喬睿科技股份有限公司

1. Flexible working hours

2. Snacks and drinks provided

3. Suitable as a stepping stone (easy to obtain a manager title)

4. No pressure at work

5. A paradise for people who get paid without doing much work

1. Managers handle things unfairly, allocating most resources to certain people. New hires can only figure out how to find clients on their own.

2. The company keeps developing new products and features while refusing to fix existing bugs or acknowledge and improve product shortcomings. The young owner achieved success early and can no longer listen to what others say.

3. The company’s KPI evaluation and promotion criteria are extremely opaque, relying entirely on managers’ personal preferences and each person’s ability to curry favor. The standards for whether each person is considered qualified also vary.

4. There are many communication problems among department heads. Several managers are relatively young and have no experience leading teams, resulting in problems that have already emerged within the teams without their awareness.

5. The team has a high turnover rate, and documentation handoffs lack continuity, making the work extremely difficult.

6. There is absolutely no training, or it is limited to specific people.

7. The company is poor at recognizing talent. Some senior employees have no professional ability yet hold high-ranking positions.

1. Flexible working hours

2. Snacks and drinks provided

3. Suitable as a stepping stone (easy to obtain a manager title)

4. No pressure at work

5. A paradise for people who get paid without doing much work

1. Managers act unfairly, allocating most resources to certain people; new hires can only find clients on their own

2. Constantly developing new products and features while leaving existing bugs unresolved and refusing to acknowledge and improve product deficiencies. The young boss achieved success early and is no longer willing to listen to others

3. The company’s KPI evaluations and promotion standards are extremely opaque, relying entirely on managers’ preferences and each person’s ability to curry favor. The standards for what qualifies each person also differ

4. There are many communication problems among department heads. Several managers are relatively young and have no experience leading teams, resulting in problems within the teams that have gone unnoticed

5. High team turnover and no continuity in documentation handovers, making the work extremely difficult

6. No training whatsoever, or training limited to specific people

7. The company is poor at recognizing talent; some senior employees have no professional ability yet occupy high-ranking positions

1. High-tech company

2. The boss is very generous

3. The company is very united internally

4. Good relationships with many Taiwan-listed companies

5. You can meet many new friends

Listed in order corresponding to the advantages:

1. The documentation is extremely sloppy—so much so that even senior engineers cannot understand it. The boss keeps developing new features, but the old documentation is never maintained. Even the official website and GitHub are riddled with errors, making it feel like watching a psychic battle.

2. Benefits are limited to small favors, events, and buying drinks. If you really love drinking beverages, you may want to join. As for the salary, anyone interested in taking on the Golden Legend challenge is welcome to join—the boss will say, “Got it!”

3. Many departments love forming little cliques and provide no training whatsoever. When something goes wrong, you get blamed immediately (this can be considered together with point 1). Senior employees just watch the show, then kick you while you are down to demonstrate their supposed foresight. In reality, it is just a blame-shifting convention, making it feel like watching a marathon of *Chinese Cuisine No. 1* on Mùmiánhuā.

4. The fact is that the parent company (which can be looked up) is almost unable to keep going. All I can say is that the payment industry’s profit margins are incredibly thin, and this is fully reflected in the salary.

5. The company-wide turnover rate within one year is 35%, and 50% among new hires. Basically, everyone from our intake has left; otherwise, it feels like watching *Transit Love*.

Suitable as a stepping stone

Snacks and drinks are provided

1. The manager lacks technical knowledge; senior engineers are the ones leading the team

2. The company has a high turnover rate. There are only a few senior technical employees left, and new hires leave within three months

3. The salary and benefits are not good; they would be acceptable if based on 2019 price levels

4. The systems are disorganized, and the company’s future development is unclear

The company is very young

There is a good atmosphere for technical discussions within the department

1. Despite being young, the boss has an imposing authority, and is gradually becoming unable to communicate or accept new things

2. The boss lacks experience and maturity, and often makes erroneous decisions for which someone has to take the blame

3. There are many people with the surname T in the company; most lack professional competence yet hold high positions

4. The systems are chaotic, and even individual positions cannot be properly defined

5. Long-tenured employees coast while newcomers stay busy

Colleagues are all passionate and conscientious, focusing on doing things well.

The things we make are used every day, which is quite exciting.

The company is growing rapidly in both pace and scale, full of opportunities and challenges. The boss is also generous with rewards.

The benefits and allowances are generous. For example, during the pandemic, we immediately switched to remote work and even provided a work-from-home allowance.

Working hours are clearly defined, and most people leave by 7 p.m.

There is a culture that encourages mutual feedback and assistance, with the goal of helping everyone work smoothly.

The organization changes a lot, so we often have to adapt to new rules.

Growth is rapid, but rapport among the teams is still developing, so communication often takes time.

- The product has successfully entered overseas markets, allowing us to interact with customers and experience different cultures

- Clear division of responsibilities within the team

- The office environment is bright and convenient

The workday starts relatively late (10:00), making it inconvenient to drop off and pick up children around work hours

The team is energetic and goal-oriented, and the office environment has standing desks.

There are few food options near the office.

Convenient transportation to the workplace

The company’s managers lack integrity

Rules that have been established may be overturned arbitrarily

Supervisors behave capriciously and are unwilling to communicate

They are skilled at spouting nonsense with a straight face

Although all the company members are young, there is already the helpless atmosphere of a traditional industry

Focused on agile development and a young team.

The first thing I wanted to ask HR was, “Are you tired?” The email notification said the overall interview would take about two hours, so I initially thought there would be a written test and a technical interview, where I could learn about the company’s R&D projects. In reality, the interview lasted about half an hour and covered personality traits, strengths and weaknesses, reasons for leaving my previous company, and similar topics. I was somewhat at a loss for words at the time—is this their style? And I even took a day off and came from far away for this. After the interview, they said they would send a thank-you letter. Yes, I received it—two weeks later.

From an IT staff perspective, there seem to be more young women; it feels like they were selected deliberately.

HR kept emphasizing that they need people who can contribute immediately and that there are many projects, so it looks like the job involves one person working across multiple projects.

The written test consisted of handwriting a bunch of questions focused on explaining terminology. What is the purpose of this? Wouldn't it be faster to ask Google?

The company members are young and energetic

They are willing to share technical knowledge

They are brave enough to take on new challenges

Promises are repeatedly broken

Employee rights and benefits are merely empty talk

Poor time management and poor project management

Managers are unwilling to face up to their decision-making mistakes. No matter how high-sounding they make things sound during communication, similar problems keep recurring. Communication is basically just repeating the same things over and over.

The members are all very young

The engineers are equipped with MacBook Airs costing under NT$30,000

and there are no monitors, and the chairs are also terrible

They claim to follow Scrum, but in reality, it's just talk