熊互聯科技股份有限公司

Paychecks are issued on time

There is absolutely no concept of customer management. Customers are not emperors; they are the recipients of our services. Solutions should be provided from a reasonable perspective, rather than fawning over them.

Punctual salary payments

Other companies have more humane management, focus on teamwork, and still generate hundreds of millions in annual revenue. I’ve worked for over 20 years and have seen far too much; there’s really no need to be so narrow-minded.

Due to the demanding schedule and workload, I learned to use Vuex, which I had never used before, in a short period of time.

Every day is very tiring, very tiring, very tiring......

1. If you want to experience Manager L’s militarized management and high-intensity PUA psychological training, this is a very suitable place.

2. Manager L is very good at helping the company save money. The company’s computers are outdated (CPU: i3, 16 GB of memory), and it likes using pirated Office software, so you can experience the pressure-filled feast of pursuing ultra-fast development and solving problems rapidly with slow equipment.

3. Manager L likes serious, responsible employees and encourages employees to become familiar with the project during non-working hours whenever possible.

4. The senior employee Mu within the company is quite skilled at putting on a good appearance while maneuvering adeptly behind the scenes, making their workplace tactics well worth learning.

5. The company is very considerate toward its employees: every subordinate employee must take turns serving as the duty person to take out the trash and collect the mail, and employees are expected to take home and dispose of any recyclable waste they bring themselves.

6. The office offers an opportunity to experience a rich ecological culture, with insects such as spiders, cockroaches, and millipedes accompanying employees at work.

7. The company’s new name is Xinchengxiong Internet Technology Co., Ltd.

There are no drawbacks; the advantages listed above are very numerous.

1. The interview process is easy to get through

2. You can gain exposure to the entire web development process

3. There are group meals on make-up workdays

1. The boss is extremely narrow-minded and has problems with logic and emotional management. Once, an employee left a meeting with the boss early to deal with a client's issue. The employee had informed the supervisor, who agreed, but the boss did not know about it. Afterwards, the boss relentlessly blamed the employee for leaving without informing him, and even called the employee out and berated them in front of a client and the entire company at the year-end banquet.

2. The supervisor has serious emotional-management issues and likes to single people out over minor problems and berate them harshly in front of everyone during company meetings. When employees resign, the supervisor also threatens them, saying that if they want to take their legally entitled special leave, they must take it on weekends and holidays as well; otherwise, the company will deduct money from their pay for absenteeism.

3. A certain supervisor likes to scheme behind people's backs and makes subordinate employees sign confidentiality agreements for projects they were not involved in on behalf of employees who should have signed them. In addition, this supervisor likes to bully newcomers. Their method of training new employees is to make them do odd jobs and tasks completely unrelated to coding, and they also speak ill of other employees to the boss behind their backs.

4. The boss and supervisor like to make empty promises. The phrase they most often repeat is that their salaries are very high for Taichung, but in reality, they offer some of the lowest pay in the industry.

5. After employees resign, the company still finds various reasons to deduct money from their pay. One departing employee noticed that their final month's salary was short and asked the boss about it. The boss actually replied that departing employees do not receive typhoon-day pay, even though there had been no typhoon day off during the month the employee resigned.

The company has been renamed Xiong Huliang Technology, and its logo is a monkey wearing a hat.

1. Parking is convenient nearby, and there are also spaces for scooters in front of the company.

2. “Current” employees can take leave very easily (those who have submitted their resignation but have not yet left cannot).

3. The colleagues are very nice, except for a certain senior engineer and senior management.

4. The company saves energy and reduces carbon emissions by using seventh-generation i5 and sixth-generation i3 computers.

5. The company subsidizes part of the cost for employees to purchase dual monitors, which they can take home for personal use after resigning.

The supervisor mentioned below is not necessarily the same person in every item; the certain senior engineer is the same person throughout.

Salary and benefits:

1. There is no overtime pay. Employees are told that the system is based on responsibility and bonuses, but after the number of projects they are responsible for increases, their salary or bonuses do not grow, making the bonus system effectively meaningless.

2. The company has a monthly budget of only NT$500 for offerings for worship. It is bad enough that employees have to buy the snacks, cookies, and drinks themselves, but even after submitting invoices with the company tax ID, they may not receive reimbursement for several months. After someone complained, an accounting firm was only asked to collect and verify the invoices the following day. It can also be seen that these out-of-pocket expenses are paid first only to a certain senior engineer.

3. An employee asked the chairman to increase the monthly budget for worship offerings from NT$500 to NT$800. The chairman said that if NT$500 was considered too little, they should not buy anything; if their performance was good, even NT$8,000 would be possible. It was extremely stupid to imply that worship offerings had anything to do with employee performance.

4. Out-of-pocket expenses for departing employees are not settled when they leave. Even when the reimbursement for that month has already been allocated, the departing employee may still wait a long time without receiving it. After asking current employees and pursuing the reimbursement, the departing employee was blamed in a meeting for revealing that the funds had been allocated. The chairman later sent emotionally manipulative messages to the former employee.

5. An employee who was dismissed for failing their probationary period was not given severance pay or job-search leave. They were also told that they would receive severance pay only if they signed a voluntary resignation. After the employee reported the matter to the labor bureau and an inspection was conducted, the company finally agreed to pay the severance.

Emotional management:

1. A certain supervisor uses PUA-style management and likes to publicly shame employees during meetings. When in a bad mood, they may excessively berate employees over minor matters or respond to questions by saying, “What kind of stupid question is that?”

2. When a project encounters problems during regular meetings, a certain supervisor first blames the employees. If contradicted, they try every possible excuse to avoid admitting fault, or find ways to recruit other employees to say things that agree with their opinion.

3. A certain supervisor has poor emotional control. At the year-end party, a senior employee (with approximately five years at the company) was singled out and made to stand as punishment, while being scolded in front of company colleagues and vendors.

4. Due to information gaps caused by poor information sharing among management, a certain supervisor often loses their temper and shouts during video conferences, leaving employees feeling unfairly treated.

Work environment:

1. A certain supervisor smoked e-cigarettes in the office. Even after an employee complained, they continued smoking in the restroom. They repeatedly ignored requests to stop and had a strong nicotine addiction, needing to go to the restroom to smoke approximately every 15–20 minutes on average.

2. The shared areas are rather dirty and disorderly, with many mosquitoes, insects, and cockroaches. Bad smells often come from the restroom. When employees requested that a cleaner be hired, the company eventually did so, but a certain supervisor insisted on adding during a meeting, “If everyone doesn’t want to clean, that’s fine—the cost of hiring someone will be deducted from everyone’s bonuses.” The company is unwilling to spend money maintaining its public image. Sometimes customers use the restroom, and it smells so bad that even employees feel embarrassed.

3. During lunch breaks, the chairman sometimes chats loudly with a certain senior engineer, disturbing employees’ rest.

Project management:

1. The supervisors do not properly schedule project timelines. Regardless of whether they are handling an urgent project transfer, as soon as a customer makes a request, they immediately pass it on and leave the engineers to find time to handle it themselves.

2. There is no SOP for project handling. Each project is handled differently every time, and if the process does not match what the supervisor had in mind, employees are blamed for not asking first.

3. Task requirements are unclear. When assigning tasks, there is often only a screenshot or a copied-and-pasted sentence from the customer, so projects spend a great deal of time on repeated clarification.

4. Management is completely irresponsible. They only show concern about projects during acceptance and payment collection; everything else has to be confirmed by the engineers themselves. Assignments are vague, and when something goes wrong, they only scold employees for not asking. They like to agree to customer change requests one week before acceptance.

5. They shift as much customer communication as possible to the engineers, meaning engineers must contact customers, organize requirements, and write code. If anything goes wrong at any stage, they may be reprimanded.

6. Engineers have to design the UI screens for many projects themselves.

7. Most implementation projects have no specifications available for reference. Therefore, even after a project enters the implementation stage, engineers still have to spend time confirming everything one by one, and the project timeline is not extended as a result.

Working hours:

1. There is no clock-in or clock-out system.

2. Employees have to say goodbye to the supervisors before leaving work. Employees who frequently leave on time have their impression score reduced. Even more absurdly, when an employee who had been at the company for one month left on time, a certain senior engineer complained to the chairman that the new employee was leaving too early.

3. After working hours were changed to flexible hours (9:00–9:30), a certain senior engineer nevertheless required less senior employees to arrive punctually at 9:00.

The company’s toxic employee:

1. A certain senior engineer refuses to listen to others’ opinions. The technical information they share in meetings is often impractical, and they become angry when other employees point out problems and prove them wrong. They also like to make petty reports and accuse others first, and restrict the new employees they supervise from asking other colleagues questions.

2. When asking a certain senior engineer to cooperate on a project, employees are required to provide many unnecessary documents. However, when this person asks others to work on a project, they merely imitate the supervisor by sending a sentence or an image, requiring repeated clarification before the actual implementation requirements become clear.

3. A certain senior engineer likes to bully new employees and has a very poor attitude when providing guidance, often explaining things incompletely or evasively. Once, after a female engineer went to ask another colleague for help, she was taken aside after work one day and reprimanded for having a boyfriend yet repeatedly going to another colleague, which was described as being very unchaste.