果實夥伴股份有限公司

Beautiful office environment

WFH every Wednesday or Thursday (only one day)

Lunch break can last until 14:00

To avoid legal disputes, the following has been polished using AI; the actual situation is utterly speechless, and every day at work is spent counting down to resigning.

The department is related to creative work, and all the managers mentioned below are the same person.

Opaque compensation and bonus system:

Overall, the salary structure lacks competitiveness compared with market rates. Although bonuses may be mentioned during interviews or in daily work, the actual performance indicators, calculation methods, and payment criteria are quite vague. There are no clear written policies, making the actual salary guarantee highly uncertain.

Avoidance of overtime pay and off-the-books working hours:

The project workload is heavy, and working overtime is routine. Although the manager may agree that employees can arrive at the office late the next day, they require employees to “voluntarily” work overtime at home and explicitly or implicitly discourage them from following the formal process for claiming overtime pay, making it difficult to realize their legal rights.

Shifting operating costs onto employees:

The company does not provide sufficient software resources. If advanced auxiliary tools are needed to carry out a project, the manager requires employees to pay out of pocket (such as subscriptions to AI tools), effectively making them bear the company’s operating costs themselves.

Repeatedly changing commitments and instructions from management:

The vision and resources presented during interviews or meetings often fail to materialize (empty promises). In addition, the manager’s instructions frequently contradict one another, resulting in a lack of transparency between the department and other departments. The differing standards between the two sides cause many unnecessary conflicts, and internal friction within the team is severe.

Unclear project responsibilities and ineffective time consumption:

When a project reaches its final stages, members of management who are not primarily responsible for the case often intervene forcefully and substantially change its direction. This results in repeated revisions and significantly increases meaningless communication and work time.

One-way, directive management (lack of professional autonomy):

Internal decision-making tends toward a “one-person dictatorship.” Employees must fully comply with instructions, while opinions and personal suggestions are generally not adopted. Management tends to experience significant emotional fluctuations when communicating, making rational professional discussions difficult.

High-pressure and discouraging communication:

When discussing work matters or handling administrative issues, the manager frequently uses aggressive and negative language. On some occasions, when opinions differed, they even directly joked about “whether you are considering resigning” as a means of communication, causing immense psychological pressure.

Inflexible leave policy:

Although annual leave is provided in accordance with the Labor Standards Act, when employees actually apply for extended leave to travel abroad, the manager may approve it but creates verbal pressure.

Gives you dark circles in a short time

When something goes wrong, responsibility gets kicked around like a ball, going back and forth like a game of ping-pong. They claim to have more than a dozen projects, which sounds impressive, but they cannot deliver even one. They spend all day asking those below them, “What are you doing?” while not even knowing what they themselves are doing!

They keep saying the bonuses are very high, but what they really want is for you to work yourself to the bone. It’s a parasitic, bureaucratic company. They say things like, “A new hire earning a million a year is no problem,” but in the end, everything depends on connections. As long as you flatter senior management, you can get by while completely ignoring whether your subordinates live or die.

There are many cliques in the company, and the atmosphere is terrible, with the air thick with the smell of conflict. The supervisors’ professional skills are mediocre. They only say things like, “But I’ve never used a computer or opened this kind of thing before,” so you won’t learn anything—though you can learn technology from ten years ago, hahaha.

Whatever, today I just wanted to share this.

When HR can't reach someone, they call repeatedly. They say they have responded and that there is news about the interview results, but in fact there is no such thing. They heavily target specific employees and abuse the system, causing constant harassment. I'd rather put aside important work to deal with her. The system really has problems. The benefits seem pretty good, but you can only see them and never actually enjoy them—the company's benefits system is fundamentally incomplete.

This company can confiscate mobile phones at will. Even dispatched workers are outsourced through a staffing company, yet they can actually demand that people hand over their phones for confiscation and management. It's unbelievable that such a thing can happen.

The supervisors and employees at the assigned site are generally very incompetent, and the team is a mixed bag. You can already tell during the interview, and there are no so-called senior employees to guide newcomers. Those with better abilities may even be asked to leave. The dispatched staff's technical knowledge is too superficial; they like to fob things off and are also far too eager to show off.

Only later did I realize that I wasn't alone after all. Other people have encountered the same problems I did. I hope all newcomers can find a way to solve them.

(Content described from an RD's perspective)

The team uses GitHub to manage system versions and Slack for communication (with other departments, they use LINE groups).

- The restrooms in the office building where I currently work are shared by everyone on the same floor and have bidets!

- Working hours are very flexible (arrive before 10 a.m.). Although employees are required to clock in and out, there is no strict requirement to start, finish, or take lunch breaks at exactly the scheduled times. If you are away for a longer period (several dozen minutes, for example), just inform your supervisor, then make up the missed time yourself afterward (in other words, it is largely left to individual discretion).

(Content described from an RD's perspective)

- The team was not very large to begin with, and recently both of the longer-tenured RoR engineers (excluding the leader) left (I have also resigned by now). If you join as a junior and encounter a problem you cannot solve, it may be somewhat difficult.

- Although there is a documentation system available, it is missing a great deal of information. Because everyone is rushing to meet deadlines, no one really has time to complete it.

- The company has a system in which two people are selected each month to give a presentation the following month. People do not repeat until everyone has taken a turn. Because there are always new hires and turnover is high, no one has repeated so far. The presentation topic is “Sharing a breakthrough experience,” and is usually about something like doing a particular thing for the first time in life. The intention is good, but because it has become a semi-mandatory system rather than voluntary sharing, I feel it has become somewhat perfunctory and instead creates invisible pressure for some employees.

The position is for a junior Ruby on Rails developer.

The process is divided into two parts: a test and an interview.

For the test, you are given problem numbers

and asked to solve several Ruby problems on LeetCode.

As I recall, they were:

1. Reverse a string without using `reverse`.

2. Invert a binary tree.

3. Given a scenario—something like designing a restaurant menu—how would you design the structure? This question may have been somewhat difficult to understand in Chinese (keyword: polymorphism).

4. In Rails, how to retrieve all the IDs from a given model (`select`, `map`, `pluck`, `ids`).

5. In Rails, how to check that a variable is not `nil`, an empty string, or an empty array (`present?`).

The test questions were not very effective at distinguishing candidates.

One reason is that the company was actually very short-staffed

and simply did not have the time to properly develop the questions.

Another reason is that... the engineer who created the questions

probably was not very clear about what skills a junior should have.

In practice, they cared more about the interview portion and personality traits.

If the conversation went well and everyone had a good time, your chances were quite high.

Based on my personal experience, the relative weighting was probably about 20:80.

Regardless of whether it was a back-end or front-end position,

almost none of the final few interviewees who remained had answered all the questions correctly (汗).

I say this because I was later hired and had the opportunity to observe how senior colleagues actually prepared the questions.

What they really wanted was:

- That you showed willingness to learn and were not afraid of hard work.

- But that you still had a certain level of understanding (for example, experience developing with PHP).

- You should perhaps be relatively relaxed and humorous; being able to chat with the engineers interviewing you was an added advantage XD