亞科國際資訊股份有限公司

All of my coworkers are great.

Before joining the company, I had already looked it up on 求職天眼通. I was actually somewhat apprehensive at the time, but in the end I thought I would give it a try. The HR representative and manager who interviewed me were both very friendly, and they also explained that the company was making improvements regarding the issues mentioned on 求職天眼通, so I ultimately decided to join.

After joining, I discovered that many of the employees were newcomers who had joined around the same time as me (there were more new employees in the office than experienced ones). I thought this was strange at the time, but because the atmosphere among colleagues was good, I did not think much of it.

The first person to be let go was the vice president. Then the CEO personally met with all the other colleagues, apart from the vice president, to discuss a new way of working (all of the colleagues in Kaohsiung had originally reported directly to the vice president).

However, the CEO seemed to have no idea what he was doing. The way he assigned work was also extremely vague. There were an enormous number of miscellaneous tasks, but usually he would give us only one sentence of instructions and expect us to complete everything. Then, whenever a decision was needed, asking the CEO to make one never produced an answer. The questions were always thrown back to the employees. The response we heard most often was: “You are the one handling this matter, so you should know it better than I do. What do you think we should do?”

The CEO seemed completely unwilling to make any decisions or take responsibility.

The CEO would also deliberately drive wedges between colleagues in a very sincere-sounding manner, causing them to become suspicious of one another and using this to elevate his own position.

As a result, all of the newcomers who joined at around the same time as me have now left as well?? (Within two months.)

It feels like the whole thing was a farce. If the company could not afford to hire people, why waste everyone’s time interviewing them and having them adapt to a new environment? Is our time as workers not time? Looking for a new job again is really troublesome.

No wonder the company has so many more newcomers than experienced employees!

Also, everything written on 天眼通 is true. So why has nothing improved after all these years? Because the CEO has always been the same person. You cannot wake someone who is pretending to sleep. I hope that in the future he will take responsibility himself instead of continuing to blame all the mistakes on the employees.

The interview process was very pleasant and relaxed, and everyone got along well with their colleagues. After being hired, I learned a lot under my supervisor’s guidance. However, after I started the job, the workload gradually increased, and the duties differed from the position I had originally applied for. Later, because the work pressure became too great, I began experiencing health problems and ultimately chose to resign and end my employment.

To summarize: There is no overtime pay, and employees will be exploited.

The interview process was very pleasant and relaxed, and everyone got along well with their colleagues. After being hired, I learned a lot under my supervisor’s guidance. However, after I started the job, the workload gradually increased, and the duties differed from the position I had originally applied for. Later, because the work pressure became too great, I began experiencing health problems and ultimately chose to resign and end my employment.

For those interested in interviewing with Yake International Information, I recommend discussing the job responsibilities, salary, overtime pay, and labor benefits in detail with the interviewer. Ask questions and even engage in in-depth discussions. During the job, efficiency improvements are used to avoid applying for overtime pay. In other words, there is no overtime pay. Whether you take unfinished work home after hours or work overtime on your own during holidays, there is no overtime pay for any of it!

Thank you to everyone who helped me in the workplace. However, my experience of being exploited at Yake made me decide that I had to share this. I hope that one day employees and employers can coexist fairly.

Note: The CEO’s lack of concern for employees’ physical and mental well-being, as well as the way the team was managed with little effort, was the real reason I resigned. I hope that if the CEO happens to see this, they will take employees’ health seriously.

1. The boss was very friendly and gave a very detailed introduction to the company.

2. The office is very nice and is divided into two sections: one for engineers and one for the business team.

3. The receptionist was very attractive—a major plus.

4. The salary is decent and, overall, seems to be slightly above market rate.

1. There is no parking nearby, so it seems easy to be late for work.

2. The company is relatively quiet, so it seems like a very serious workplace.

3. There are very few places to eat nearby, so lunch will definitely be a hassle.

4. I had to wait quite a while for the interview—nearly an hour.

The company is located in the Kaohsiung Software Park,

and I personally consider the Kaohsiung Software Park to be the most comfortable office area in Kaohsiung.

It has convenience stores, cafés, and New House Pasta,

and behind it is a seaside park.

It feels amazing—making me instantly proud to be a tech professional

(although it still hasn’t been confirmed whether I’ll get in...).

The interviewers were friendly,

and my potential colleagues all looked fairly young.

I feel that people around the same age should be easy to get along with.

Other than the time spent filling out information at the beginning,

the actual interview was not very long.

At the end, the interviewer asked whether there was anything about the company I would like to learn more about, and invited me to ask questions.

Luckily, I had looked up some information online beforehand.

I asked about how the company differs from other e-commerce platforms,

which seemed to flip a switch for the interviewer.

They explained a lot of relevant information to me.

I hope the interview results will be positive.

I heard that the company operates under a responsibility-based work system.

Personally, I’m not worried about my ability to do the job,

but I hope this isn’t the kind of responsibility-based system that means unlimited overtime, as certain exploitative bosses claim,

but a genuinely responsibility-based system.

The company is located in the Kaohsiung Software Park,

and I personally consider the Kaohsiung Software Park to be the most comfortable office-building area in Kaohsiung.

There are convenience stores, cafés, and New House Pasta,

and behind it is a seaside park.

It feels amazing—suddenly, I felt proud to be a tech professional

(although it hasn’t even been confirmed that I’ll get in yet...).

The interviewers were friendly,

and the colleagues all looked fairly young.

It seems like people around the same age should be easy to get along with.

Other than the time spent filling out the information at the beginning,

the actual interview wasn’t very long.

At the end, the interviewer asked whether there was anything about the company I would like to know more about, and invited me to ask questions.

Luckily, I had looked up some information online beforehand.

I asked about how the company differs from other e-commerce platforms,

which seemed to flip a switch for the interviewer.

They explained a lot of relevant information to me.

I hope the interview result will be positive.

I heard that the company operates under a responsibility-based work system.

Personally, I’m not worried about my ability to do the job,

but I hope this isn’t the kind of responsibility-based system that means unlimited overtime, as practiced by exploitative bosses,

but a genuinely responsibility-based system.

The interviewer was very humorous and seemed knowledgeable, so I felt I could learn a lot from him.

The work environment was clean and bright.

I applied for the Project Assistant position. The interviewer asked what I thought my greatest value was, and I answered: No matter what problem I encounter, I will first think of a way to solve it. The interviewer seemed very pleased with this answer and said that young people with the right attitude can grow very quickly.

Overall, the interview process was pleasant, and I hope for a positive result.

There appear to be many parking spaces near the industrial park, but it is still difficult to find parking.

There don't seem to be many restaurants nearby, so for lunch, the only options may be Uber Eats or foodpanda.

The reception staff are very friendly

Located in the Kaohsiung Software Park

Parking spaces are difficult to find, and even the parking spaces in front of the entrance require payment when stopping temporarily.

The restrooms are shared with the building outside, as is the pantry, and they feel somewhat old.

Clean and bright work environment

Located in the Kaohsiung Software Park

Some colleagues are easy to get along with

1. The office is shared with other marketing teams, so it is sometimes very inconvenient when we need to use the meeting room at the same time

2. The CEO likes to make grand promises and give clients dreams, but cannot deliver on them

3. The CEO's catchphrase: "Let's try it first and talk about it later. If you don't do anything, you won't know anything, but nothing will happen even if there aren't many results" (In fact... when there are no results, employees are simply accused of not trying hard enough; it is definitely never considered that the strategy needs to be revised)

4. Employees have to clean the office themselves on several days each week

5. You apply for position A but actually end up doing abcdefg (the CEO will even say this is to find the position that suits you best, and firmly say: "If you cannot contribute fully to the company, don't bargain." Then why does 104 bother listing the job responsibilities...? )^_^

6. Dismissing employees is the CEO's consistent style

7. Upon joining, you will be required to sign a written undertaking with highly unreasonable terms (If you're interested, you can go take a look ^_^)

8. What the CEO wants is a partner who is willing to fight for his business, not an employee

None

Keyword – (Kaohsiung Software Park) Internet Marketing Planning Supervisor (KTS_0756)

1. Plan FB community-related activities and possess FB management skills.

2. Manage the FB fan page, track traffic, and develop ideas for online activities.

3. Possess an understanding of advertising placement and marketing concepts, as well as copywriting skills.

4. Familiar with SEO optimization.

5. Good at managing work efficiency and time independently, and responsible.

6. Able to perform simple image retouching, beautification, and design layout.

7. Lead and manage the department to complete marketing plans and achieve goals.

＊Company Profile: We are an information technology company located in the Kaohsiung Software Park. Our primary services include corporate brand image planning, marketing activity planning, website development, and other related services.

We value good talent and look forward to having passionate, creative people like you join our team.

Smart people will understand

Spacious and bright, with the goal of becoming the second Google, giving people a sense of vision.

The decisiveness to carry out involuntary layoffs directly at the end of the year in order to save on year-end bonuses.

And the salary, paid on the fifth of every month, made up of various allowances to supplement the statutory base wage, makes you feel full of motivation.

In a recent dream, an engineer who had just left in the latest wave said:

The company currently says that it is temporarily no longer hiring because the department is being downsized (at least, that’s the official story).

Still, if hiring resumes someday, I should remind anyone who may have a chance of joining in the future:

On Monday and Thursday mornings, you have to sweep the floor; after work, you must clock out by 6:30 p.m.

Whenever the company applies for government subsidies that involve courses, it always chooses times after work or on weekends.

When the company treats this as perfectly reasonable, trust your instincts (there is 100% a problem).

Simply put, every way you can imagine the company trying to take advantage of you or exploit you will appear here.

If you leave later, it’s best not to sign any waiver.

(Just follow the procedures under the Labor Standards Act. Do your own research; don’t rely solely on what the company tells you.)

The CEO wants to accomplish great things, then spends every day complaining that the company is constantly running into problems.

(Anyone with eyes can see where the problem lies... Of course, he also bears some responsibility.)

At first, every project that comes in is described as wonderful and as the first move toward building something great.

Then, before long, all kinds of problems begin to emerge (changes, added requirements, and so on).

Although this is considered normal in the industry, this is when the contract becomes especially important (one of the key points).

When problems arise, you discover that the contract is practically as good as having no contract at all.

Either the important parts were not specified, so both sides tell their own version of events when something goes wrong,

or, even when something is written down, the client makes a fuss and someone agrees to it directly without discussing it with the engineers (key point two).

Worse still, they may win a project very early, leave it sitting there for several months,

and only urgently ask someone to start development when the project is nearing completion.

(Of course, any resulting delay in completion is blamed on your lack of ability and incompetence ^___^.)

The deliverable keeps changing, leaving you insanely busy.

The next day, requirements that were never mentioned at the beginning will also appear.

Then they’ll say, “Didn’t I tell you about this a long time ago?” and scold you.

So, as far as this company is concerned, a contract

seems to be nothing more than a performance-indicator tool for salespeople to use once they land a deal.

Although the company was established less than two years ago, it has already stepped on plenty of rakes and fallen into plenty of traps,

yet every project repeats the same mistakes, with no improvement whatsoever.

In any case, whenever something goes wrong, they throw it to the lowest-level employees to shoulder,

while everyone above them walks away completely clean.

The second key point concerns one of the senior executives.

There have already been many posts about this part of the story, so I won’t elaborate much.

All I can say is that after being heavily criticized, he became somewhat more restrained.

How did he restrain himself?

He simply hired another person as a manager to serve as his mouthpiece. Hehe.

They say this person works according to his professional judgment,

but in the end, he acts entirely according to that senior executive’s orders.

It’s quite a brilliant move: he can manipulate things without having to get his own hands dirty.

Still, if that person is willing to be treated as a puppet, there’s not much else to say about him.

Don’t expect him to have any real expertise.

Basically, when clients have opinions, his only function is to relay them.

And don’t even dream of discussing or coordinating with him when new features are introduced.

He can even take the change-request form away and destroy it when you aren’t paying attention,

then print you another version with extra additions.

Even when you have concerns to discuss, he responds with all kinds of playing dead.

As for the details of his professionalism, if you ever get the chance to work with him, experience it for yourself.

Has a vision, with the goal of becoming the second Google.

The following story is purely a friend's nightmare; if it sounds familiar, that's purely coincidental.

The female vice president mentioned by the prophets above has been misunderstood by everyone. She has taken everyone's opinions to heart, so she is no longer directly controlling things. As a result, senior management brought in a PM—and this PM takes orders directly from that vice president (?), doing whatever she says.

Hmm, so she's actually a puppet master from the Hidden Sand Village. I thought she was a vice president.

There are no interns anymore. The latest workforce is made up of part-time student workers, who come in two days a week during their free time, receive pay only for those two days, and work on company matters every day. Truly something to celebrate. Hmm? You say the working hours exceed eight hours? Just consider the rest a good deed~~ Labor insurance for the student workers? What's that—does it taste good? We'll enroll you next semester~~ Not tomorrow, not next month, but next semester~~

1. Good location, situated in the Kaohsiung Software Park. The overall environment seems nice, but it is unclear whether it is just attractive on the surface.

2. The office is quiet.

3. The colleagues generally appear to be young, though it is unclear whether some of them are interns.

1. Basically, the interview does not review portfolios; they only want to know whether you have relevant work experience in that area and do not pay much attention to other related abilities. Put plainly, your ability to make effective use of software is not important—the focus is on results.

2. The salary listed online is considered relatively high for Kaohsiung, but in practice, it seems they may not be able to offer that much.

The environment is clean and bright

The colleagues all seem young and easy to get along with

The reception staff are very friendly

The waiting time for the group interview was a little long

There are three interview stages (I heard that the CEO personally conducts the final stage)

Overall, today's interview experience was fairly good. I don't know how long it will take to be notified about whether there will be a second interview.

The following points were all relayed to me by a friend.

The startup has a vision, but its management methods are old-fashioned (reports/manual updates/LINE groups......)

The person in charge was articulate during a previous speech and seemed energetic.

Documents can be accessed and worked on remotely (Google Drive), implying that work has no boundaries.

The management methods are old-fashioned (reports/manual updates/LINE groups......)

The company claims it wants to become the next Google, but management uses a large number of manual forms to track progress (management proudly says that they track things in great detail), as well as assigning tasks to colleagues in the middle of the night.

The vision is grand, but the details cannot be connected or coordinated-

It is reportedly supposed to become the next Google, and a company that will make endless profits by imitating Shopee’s successful model. Yet the tasks assigned by management endlessly go back and forth over product listings/copywriting/inspections. The dialogue interface layout is constantly spent being made a little bigger, a little smaller, a little farther left, or a little farther right.

Tasks assigned today may all be overturned tomorrow. Matters scheduled and in progress may be halted without reason because of a single remark from management, after which they will turn around and ask you why you did not do them.

They also do not care whether you already have other tasks in hand. Whatever she wants is always the priority.

It is normal for employees’ suggestions about tasks to be rejected, because management will say, “I knew from the beginning that it wouldn’t work. Otherwise, you go try it.”

After going around in a circle, they then tell you, “I suggest you do XXXXX” (something that had already been suggested and rejected earlier).

The will of those in power is hard to predict, and this inconsistency seems to be the norm in Chinese companies. Regardless of whether the management team consists of people from the “seventh grade,” this is a shared original sin in our genes.

Rules are made to be broken / employees only need to remember them-

Management constantly forgets the rules it established (including contracts/payment regulations/cooperation terms). When needed, they simply ask employees about them. If you cannot answer immediately, it becomes, “How do you not know?”

The agreements signed by management are always unequal contracts, covering service items, production processes, payment schedules... and so on and so forth.

In short, it comes down to a few phrases: “The client wants it, so hurry up and get it done. Why can’t you? Go tell the client.” (These words came from management, not from an angry client calling to complain.)

The person in charge has an ambitious vision, but their governance capabilities need further improvement. High turnover is not the problem at a startup; the problem is that they are forever establishing systems, forever trying to reach a consensus, and forever demanding something today and expecting results tomorrow (a classic example: a person whose name includes “Zong” assigns tasks on Friday and asks on Monday, “Where are the results?”).

Documents can be handled remotely in the cloud, but management can never find your files. Estimates of the production hours required for projects have no flexibility. If you exceed the required hours, you are a money-losing employee because you have no output value (working hours are defined as production time: an engineer is given eight hours to complete a website, and each department (design/IT) is responsible for following up with the client on its own. If the client cannot be reached, that is your problem. But management’s own projects are never subject to this restriction—even if they first make something the client does not want, it does not matter).

Every department is required to have people ready to act, and assigned tasks must be completed as quickly as possible (finding information/finding images/brainstorming copy/finding client examples). All of that is considered a waste of time with no output value. But when you ask management to show the same efficiency, you get some very interesting replies:

(“We hired you to solve problems, not to wait for me to solve problems for you. I have so many things to do...... You should ask your supervisor for resources, not have the supervisor solve things for you.”)

The CEO wants to find partners to strive together with, not employees, so what they offer is a partner’s price, not the employee compensation that the position should receive.

Overall, the CEO has the CEO’s problems, and the VP has the VP’s problems. The company only has two managers......

But reportedly, the VP was brought in by the CEO to solve problems. To quote a famous saying: “We do not solve problems; we solve the people who raise them.”

My friend says that the most capable person at the moment should be the expert recruited by the VP, who can single-handedly handle copywriting/graphic production/vendor negotiations/project management/marketing planning. But the famous “Does copywriting really need to take that long?” supposedly came from this expert. I believe my friend must have misheard.

Startups always need to have opportunities to make mistakes. If your liver is fresh enough and you can sustain yourself on dreams, you are welcome to pay this place a visit.

By the way, reportedly the largest group of employees currently inside the company is interns (Have they signed an agreement with a school? If so, are they paying the full internship stipend stipulated in the agreement?). Management has a famous saying: “Letting them intern here gives them an opportunity to learn. Although the contract says XXXXX dollars, I think they are only worth XXXX. If it exceeds XXXX, we do not want them.”

As for employee salaries, they are completely based on a fantasy benchmark, with most falling between 21,000 and 25,000 in take-home pay (regardless of which department you are in, programmers do not get more). They tell you that you will receive shares in the future, that you are a management trainee...... and so on. I am quite curious whether the VP also uses dreams to pay the bills; if not, that would be rather ironic.

Perhaps after the company goes public on the Emerging Stock Board, management will value shareholders’ rights above employees’ rights. After saying all this, will the overtime pay that is due be paid to my friend?

Otherwise, it would also be good if they paid the expert who is still there. They do not pay anything for voluntary overtime at night or on holidays.

There is not even overtime pay for livestreaming sales at 10 p.m.!!!

At this rate, sooner or later it will become a company that wins the Republic of China’s “Pillar of the Nation” award, defeat Alibaba, and become this century’s GOOGLE!

The environment is reasonably spacious and comfortable.

I joined the company a while ago, but after working there for a few weeks, I really couldn't take it anymore and resigned. The company requires employees to clock in by 6:30, and if you fail to clock in, you are not allowed to clock in later—instead, everyone has to write 6:30 p.m. as their departure time on the missed-punch form. In reality, I would often receive assignments from the vice president before or after the end of the workday, with the requirement that they be completed that same day; otherwise, I was not allowed to go home. I don't know what kind of relationship that vice president had with the CEO, but during meetings she would always go off on tangents about how close she was to the CEO. However, I once overheard a conversation between her and a coworker, and it seemed that the two of them were not actually dating. During meetings, she wouldn't discuss the actual business, and every time she thought of something, she would immediately demand that it be done and submitted, completely disregarding the time that professionals need. It's not as though something can be completed just by shouting orders and throwing a tantrum. In any case, I simply couldn't continue working in a situation where I had to work overtime every day. I also couldn't stand the vice president's authoritarian and two-faced behavior, or the way she often acted as if something was “very simple—does it really need to take that long?” So I submitted my resignation very soon after. Others who joined around the same time also resigned one after another. I hope no one else goes there to suffer.