益富實業股份有限公司

I can't even imagine it out of thin air.

If there isn't any, then there isn't any.

I've been away for quite a few days and have never been able to leave a comment; it feels like some superpower is protecting it.

The comments below that suddenly took a drastic turn in style are really just a drop in the bucket.

The fundamental problem will never be solved. Professionalism loses to noble blood. Think twice before applying for a job.

The office location is okay.

The company posts a bunch of managerial positions and seems to bring in job seekers from publicly listed companies to interview. The interviewer was a male CEO. During the interview, whenever he didn’t understand something, he would shake his head and furrow his brows, while also scribbling a bunch of notes in the documents he was holding (the candidate could continue speaking, but he would keep shaking his head, furrowing his brows, and writing throughout). In fact, he simply didn’t really understand the systems at large companies, so no matter how much you explain, he may not be able to understand.

Then, a few days ago, I was talking with a friend about interviews. He is also a manager at a publicly listed company, and he said he had recently interviewed at a company that left a terrible impression. After sharing our experiences, we realized it was the same company and the same person. We both laughed. Everyone, please don’t waste your time being humiliated by this person.

It's true

It's really true

Run away quickly

There are a bunch of comments below. Among them, I saw one saying that a competent HR person has joined, and apparently she’s very good at firing people. Are they talking about L? Hasn’t she escaped yet?

Is it worth it for her? Working this hard for the boss, some people say she’s the boss’s enforcer, but from the grassroots employees’ perspective, they’re very happy—the boss has finally woken up and realized how terrible his managers are. Whenever there’s something he doesn’t know how to handle, he calls a meeting, with the aim of shifting the blame. Boss, you finally know how bloated that fat cat is. Well done. But L, you don’t deserve this… You’re very capable; in the several years I’ve been at Yifu, you’re the only person in HR who knows how to deal with people. But someone is out to get you. Run away quickly~

None

I recently interacted with a “Northern District secretary” responsible for processing orders. The entire experience was somewhat disappointing, mainly because the person’s tone was rather cold, their attitude was poor and impatient, and they lacked a basic willingness to provide explanations and communicate. Although the matter was completed smoothly, the overall experience was not ideal.

I understand that administrative work is tedious and stressful, especially repetitive order-processing tasks, which can easily lead to burnout.

However, to others, such interactions represent the image of the entire department. If service staff have a poor attitude, even if other colleagues work very hard, that impression will overshadow their efforts.

More concerning is that this situation does not appear to be an isolated incident, but rather the result of a manager’s long-term inability to manage and improve the issue. When a manager is unable to “manage” colleagues’ service performance, the overall system and team atmosphere will also be affected.

I sincerely hope that the Northern District unit will face these kinds of issues directly, establish clearer service standards and feedback mechanisms, and enable all frontline staff to balance efficiency with a positive attitude, so that people from other units can have a better experience and a better working environment.

None

During my days working at the company, I finally understood why people miss being students.

Because back then, at least the school bell would ring when class ended.

There is no end of class here—only meetings.

Morning meetings, noon meetings, review meetings, pre-meetings, post-meetings, and the legendary “ad hoc sync meetings.”

If meetings counted toward performance, I’d be the CEO by now.

The manager’s catchphrase is: “Let’s have a meeting to discuss it.”

Three hours later, the conclusion they reach is—to have another meeting.

The entire company feels like it’s hosting an endless meeting marathon, with the only participation prize being the gradual collapse of your sanity.

As for the “workplace culture,” the official wording is “transparent communication,” but in practice it’s “highly transparent group bullying.”

Have a different opinion? You’re not a team player.

Take things too seriously? You don’t know how to get along with people.

Stay too quiet? Then there’s something wrong with your attitude.

In short, there’s no way to do it right—unless you clap and agree.

What I miss most is the “farewell party” on the day I resigned.

Everyone fake-smiled for three minutes, and the manager spent half an hour delivering “well-wishes and reflections.”

Finally, I was free.

Now, when I occasionally dream that I’ve been dragged into another Teams meeting,

I scream in my dream: “I quit!”

I’ve recently been looking for a job and have been reading reviews. I happened to come across this company, and their interview process was fast, decisive, and to the point—I was shown the door in less than 20 minutes. They very politely gave me a rejection. I interviewed for a procurement position. HR first asked some questions about the job, then went into more and more detail, and quickly discovered that I wanted to handle overseas procurement and find suppliers. She said it was about supplier selection and management, asked about my career plans, and even had another female manager explain to me what proportion of their overseas procurement work was involved. HR also shared with me where it would be easier to find the kind of work I wanted to do. It was almost like having a teacher show you how to look for a job. A rather unusual HR person, but I’m grateful that she helped give me more direction in my job search and didn’t waste my time talking about irrelevant things. Everything was very clear.

None at the moment

I was truly incredibly disappointed after reading the company's response. The sexual harassment incident was actually downplayed as “a joke between colleagues that went too far,” which is completely a form of secondary victimization. Then, the final conclusion was, “No one wants to pursue it, so there’s no problem.” The question is, do employees dare to continue pursuing the matter in this kind of environment? This is a typical case of the executives at Yifu Industrial wanting to smooth things over, ultimately blurring responsibility. What should truly be reviewed is Yifu Industrial’s attitude toward handling the incident, rather than citing a bunch of legal provisions to defend itself. They present their arguments clearly to the public, but internally they simply suppress the matter and do not deal with it.

This company is highly irresponsible. I do not recommend it.

I recently went for an interview with HR and a manager. HR asked very detailed questions about my work experience and seemed very professional—I even thought she was the supervisor for this position. The other manager asked questions about the job and also seemed well prepared. I get the feeling that this company is very professional and has established systems. In previous interviews, HR would only ask about salary, but this company explained everything very clearly and was also very courteous. It feels like the company is operated as a large, well-established group.

None, except that I wasn’t hired.

In response to the biased statements and unfounded accusations made by several former employees who have left the company, our colleagues internally feel indignant and urge the company to respond. EFFORT Human Resources hereby provides a formal explanation of the key points.

Sexual harassment: After receiving reports from colleagues at the beginning of this year, the company has continued to investigate and monitor the situation. Some colleagues accused each other of harassment. In accordance with Article 13 of the Gender Equality in Employment Act and Article 7 of the company’s approved local competent authority regulations, the “Regulations on the Prevention, Complaint Handling, and Disciplinary Measures for Workplace Sexual Harassment,” the company initiated an investigation, established a complaint investigation team, and engaged senior attorneys from Lee and Li, Attorneys-at-Law, who have gender-awareness expertise and many years of experience in labor law. In accordance with the relevant provisions of the Gender Equality Act, the company conducted comprehensive interviews and investigations with the relevant colleagues and reviewed all evidence. The relevant colleagues ultimately decided not to file complaints against each other with the local competent authority.

EFFORT places great importance on preventing and prohibiting workplace bullying and sexual harassment. The parties’ jokes toward each other went too far and their words and conduct were inappropriate. After the incident occurred, the company took action; all personnel involved in the incident have since left the company. The company will also continue strengthening communications with all employees and providing education and training on relevant regulations concerning unlawful infringement.

Family business: EFFORT was founded in 1983 by the current Chairman, Dr. Chang Hsien-Ping. The current CEO hopes to carry on her mother’s mission of improving nutrition in Taiwan and decided to succeed her mother in leading the company she founded. As the second generation of EFFORT, the CEO actively welcomes talent from all sectors to promote the company’s growth and transformation.

“Rear-court interference in politics”: Five years ago, the CEO’s partner joined EFFORT as Marketing Director. The company leverages her expertise in marketing and strategic planning, with her leading the marketing and design departments and devoting efforts to product innovation and brand transformation. “Interference in politics by the harem” is a derogatory term created by feudal-era male chauvinism, when women had a lower social status and were not permitted to participate in politics. As an official female employee of the company, she is not part of a harem and does not need to interfere in politics.

Salary: Every year, the company purchases market salary survey reports, enabling it to offer salary packages above market standards during recruitment and attract excellent talent. Accordingly, salary calculations are all based on at least the P50 benchmark. Annual salary adjustment standards are also competitive in the market.

Three-festival bonuses: The company provides different benefits to units with different functions. For office colleagues, the company provides benefits such as flexible working hours, working from home, a half-day on the last working day before the Lunar New Year, and one day off on their birthdays. For warehouse and manufacturing units, the company provides bonuses for the three traditional festivals.

Leave: All of the company’s leave and attendance policies are equal to or better than those required by the Labor Standards Act. It is absolutely untrue that employees need to request sick leave three days in advance (feel free to confirm this with any colleague at the company).

Promotion opportunities: Every year, more than 10% of EFFORT employees are promoted. The company also continues to attract external talent during its rapid development and transformation.

Former employees, driven by personal grievances, have continuously spread false information and erased the contributions made through the efforts of many colleagues at the company. This is truly reprehensible. EFFORT places great importance on a friendly and gender-equal work environment. The proportions of female and male managers at the company are equal, and the company continues to optimize its benefits and systems.

None

Flexible working hours, no cleaning duties, suitable for retirement.

The salary is below the market rate. There is no gift bonus for the three major festivals, only a Mid-Autumn Festival gift box, and a NT$200 red envelope at the start of the year. The employee purchase benefits are also for near-expiry products, which were later made more expensive.

It is a family-owned business with little opportunity for promotion, and the managers are all parachuted in. The empress interferes in company affairs, causing an extremely high turnover rate. If you are not well-liked, the manager and senior executives will do everything they can to spread rumors and slander you, forcing you to leave involuntarily. You even have to request sick leave three days in advance? Am I supposed to know that I’ll be sick three days from now? There have been sexual harassment incidents at the company. The company’s response was merely to issue an announcement and brush the matter aside. The empress and the manager even verbally bullied the victim behind their back and distorted the facts, while the perpetrator continued to go free. This really is an unscrupulous company!

1. A great place to coast toward retirement

2. Basically, you can leave work on time (depending on the department)

3. Salaries are paid on time regardless of holidays

4. Year-end bonus + performance bonus = 14 months’ pay

5. Frontline employees are easy to get along with (excluding some fake, two-faced people)

6. Annual salary adjustments (if the cost of one boxed lunch counts)

7. Overtime can be exchanged for compensatory leave or overtime pay

8. Flexible working hours

9. Employee purchase programs and discounts on benefits items

10. I really can’t come up with anything else

1. The owner couple does not accept rebuttals or differing opinions. Even when you provide professional advice on matters they are not professionals in, they only believe in themselves. If something goes wrong, they can just push an employee forward to take the blame.

2. Salary adjustments and subsidies feel like handouts. 2.5% is the baseline; even after a promotion, don’t expect much of an increase.

3. Sexual harassment incidents involving managers are routinely brushed aside—unless HR is involved.

4. Being slandered by senior management is commonplace.

5. Being envied by your manager is also commonplace.

6. As for being made the scapegoat, that goes without saying.

7. The employee welfare committee is a shield for the owners’ stingy subsidies for their various lousy policies.

8. The owner couple is always criticizing others.

9. You will watch people who slack off receive the same benefits and treatment as you, while the owners simply believe that capable people should be overworked.

10. Unequal work distribution is also commonplace.

11. In recent years, KPIs have been changed according to their mood. Sometimes, they even thoughtfully write everything for you, and all you need to do is sign on the dotted line.

12. If you want to demonstrate your abilities or make an impact, absolutely do not come here! They only need people who execute. You are not expected to think; if you come up with something, it won’t be what they want anyway. Even great ideas will be rejected for all kinds of reasons.

13. The succession plan is all fake! Some managers are terrified of being replaced and suffer from severe persecution complex. They don’t want to share even the smallest thing! Asking them to take leave is like asking them to give up their life, yet they love going around complaining: “I can’t take leave—it’s so miserable,” or “You can take leave and go on a long vacation to have fun—so lucky! I want that too!”

14. All kinds of unreasonable harassment and ridiculous accusations from managers are also commonplace.

15. They love treating frontline employees like Doraemon.

16. They blame the victims.

17. This is a company where managing upward matters more than getting things done or treating/managing people well.

18. Almost none of the management has any empathy whatsoever.

19. Some managers will block your leave requests.

20. The owner couple are both second-generation wealthy. They have never worked their way up from the frontline, so they think everything is easy. And because they are “busy managing everything,” sending emails and messages in the middle of the night is commonplace.

All I can say is: If you’re considering joining, don’t!

If you’re currently employed here and still want to achieve something in your career, run—fast!

You can leave work on time and enjoy a retirement-like lifestyle.

1. The boss and the boss’s wife are the leaders of the main factional struggle.

2. Senior management only likes to hear pleasant things; agreeing with them is considered right, and if something is done poorly, they just find a scapegoat.

3. When firing people, they only act based on personal preferences. No matter how good your performance is, if you are not one of the boss’s people, they will pin blame on you and dismiss you.

The supervisor repeatedly emphasized that this position involves very tedious work. One-third of the time is spent managing in-store promotional events, mainly at community pharmacies near hospitals. These events are mostly held on weekdays and are constantly subject to change, making the work very cumbersome. You also need to communicate with another designer in the department about POSM design. I was asked about my experience outsourcing design projects. POSM design is very important, as it involves physical printed materials with strict deadlines that must be met. Numerical analysis is also important, and the company regularly reviews sales reports.

Supervisor Huang mentioned that during the first three months in this position, it is essential to become familiar with the assigned responsibilities as quickly as possible, and overtime may be required.

They also asked about commuting time and said that the company’s working hours are somewhat flexible: if you arrive at 8:05 a.m., you can leave at 5:05 p.m.

I will first receive an interview invitation by email from HR. It will include the interviewer’s name, my résumé, relevant attachments, and an applicant evaluation form, as well as the interview location. Entrance/exit: the security office on the side of the first floor. You need to register and exchange for a visitor pass. The security guard will ask which contact person you are meeting and call that person to come escort you upstairs. The interview takes place in a meeting room on the third floor. HR will provide a traditional résumé form (single-sided) to fill out, requiring information such as education, parents’ names, previous compensation and reasons for leaving, as well as questions about criminal records and pregnancy. After I finished filling it out and waited for HR to collect the information, the interviewing supervisor came in and began the interview. The process took approximately 70–80 minutes. Afterward, the supervisor asked HR to come in again to explain the next steps. When HR came in, they only told me: “You had quite a long interview. This position is very important, and there may be a second interview with the vice president. We will notify you again.” I asked HR whether I would be notified in about a week. HR assured me that they would contact me regardless of the result, and then let me leave on my own with the green slip.

I feel that this position covers far too many responsibilities for one person to handle. Based on reviews and experiences shared online, think carefully before joining and consider whether you are comfortable with the traditional Taiwanese family-run business model.

None

Both interviews were fairly pleasant, and the managers were very enthusiastic about explaining the job responsibilities and benefits system.

However, after the first interview, they sent me a thank-you letter and wished me success in finding a job soon. Then, after more than half a month had passed, they wanted to have another online interview with me. During the second interview, I met online, one after another, with almost all of the department managers.

Finally, I had an interview with the senior HR manager. They spoke very positively and asked about my expected salary and how flexible I could be. Although the online interview appeared pleasant and relaxed, it was actually clear that they themselves did not know what kind of design talent they needed! At one point, they said they were looking for someone in digital design who understood websites and could create digital banners, but that was not actually the case. I also asked how their company’s website was made. They outsourced it as well, so they needed technical personnel specializing in web development. I personally had no problem with any of this.

I even asked what methods they used to create landing pages, but they gave me a vague answer and quickly moved on. After the entire interview process, all I can say is that it was baffling. How could a company not know what kind of talent it needs?