite stingy—but of course, willing applicants can take the bait.

The boss used to work in direct sales, so he often likes to give speeches to motivate (brainwash) employees—a double-edged sword.

There is no overtime pay (as many people probably know). There is no need to rationalize or criticize employees; there simply isn’t any.

When discussing salary, they say it will be increased after the probationary period, but usually it is not. The boss subjectively believes that employees have not demonstrated enough.

The work environment feels highly pressurized and closely monitored. Employees have to submit daily reports, and some colleagues consider writing the daily report the most important and fulfilling thing they do all day, which makes it feel somewhat like the priorities are backwards.

Later, I encountered a situation where the company said operations were not doing well and even asked employees to take a pay cut (we’re all in this together, right?).

Just write a little; people who can’t stand to see negative reviews and give positive ones—if you really worked there, do you have Stockholm syndrome?

I’ve been here for a while, so I thought I’d write about my own experience. There are both pros and cons, but for me, the appeal of the advantages outweighs the pressure of the disadvantages.

First, I’ll talk about the atmosphere of the work environment. There are three companies under the group, but everyone works in the same office space. With just over 50 people, it’s neither too many nor too few, and interaction is fairly ordinary. Basically, you can remember everyone in the company within a month. Some colleagues are more outgoing, while others take longer to warm up. Although the managers sometimes speak rather passionately, they focus on the matter at hand. Overall, the office atmosphere is comfortable, relaxed, and harmonious.

Another thing I really like is that there are two exercise sessions every week. On Mondays, a one-week yoga class and a three-week fitness class rotate; Thursdays are always devoted to an aerobics class. All three instructors are very dedicated, and you definitely get a proper workout. Although this frequency is definitely not enough if you’re serious about fitness, for someone like me who doesn’t have time to go to the gym, exercising regularly and consistently without spending a penny is certainly better than not exercising at all!

Next is career growth. This is my first job, and since I haven’t worked anywhere else, whenever the workload is heavy—or when I even have to work unpaid overtime, as described below—I naturally keep wondering whether this workload is reasonable. My answer to myself is that it is reasonable (I have to admit that everyone’s circumstances are different, and this is highly subjective). For me, the longer I work, the more I understand the responsibilities of this position, while also realizing that my abilities are still insufficient in certain areas. On the one hand, I want to complete the work on schedule; on the other, I want to think about how to make the work more efficient. I believe this is the main reason I work overtime. Although I could simply leave as soon as the workday ends and continue the next day, I have a belief that this company is currently growing, and this market is growing as well. I can choose to fight for my right to leave and arrive on time, or I can choose to believe that my efforts now will help me grow while growing together with the company. I have chosen the latter. Although I can’t guarantee that I will always maintain this mindset, it has not changed from the day I joined until now. As for the areas where my abilities are lacking, they do not affect work progress or the company’s schedule, but they occasionally slow down the team’s efficiency. Even so, the managers are always very patient in teaching me what to do. When I don’t understand the meaning or reasoning behind something, they also listen to my questions and thoughts. As a result, I can clearly feel that I’ve learned a lot through the process of doing my work. Although it is challenging, I sincerely feel fulfilled by it.

For me, the biggest drawback is the unpaid overtime mentioned above. Although the official end of the workday is 6:00 p.m. and the company has flexible start times within a half-hour range, meaning I could actually leave at 5:30 p.m., in reality I often stay until 6:30 p.m. or even later. I don’t want to explain this in too much detail. This situation mainly exists because the company is still in its development stage and is understaffed, so everyone’s work—at least among the people around me—is very tightly scheduled. If one task falls behind, it may affect the schedules of many other tasks, which has led to an atmosphere of individual responsibility. Because everyone feels responsible and does not want to delay progress, many people voluntarily stay late to work. Voluntary overtime without pay is legal, so all I can say is that I 100% believe this is not a good phenomenon. After all, there is life outside of work. Even if you can incorporate work into your life, I don’t think every employee’s friends, family, or loved ones would agree with that way of thinking. But as I mentioned above, perhaps everyone who stays here shares the same aspirations deep down.

I’ve been here for a while, so I thought I’d write about my own experience. There are both pros and cons, but for me, the advantages outweigh the disadvantages.

First, I’ll talk about the atmosphere of the work environment. There are three companies under the group, but everyone works in the same office space. With a little over 50 people, it’s neither too many nor too few. Interaction is fairly ordinary, and you can basically remember everyone in the company within a month. Some colleagues are more enthusiastic, while others take longer to warm up. Although the managers sometimes speak rather passionately, they focus on the matter at hand. Overall, the office atmosphere is comfortable, relaxed, and harmonious.

Another thing I really like is that there are two exercise sessions every week. On Mondays, a weekly yoga class and a three-week rotating fitness class alternate; Thursdays are fixed as aerobic exercise classes. All three instructors teach very seriously, and you definitely get a proper workout. Although this frequency of exercise is absolutely not enough from a fitness perspective, for someone like me who doesn’t have time to go to the gym, exercising regularly and consistently without spending a single cent is definitely better than not exercising at all!

Next is professional growth. This is my first job, and since I haven’t worked anywhere else, when the workload is heavy and I even have to work unpaid overtime (as described below), I naturally keep wondering whether this workload is reasonable. My answer is that it is reasonable (I have to admit that everyone’s situation is different, and this is very subjective). For me, the longer I work, the more I can appreciate the responsibilities of this position, while also realizing that I still lack ability in certain areas. On the one hand, I want to complete my tasks on schedule; on the other, I want to think about how to make my work more efficient. I believe this is the main reason I work overtime. Although I could simply leave as soon as my workday ends and continue the next day, I have a belief that this company is currently growing, and this market is growing as well. I can choose to fight for my right to leave work on time, or I can choose to believe that my efforts now will allow me to grow while growing together with the company. I chose the latter. Although I can’t guarantee that I will always maintain this way of thinking, it has not changed from the time I joined until now. As for the areas where I lack ability, while they do not affect work progress or the company’s schedule, they occasionally slow down the team’s efficiency. Even so, the managers are always very patient in teaching me what to do. When I don’t understand the meaning or reasoning behind something, they also listen to my questions and thoughts. As a result, I can clearly feel that I have learned many things through the process of working. Although it is difficult, I also genuinely feel fulfilled by it.

For me, the biggest drawback is the unpaid overtime mentioned above. Although the official end of the workday is 6:00 p.m., the company has flexible start times within a 30-minute window, so I can actually leave at 5:30 p.m. However, in practice, I often stay until 6:30 p.m. or even later. I don’t want to explain this too much. The main reason for this situation is that the company is still in its development stage and lacks manpower, so everyone’s workload—at least among the people around me—is very tight. If the progress of one task is delayed, it could affect the schedules of many other things, which has led to an atmosphere of responsibility-based work. Because everyone feels responsible and does not want to delay progress, many people voluntarily stay late to work. Voluntarily working overtime without pay is legally permissible, but I can say with 100% certainty that this is not a good phenomenon. After all, besides work, there is also life. Even if I can integrate work into my life, I don’t think every employee’s friends, family, or loved ones would agree with that way of thinking. But as I mentioned above, perhaps everyone who stays here shares the same aspirations deep down.

The company currently has an atmosphere of 【Hope. Madness. Health】, almost like a slogan. Although I have been with the company for less than a year, I have experienced the senior executives’ seriousness and thoroughness in their work, as well as their emotional and humorous side. The company has also become more systematic in its organizational planning. Under the leadership of an HR manager with extensive experience, employees have a more promising outlook for their career development. The company’s business continues to expand, and its revenue continues to grow. It is progressing steadily in all areas, and it is also a company that values employee 【health】. It offers fitness classes and organizes fat-loss competitions to motivate the team. It is a company worth investing in.

Whether positive or negative, past comments were part of the clashes that occurred during the organization’s development. The more intense the comments, the more they reflected how deeply people were invested at the time. What I can see is that I am now experiencing the results accumulated through the efforts of those who came before me. The organization is steadily expanding and growing, and because of all those past efforts, we now have a more comfortable company culture and a vibrant workplace atmosphere. I am filled with gratitude!

I believe that the more genuine the feelings, the more worthwhile they are to share.

Before the interview, you are asked to fill out a questionnaire related to the position. Personally, I feel that it is good to have at least some psychological preparation and an idea of what kinds of questions you might need to answer during the interview. It helped ease some excessive anxiety.

During the pandemic, the interview was conducted by video. The HR representative was very approachable, making it easy to speak openly. They were also logical and well organized in their communication. By the end of the process, I had a clear understanding of the main responsibilities I would have at the company in the future. Most of the questions also came from the questionnaire completed before the interview.

The second round of the interview was with the Vice President, Ms. Wen. We first talked generally about my previous work experience and future plans. She then explained the details of the position and the challenges I might face in greater depth. We also discussed ways to release negative emotions, and she shared methods that had worked for her as references. She broadly explained the company’s main business direction. Throughout the process, I was impressed by Ms. Wen’s logical and coherent way of thinking. I feel that having a role model at work is a very fortunate thing! As the interview progressed, my nervousness gradually eased.

What is really cool about this company is that it fully complies with the government’s pandemic policies by implementing work from home. I therefore completed my onboarding procedures remotely. The MIS team also helped handle computer problems remotely, and it felt reassuring to know that there was someone to ask whenever an issue arose. In addition, Ms. Wen holds a morning meeting every day to share various things about work and life. Participation is not mandatory, which is really special. The company culture does not seem to have become distant or disconnected because of remote work. After joining, senior colleagues guided me through the company’s systems and processes step by step. The expectations for the work are very practical. Under the team manager’s clear and decisive leadership style, I transitioned into the work smoothly. Work takes up most of one’s waking day, so being able to interact well with team members is truly a wonderful thing! After several weeks, I feel that the company is headed in a very promising direction, and the overall team atmosphere is lively. There are also some exceptionally talented people among the members—many hidden gems. It is a stage where you can really showcase your abilities~

Before the interview, I also searched online for information, but I thought I should still give myself a chance to learn about the company firsthand. After all, everyone has different expectations for a position, and different roles offer different perspectives. As for the company benefits and salary package, it depends on what each person truly values?? These are also things you can communicate and negotiate for yourself, so I will not elaborate here. Only you know what is truly right for you. I am glad that I attended the interview and learned about the company personally, which put many of my doubts at ease. I am sharing this here for those who want to pursue the opportunity or are still uncertain about their choice.

So far, everything is acceptable.

1. The company is comprehensive in scale, with business, internal staff, designers, and more, making it highly suitable for long-term development.

2. The company is generous in giving employees opportunities to grow and a platform to showcase their abilities. As long as you are willing to take on the work, the company is willing to give you the opportunity.

3. It is a highly diverse company, so there is a great deal of information to learn and areas to explore.

1. There are many opportunities, but it is easy to lose direction if you are not sufficiently self-disciplined.

A company that is well worth planning a long-term career with and staying at long term!

A highly growth-oriented environment, at a company accustomed to positive thinking!

It requires investing quite a bit more time in work~

1. The company arranges a fitness class one evening every week, led by the boss, and employees are free to participate.

2. The overall work environment is good, and there are also two coffee machines (all-you-can-drink coffee).

3. If needed for work, you can also apply for a laptop and dual monitors.

1. We have to clean every day at noon, which is actually a bit annoying.

2. We also have to clock out when going out for lunch at noon (they say it’s because some people used to take a long time to eat and not return to work, so we’re being indirectly punished. Can’t they change it back?)

3. The computers are old and need to be updated (I heard MIS has scheduled regular replacement times).

Perhaps because of the company’s industry, the boss encourages employees to innovate and express their opinions. The company has a comprehensive system, a harmonious work atmosphere, and colleagues help one another.

Perhaps because the company is still growing, job responsibilities will be adjusted as the company develops. People who enjoy challenges will be very happy, while those who prefer stability may find it difficult to adapt.

The interview with the accounting supervisor was pleasant

Administrative accounting interview

For those planning to interview at this company,

please wear a business suit.

You absolutely must wear a suit jacket!!!

It’s best to dress like an office lady or insurance salesperson.

Please apply your base makeup properly, and do your eyebrows, lipstick, etc.

Interview process:

As soon as you go in, you have to fill out the company’s own résumé, so remember to bring a pen!

There is also an attentiveness test, as well as another form asking about your personal strengths, interests, weaknesses, and so on.

I had a pleasant conversation with the accounting supervisor. The interview mainly covered things like

my previous accounting experience, and the extent of my experience with accounts receivable and accounts payable.

Whether I understood business tax, accounting entries, and so on.

Why I chose their company, my future development, etc.

They mentioned that the company has exams and that employees need to provide financial guidance to each department.

There may also be occasional support for front-desk duties.

We talked for about 40 minutes.

I personally felt that the accounting supervisor was easy to get along with and that we had a pleasant conversation.

Afterward, they asked HR to come and speak with me.

It seemed that I had been accepted; as soon as the HR representative came in, they asked when I could start.

I said I wanted to think it over—I had another interview the next day.

I told HR that I could only give them an answer the following day.

They seemed to become unhappy after that.

They directly said that my attire and grooming that day were actually completely unacceptable:

I was dressed like a college student.

I was wearing a horizontally striped chiffon top, suit trousers, and white canvas shoes.

I had applied some base makeup and done my eyebrows, and had tied all my hair up without leaving it loose or messy.

But I wasn’t wearing lipstick.

They said that at the very least, I should have worn a suit jacket like their front-desk staff.

But I thought I was applying for an administrative accounting position, and in such hot weather I hadn’t thought to bring a suit jacket...

They also said that I should wear light makeup to an interview. I thought I had applied base makeup,

so I replied, “Yes, I didn’t put on lipstick.”

They then said, “I’m not saying you’re ‘dirty’; you should at least look neat and clean”—as if I had said that I wasn’t clean.

I thought to myself, “Exactly what part of my outfit looks unclean?”

Even at that point, I was still smiling and didn’t show any anger.

Not wearing lipstick and wearing white canvas shoes were my mistakes.

Was it wrong to need one day to consider my start date?

They also asked whether the reason I needed time to consider was the salary.

I said yes (although the salary was actually secondary—I just wanted a day to think it over).

They then started using my résumé from 104 to say, “The photo is so beautiful.

How can you look like this in person?”

Just because I wasn’t wearing lipstick or a suit jacket and had the “wrong” shoes, I was criticized like this.

Usually, companies that require applicants to wear a suit jacket will note it on the job listing.

At the time, I saw that this company had fewer than 50 employees and thought it was probably a small or medium-sized business.

So I dressed that way for the interview—it was also my fault!

None

I’ll be blunt: the way your company’s staff speak on the phone is really poor. Do your vendors owe you something? Because of your own poor management, you go to the vendors and speak to them with such an impolite attitude. Do they owe you anything? What a joke! Think about your own tone. If you have any conscience, call the vendors yourselves and apologize!! Don’t let me hear the vendors complain again that people from your company always speak so rudely. Please exercise self-discipline.

* Meet people from different professional backgrounds, face common enemies together through difficult times, complain to each other, and help each other.

* Learn to integrate and multitask; find ways to learn everything—both what should and should not be learned.

1. A senior executive has no filter

Then insults employees’ clothing, calls employees stupid, and attacks their character. In front of multiple people, this person says female employees are annoyingly chatty. You have to be sufficiently submissive to get along with this senior executive.

2. The company’s own official website is a mess

The company runs an advertising and marketing agency and handles marketing for clients, yet apparently did not know that thorough preparation was needed before launching the new official website. After the new website was rushed online, its rankings could not improve and the SEO could not get off the ground. Even the internal engineers considered it a hot potato. Later, employees were blamed for not generating any inquiries, and then threatened that the old website would be restored if there were no inquiries—an endless vicious cycle.

3. Your value as an employee depends on how well you talk

If you work at this company, it is advisable to have the ability to flatter people and the communication skills of a salesperson, as well as an outgoing personality and strong verbal skills. Otherwise, you may be disparaged as completely worthless. Even if you do your assigned work well, you may still be rated as a useless employee.

4. Everyone has to be a salesperson

Privately, the company complains about employees who ask for raises. It is difficult to get a raise before bringing in business. The company hopes everyone—including technical staff and designers—is in sales; everyone is expected to find a way to bring money back to the company.

5. Company culture

* Learning should be done after work hours.

* Meetings are held weekly and monthly. There was once a seven-hour meeting, all spent listening to a senior executive talk nonsense; four of those hours were spent trying to convince employees that holding meetings on Saturdays would be more efficient.

* Constantly indoctrinates employees with “you have to give first before you can receive.” First, work overtime and contribute your labor; only then will you have a chance at a raise. (Work overtime first, come in on Saturday for pointless meetings, and let them see you contribute your fresh liver first; then you receive a ticket for a “possible raise.”)

P.S. No matter how many hours of overtime you work, your salary already includes prepaid overtime pay for “deferred overtime.”

6. High turnover; the company believes it is always the employees’ fault that talent cannot be retained

The company has between 35 and 45 employees. Over the past three years, an average of 30 people have left each year, and around 20 people left within six months of joining. The turnover rate is extremely high.

You can become a multitasker, and they are very willing to train new employees.

1. Assistants are paid an assistant’s salary while doing the work of specialists.

2. There is no salary adjustment after the probationary period.

3. The year-end bonus is less than one month’s salary.

4. When resigning, you must give notice according to the time required by the Labor Standards Act. If you give notice too early, they will ask you to leave earlier.

5. They keep asking you to be passionate about your work, but there is no training. If you want to improve, do it on your own time after work.

6. They emphasize that everyone is in sales. Employees who bring back signed contracts are considered talent; no matter how strong your expertise is or how well you perform, without signed contracts, you are merely labor.

7. A certain training supervisor has a very authoritarian attitude. She orders the people below her to do the work, can leave on time herself, and expects those below her to work overtime.

* She assigns tasks to subordinates without showing the slightest concern for them, then asks why they are so slow when the deadline is approaching, saying, “What’s so difficult about this? Why is it taking so long?”

* She gives you more work even after you say there is too much to finish, insisting, “I believe you can do it.” If you really cannot finish it, you can ask someone else to do it—but never assign it to her, because she will keep saying that she is very busy!

* She is not even a supervisor, yet she orders people to help her in a commanding tone.

* Remember to record conversations when discussing things with her, because she will forget what was said and cause rework—and then it will still be your fault.

8. The boss keeps telling you to work overtime, overtime, overtime, but there is no overtime pay. He even says that he is not an exploitative boss.

9. Most supervisors are very emotional, so be careful with your wording; they are also quite out of touch with the situation.

10. The probationary period is three months. Every month, you have to fill out an evaluation form, memorize the names of company employees, and memorize the company’s slogans (lol). There is also an annual evaluation.

11. Everyone is encouraged to participate more in company activities. The courses they offer (which are unrelated to the work) are described as optional, but afterward they add that participation will affect evaluations.

12. The boss and the boss’s wife will criticize your clothing.

13. The turnover rate is extremely high.

14. Think carefully before joining. Fresh graduates may consider joining because they are very willing to train new employees, but do not expect to learn much, given the nature of the industry.

None! You can be happy—except for making friends, haha!!

The annual meeting just has to be held on a holiday—no overtime pay and no time off in lieu. HR will even deliberately turn off the attendance machine so people can't clock in!! If you're going, please think it through carefully. Overtime is expected!!

The largest laboratory

Almost anything you can think of will happen~~Nothing is too strange... this is everyday life

The boss dares to berate employees who submit their resignations, saying, “Don’t talk to me about the Labor Standards Act’s notice period for resignation,” and demands that they wait until the company hires a replacement before leaving. The boss then threatens to ruin the employee’s reputation in the industry if they refuse. From this, one can infer that the company’s legal team must be very strong and unafraid—or else the company is simply very familiar with the Labor Standards Act⋯⋯

HR will use a combination of coaxing and deception, threats and inducements, to lead laid-off employees into signing voluntary resignations. I once saw a young person foolishly sign one, then be unable to find a job or apply for unemployment benefits. Young people aside, even those with many years of work experience have nearly been tricked. HR will appeal to your emotions, saying, “Let’s leave this company together—come fill out the resignation form,” but I have been hearing for three years that “HR also wants to resign.” It now appears that this was entirely a scam!

It's so much fun listening to the boss talk bullshit every day.

This company is just like a direct-selling company, and the year-end bonus is pitifully small. There's a ton of work, and every now and then you also have to listen to the boss talk bullshit—things like, “You have to believe in order to receive.” For goodness' sake, if you're currently considering going for an interview, turn back while you still can.

The company strongly emphasizes the attitude of “not assuming that something is the way I think it is.” Everyone is required to verify things rather than filling in the gaps with their own assumptions and making erroneous judgments—assuming something is infeasible and therefore not doing it when there is actually no problem, or vice versa.

Communication is also highly valued, and the company’s own sayings require people to repeat assigned tasks back to avoid mistakes.

The boss’s wife allows people under her to blame the information department’s backup-person system for being merely nominal without verifying the facts. In reality, it was the imperial guards who failed to verify the situation: without the information department knowing what the problem was at all, they imagined that the matter could not be handled immediately and reported, “The person in charge is on leave, so no one can handle it.”

Oh, right—the boss’s wife’s way of handling things afterward was very diplomatic. To avoid the matter becoming endlessly contentious, she shifted the topic to the fact that the platform developed by the information department has many bugs and needs further review. She also forcefully spun the remarks blaming the backup person into “Fortunately, the information department came to the rescue.” Truly, everyone went home happy.

Claims to comply with the Labor Standards Act

The attendance system does not have an "overtime" option

1. Being part of the company’s inner circle; occasionally, for celebrations, the boss’s wife treats employees to snacks.

2. Some make-up workdays during holidays are turned into company events.

1. The position operates under a responsibility-based system. The company emphasizes compliance with the Labor Standards Act, but in reality there is no overtime pay.

(Also, this year the company hired a consulting firm to adjust the salary structure, which is essentially being used to circumvent the Labor Standards Act.)

2. Decisions change from one day to the next. There is no system: what is said is one thing, but what is done is another.

3. A certain director is extremely emotional and holds tremendous power. Managers under her either leave or have no authority.

(Managers can only guide you on certain technical matters; everything else is handled by the director herself.)

4. Apart from senior executives, the turnover rate among general staff is extremely high.

5. Compared with sales staff, technical staff are truly undervalued.

(If you do not bring in sales, you are considered useless—but without products, what are the salespeople supposed to sell?)

6. They want you to obey quietly, but also expect you to have ideas. If your ideas do not meet their expectations, the consequences are truly awful; you will occasionally be singled out and told, “[You are wrong].”

7. They paint beautiful visions of the future, but when those promises are fulfilled, there is always an excuse that the timing is not right yet.

8. They really like holding meetings, but they are genuinely useless. At every monthly meeting, you have to watch the boss talk about how amazing he is.

9. Health checkups and employee trips are basically paid for by the employees themselves. Even department meal expenses have to be charged to the department’s budget.

10. People within the company like to shift costs and responsibilities onto one another, wasting human resources. They also haggle with other departments over performance figures, creating conflict between departments.

My supervisor is fairly considerate toward subordinates. When requesting leave, they approve it readily without making a fuss. They are one of the few normal people in the company, although they probably will not stay much longer either.

1. On your first day, you will sign many agreements, including an unreasonable non-compete clause.

2. On the surface, the company uses a clock-in system, but in practice it operates on a responsibility-based system, with “absolutely no overtime pay.”

The supposedly all-purpose online EIP system does not even have a way to submit overtime applications. When you join the company, you will be forcibly added to numerous LINE groups, and you will also be expected to reply to LINE messages after work. If a boss or supervisor asks something in a group and you do not respond, you will definitely be publicly berated.

3. The interview tells you one story, but the reality after you join is completely different.

You can find out what this company does by simply Googling it. During the interview, they claim there will be training, but the training does not address the company’s “plastics and rubber industry” at all. There is very little useful internal company material either. I once dreamed that I was chatting with coworkers, who said the boss claimed to have worked in the industry for more than a decade. But when asked about industry knowledge, the boss actually did not understand much.

Oh, right! They do not provide the training they are supposed to provide, nor properly teach you how to use the online system. Instead, they tell you to watch a bunch of videos supposedly serving as training, but the content is actually presented by the boss and is all nonsense. Some of the concepts are even wrong.

Most importantly, if you leave before completing one week of employment, they will not pay you! They claim that training has already been provided—and will charge you for it!

4. Meetings with the boss or the boss’s wife are extremely painful. They speak with no logic, and what they say has nothing to do with the meeting topic. They often ramble from one subject to another for two or three hours. I have personally listened to three hours of nonsense during work hours, but when I summarized the key points, there were fewer than five minutes’ worth; the rest was the boss preaching and building up their own image. I have seen a supervisor clock in, go inside, and come out to eat. The longest record I have heard of was someone going in at the start of work, talking for eight hours, and coming out at the end of the day.

5. For a boss who specializes in exhibition projects and design, this boss has poor communication skills. What they need are mind readers and people who can crawl inside their head. Any idea they cannot articulate is brushed aside with “You should understand me, know me, and keep up with my way of thinking,” which they use to question your abilities and work efficiency.

In addition, when working on a design or project, if you ask for direction at the beginning, they will have no ideas whatsoever. After you submit the second or third draft, they will suddenly become an “idea person,” and then you will have to make four or five, or even five or six, rounds of revisions. In the end, you get: “You should understand me, know me, and keep up with my way of thinking.”

6. Although the people at the top emphasize “being on the same page,” communication between departments is extremely closed off. Everyone is afraid of meddling in other people’s business, and everyone is afraid of making trouble for themselves.

7. There is no single point of contact for work, so efficiency is poor and progress is slow. You have to wait until everyone agrees before a project can be outsourced.

After a work is produced, it has to be posted in the group for all the senior people to review. Basically, if not everyone approves it, that is when there will be many problems later and you will be publicly berated. Alternatively, even if everyone has reviewed it and found no problems, as soon as the boss reverses the decision or says something, everyone will then turn against you together.

8. I have encountered some very capable female supervisors, but some of the female supervisors at this company are infuriatingly emotional, to the point where communication is completely impossible.

----------------------------------------------------------------------

Conclusion:

Entry-level pay, but they want outstanding professionals—and minds that blindly follow orders.

None

I recently went for an interview and was told that it was a responsibility-based position (with no overtime pay)... By the way, isn't that illegal?

They also require makeup, business trips, and signing a contract later on...

This doesn't seem reasonable, does it?

You can interact with people from different professional backgrounds

The supervisor is not professional,

Additionally, http://imgur.com/a/6Oill

The articles shared by the owner and the owner's wife on Facebook, but this company does not pay overtime,

You have to clock in and out, but they will tell you that it is a responsibility-based system.

You get to see how awful the employer can be while making it sound perfectly respectable.

The company's inner circle is basically more like a kind of faith,

while almost all non-management employees are treated as disposable.

Quickly improve your patience, resilience, and ability to break through your preconceptions about work.

Please the right people and you will be promoted; dare to sign contracts and you will be considered part of the team.

New hires enter full of hope and drive, but these will eventually be completely drained away (meaning your resilience is insufficient).

When a product has just been developed, you are told to have the client sign up and test it, and then, when something goes wrong, to blame the engineers in front of the client (meaning you are not professional enough).

Devalue all kinds of professional expertise, and sell to clients on unreasonable schedules and at extremely low prices (meaning you lack experience).

When a new product is needed, a few wild ideas are enough to make you produce it.

Whenever a client complains, you are expected to customize and revise the product all over again. Reworking things every day is truly exhausting.

Slow progress and poor schedule control mean that you do not know how to make use of your time or plan properly.

Systems analyst, engineer, and project manager: the workload of three roles combined, for the salary of one.

None

During the interview, I felt that the atmosphere among the engineers and in the visual design department was very heavy. The interviewers seemed indifferent, and the whole company felt full of resentment... I feel that working there for a long time would become unbearable.

None

I previously worked at this company as an MIS. At the time, I helped move the network equipment and computers from the old office to the new office, connected everything, and made sure it all looked presentable. In the end, my supervisor said I had made no contribution at all, and I didn't receive a single cent of my year-end bonus... He happily collected his own year-end bonus. When I resigned, I almost wanted to burn down the office... Anyway, engineers and graphic designers are treated like garbage here; only the sales team matters.

?

If you have worked for less than 7 days, you will not be paid; after leaving the job, personal documents and seals will not be returned.

1. A training ground for newcomers

1. Management changes directions on a whim, so people often end up busywork and redoing things, but they will only say that you are not good at communicating upward and do not understand what they want.

2. The constant busywork and redoing often lead to overtime. Even when they see you working overtime, they will say: “I really don’t understand what you’re busy with.”

3. There is no overtime pay or compensatory leave for overtime on weekdays, only an NT$80 dinner allowance. For overtime on holidays, you must submit an application, and you will only receive compensatory leave if your supervisor approves it.

4. The company’s new products are proposed whenever the boss comes up with an idea, and then they have to be developed immediately. They are often sold to customers before development is mature, with customers being asked to “try” them and any problems adjusted afterward.

5. A website contract is signed in March, development does not begin until August, and customers are pressured to sign off on completion before the September launch.

6. Raises depend on whether you bring in business, regardless of whether you are in sales, or whether management likes you.

7. The managers believe that when employees resign, it is the employees’ problem.

8. This company wants obedient, compliant people. As soon as you have a different idea, they will try to indoctrinate you with management’s ideas. If that does not work, you will be regarded as a “heretic” or “someone the supervisor does not like.”

9. More than half of the employees have stayed for less than a year; the turnover rate is extremely high.

Dreamed this up... Any resemblance is purely coincidental.

1. Arbitrarily assigning managerial vacancies to people from unrelated roles (for example, having a designer serve as the head of social media)

2. The company's internal EIP system is extremely difficult to use and full of bugs, yet it is still sold to clients for their use.

3. Managers are very good at shifting blame onto former employees and clients.

4. Company and departmental activities are often scheduled after work or on weekends, and employees are semi-coerced into participating. If you do not attend, they ask for detailed reasons; even after you explain, they continue pressuring you to go.

5. At a monthly meeting, the boss once announced that after all the employees under a certain department manager resigned collectively, the boss still gave that department manager a raise.

6. The company's turnover rate is too high, so some employees with modest abilities are asked to sign contracts. These contracts are extremely one-sided. For example, after signing, employees cannot object to business trips for two years. There is no signing bonus, but resigning during the contract period requires paying NT$100,000 in compensation.

7. If you go on a business trip on both Saturday and Sunday, you can only request one compensatory day off; you cannot request compensatory leave for only Saturday or only Sunday.

8. The company has no overtime-pay system, but if you are late by up to half an hour, you are forced to take half an hour of personal leave.

9. The Chinese-language pages of the company's B2B web platform are translated using Google Translate.

10. Annual meetings are all staged. Before the meeting, you must repeatedly rehearse the content for managers and the boss. If they do not accept what you have written, you have to revise it.

11. Starting this year, health checkups are available, but employees who are not managers must pay the full cost themselves.

12. During commuting hours, if a manager sends work instructions via LINE and you do not reply promptly, it will affect your annual performance evaluation score.

13. For the annual performance evaluation, you must fill out a score sheet, but it has no actual effect; the scores are subjectively changed by managers.

14. The annual performance evaluation affects the year-end bonus. If you are not one of the company's core people, your year-end bonus is usually not very good.

15. The company eliminated the customer service department and required every employee to contact clients personally. Later, it still hired several assistants to do essentially the same customer service work.

16. For last-minute leave, you must call the company manager, call your supervisor, and post an announcement in the EIP. If you fail to do any one of these, it will affect your annual performance evaluation. Some supervisors have even said that if you do not call them, they will not sign the leave form.

17. At the beginning of each month, every department must verify its own performance figures; it is unclear what the Finance and Management Department is for.

18. The company has a collection called “Pu La Quotes,” filled with all kinds of absurd work rules. These rules are tested at monthly meetings.

19. One work rule says that employees must check their email every day after arriving at work, but the company mailbox is shared by everyone, so there are usually about 1,000 emails every morning.

20. The company's project management is poor, responsibilities are unclear, and everyone duplicates each other's work.

21. Transferring to another department resets the probationary period.

22. The company applies for TTQS subsidies, but there are almost no external instructors. Department meetings are photographed and submitted as documentation, and they only stage a class when an inspection is expected.

Data points: 1. Typhoon days are unpaid. 2. Year-end evaluations involve a great deal of fuss; after receiving a large amount of disparagement and insults, the average bonus is only 0.3–0.4, while even high performers receive no more than 0.7. 3. There is no overtime pay, and the company’s attendance system does not have an “overtime” option. 4. Business-trip allowances are stringent. There have been cases of employees being required to travel abroad without prior notice or being notified only the day before. 5. In the past, there was one Saturday each month when employees had to work (nominally for a monthly meeting). This was suspended immediately after the implementation of the “one fixed day off and one flexible day off” policy; no lofty ideals can outweigh the additional personnel costs. 6. The Lunar New Year opening red envelope contains only NT$200. 7. Examples of how compensatory leave was handled last year: In September, a day was originally to be exchanged for flexible compensatory leave, but a typhoon happened to occur, so the company announced only the day before that it would revert to compensatory leave on that date; anyone who had already applied for leave automatically had it changed to personal leave. At the end of the year, two holidays were moved to the Lunar New Year period, while employees who joined after December were compulsorily placed on two days of unpaid leave. (Supplement: Although the monthly meeting is gone, various excuses are used to occupy holiday time: team meetings, department gatherings, company events, mandatory exhibitions, and of course, no compensatory leave.) The above data is provided for reference.

Regular overtime is expected without overtime pay, and raises are rare. Year-end bonuses are calculated based on annual performance evaluation scores, which are essentially determined by how much the supervisor likes the employee. After the score is calculated, the bonus is generally only about 0.3–0.7 months’ salary. If you transfer departments, the probationary period starts over; some people remain on probation for more than six months. The company has an extremely high turnover rate: it has 60 employees, yet more than 50 people leave each year. I recommend only going there for an interview—under no circumstances should you foolishly take a job there.