昕力資訊股份有限公司

1. No restrictions on working hours; you just need to complete eight hours each day.

2. There are quite a few excellent engineers, and people are willing to share their knowledge, so you can learn a lot of technical skills.

3. I applied for a PM position, and experienced colleagues guided me in learning, so I gained a great deal.

4. One company trip as a benefit (employees vote, and the destination receiving the most votes is selected; the other options are exchanged for PayEasy points).

5. Ten days of annual leave are granted immediately.

1. Overtime must be requested in advance, and one hour for a meal break is deducted in advance. However... clients will not wait for you to eat.

2. PMs need to be able to withstand pressure from clients regarding overtime. The more you practice, the faster you learn, of course.

3. After the restructuring in 2019, salary increases and promotions became slower.

You can get started right away after signing up

These are the heartfelt words of an engineer who was outsourced, and then outsourced again, by HR Lynn (Lin) from X Fan Technology Co. The company is located in Xinyi District and is easy to find using a map app.

I urge everyone thinking of applying to think twice! The interview process here is extremely chaotic.

Once you join, there are virtually no benefits at all. The most frightening thing is that

there is no professional management system within the company; everything is decided by the supervisor. This supervisor never knows what she wants to do.

Every day, she thinks of something she wants to do and often completely changes her mind a few hours later. There are countless absurd things happening at the company:

Spider-Man appears in the office; employees have to handle the supervisor’s personal scallion pancakes; and when the supervisor gets lost while driving, employees have to act as remote navigators and give her directions.

Even more heartless, when someone previously took leave to attend a cancer patient’s funeral, the company actually made things difficult and refused to grant the leave.

I really wonder how this company has managed to survive for more than 20 years. A blood-sucking company.

Their activities never change and are simply copied and pasted from the previous year. Whenever the supervisor feels that things have decreased or the end of the year arrives,

it is time for the old supervisor to start firing people like crazy. Here, only unpaid overtime is considered a sign of a good employee.

The supervisor never has any idea what employees are busy with and believes that “if you aren’t doing something for her, it doesn’t count as work.”

Whenever she sees employees working overtime, she is especially happy. She even cheerfully greets everyone and tells employees to keep working and continue working overtime.

But as long as you are not helping her handle her “side business,” she will think that any employee she dislikes is just busy doing pointless work, and will fire them within a few days.

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A project manager surnamed Liu at the Taichung office (I heard from a current employee that he was demoted to senior engineer at the beginning of the year) spends all day focused on managing upward. None of the projects related to a certain financial holding company that he handled turned out well. He leaves everything to subordinates to deal with, making it convenient to shirk all responsibility when things go wrong. I advise those joining the Taichung unit not to be deceived by his superficial friendliness; if possible, keep your distance and stay well away.

Overall, it’s not too bad by Taiwanese standards. You can eat and drink your fill, but don’t expect anything particularly good.

It’s acceptable for newcomers. If you’ve worked here for a year or two without any significant development, you might as well leave.

1. The company’s policies officially provide flexible working hours and flexible start and finish times. However, executives often say they dislike people who leave the office on time like bank IT staff.

2. Senior management’s direction is disorganized, resulting in many goals with no real benefit and no reflection of frontline employees’ efforts.

3. The main tasks are often disrupted by the sudden addition of insignificant requests, without any feasibility assessment beforehand.

4. Technical integration is poor, communication and coordination are lacking, and responsibilities across functions are unclear. Middle- and lower-level managers and senior employees often have to work overtime to handle ad hoc requests; some work has caused problems with their physical and mental well-being.

5. Compensation is below market rates. The company only makes money by having one person do the work of several because of understaffing, and the pay-raise and promotion system is highly dependent on personal discretion.

6. The spirit of being a startup is constantly invoked to demand that employees make extra efforts, but there is no corresponding transparent reward mechanism.

7. The turnover rate among experienced employees is high, making it difficult to build organizational capabilities. Even though the company is already publicly listed, it still has to contend with technical debt.

8. When certain executives encounter problems, they react emotionally internally instead of addressing the issues promptly.

9. Internal conflict is severe, and various tactics for competing for resources, along with rumors and gossip, keep emerging.

10. Because the company is listed on the emerging stock market, organizational changes are frequent, benefits are repeatedly adjusted, and various trivial rules are added.

11. Some new employees do not have a seat when they first join and cannot obtain company-provided computers and monitors, so they have to purchase them themselves first.

12. Please verify the rest during the interview yourself.

Evaluate the above for yourself, as everyone knows their own situation best; perhaps things will change later. There is relatively little in the way of stable systems here, so it is suitable for employees with certain personality traits.

There used to be advantages.

The company has recently undergone a major internal reshuffle. It is advisable to consider joining only after six months, because you could very likely end up on the wrong side and be replaced in a short period of time. The work environment is rife with power struggles and smear campaigns. Those who genuinely devote themselves to the company are often marginalized, while people who are skilled at flattering others and packaging themselves rise easily and receive pay raises. What is most discouraging is that the technical managers turn a blind eye to problems, systems crash frequently, data falsification has become the norm, and they are completely indifferent to outsiders purchasing data. This situation makes you feel that all your efforts and contributions are worthless.

Although the company is a publicly listed enterprise, its internal management remains extremely chaotic and continues to operate like a small company. The Human Resources department operates even more poorly, completely failing to follow proper regulations. Everything from overtime, promotions, and job transfers to layoffs is problematic and entirely fails to comply with the Labor Standards Act. When signing contracts, new employees often overlook details such as the terms of employment, confidentiality agreements, and personal data protection, ultimately putting themselves in unfavorable situations.

In addition, the company’s infrastructure is quite unstable, internal team operations are chaotic, and its document management and processes are like those of a startup, with no standards whatsoever. I once asked the Human Resources department about the resignation process, but was told that it was outside her scope and could not get an answer. This kind of work environment makes the future feel full of uncertainty, and career prospects in the workplace have also become unclear.

Unexpectedly

It's becoming almost the same as a certain company in Neihu (nearby): unsuitable people occupy key positions, and it is unable to cultivate talent. Consider carefully before joining.

The benefits are fairly good.

The technical level of the technical manager in a certain department is bewildering, and many of their technical concepts are astonishing. Although the company has systems in place, putting them into practice is another matter.

Primarily sales personnel who, after understanding the needs of banking clients, package them into proprietary products.

However, since it ultimately does not possess its own know-how, it is difficult to perfect the product design.

There are no established systems, and incentive schemes are changed whenever management feels like it. The technical and sales supervisor is very self-important and disparages employees without understanding the truth of the matter.

It is a company where you initially want to work seriously, but after a while, you will want to leave.

The HR representative had a good attitude.

This should be the first time I’ve been talked down to in an interview.

One of the engineers really did not have a good attitude.

You refuted someone else’s argument without understanding their development process.

Do you know how rude that is?

Moreover, one of the technologies I used is commonly used by many websites,

yet you said it was meaningless and unnecessary.

Such comments have indirectly dismissed the technologies used by many websites.

I can accept constructive technical criticism,

but before refuting others, please improve your own technical knowledge and competence.

The interview started on time.

The interview invitation email misspelled my name,

and the interviewer was not even clear about the position I was applying for.

Skill-building

Think twice about taking a manpower job. If you're okay with being tossed around, you can come.

I don't know. I was so upset just communicating about the interview that I canceled it.

The company proactively invited me to an interview and sent me an interview invitation email mentioning that there would be a personality test and a logic test.

I replied twice to say that I had completed the personality test, but I had not received the logic test. They did not respond. It was not until Monday morning—the day of the interview—that I received the logic test link, with instructions to complete and return it that same morning.

Because I had to drive from Taichung to Tainan that morning to pick up a family member being discharged from the hospital, I emailed to ask whether I could submit it later. They replied insisting that their system had sent it as early as January 7 and insisted that I complete the test before the interview.

As the communication continued, although they helped adjust the schedule, it still conflicted with the time of my next interview, so I called them directly. The person’s tone was extremely rude, as if everything were my fault, and they kept insisting that their system had sent it the previous week.

Why not admit that their system had malfunctioned or that the email might not have been delivered? I had already reported last week that I had not received it, but they did not respond proactively. They expected me to receive and complete it on the same day, and they also showed no respect for the fact that an interviewee might have important commitments that day and be unable to rearrange them.

I have never been this angry. Such an unprofessional HR team made a mistake in its own process yet still insisted that I accommodate them, leaving me wanting only to decline the interview invitation.

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Manpower agency... think twice before coming

What a disaster (sigh

I interviewed for a frontend position on a FinTech team. The technical test at the beginning was fairly simple and covered only the basics.

The technical manager was also quite nice, and talking with him gave me the impression that he was very capable.

However, he did not ask many particularly tricky questions. He did ask focused questions about the details of my past projects and also gave a lot of technical advice.

The projects handled by this team sound like they are split roughly half and half between internal development and on-site assignments, depending on the manager’s arrangements.

They seem to mainly take on digital finance-related projects; the several examples mentioned were all banking projects.

--

The HR representative was also very friendly and had a great attitude. It felt more like a conversation, and they asked more situational questions.

They were also quite cute, haha, and their follow-up emails were very polite.

Regarding the salary system, strictly speaking it is only equivalent to 13 months. I have not interviewed with other outsourcing companies, so I do not know the market rate.

I have not received an actual offer yet, but HR mentioned an approximate range.

Compared with the startups and in-house companies I have interviewed with, there is really a noticeable gap—not to mention the gaming industry, where it is directly twice as much.

I decided to interview because a former colleague who had worked with me came from this company, and they were quite capable.

After the interview, I felt it might be more suitable for honing one’s skills. The people here seem to be quite capable overall.

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The equal work, unequal pay problem is severe. We both do front-end development work, but my colleague’s salary (63K) is much higher than mine (45K).

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The salary increase was very small. Despite excellent performance and graduating with a PhD from the Department of Computer Science and Information Engineering at National Sun Yat-sen University, the salary was increased by only NT$600.

Beautiful office decor; the company has a strong understanding of pandemic prevention and does not expose employees to danger; the manager is very kind and willing to listen to any opinions and accept any beneficial suggestions.

The product manager is extremely difficult to work with. Unless you have a vested interest in her, communication is completely impossible—everything is decided by her. Anything related to her has to follow her pace; otherwise, be prepared to be verbally attacked.

She is the kind of person who directly makes personal attacks against colleagues she is dissatisfied with.

Even the manager cannot rein her in when she throws a tantrum. If your role requires frequent collaboration with the product manager, think twice before accepting—but the other colleagues are still quite nice!

None

It is just a software company without standardized products. Its prices are not inexpensive, and there is a high turnover among engineers and sales staff. Most clients are repeat customers, and the company does not have much development experience in industries outside finance and telecommunications. There is no QA team and no concept of UI/UX; everything depends solely on the engineers’ skill. The company only wants to take on large projects, making sales very difficult. Think carefully before joining.

You can hear the grand promises the company makes.

Overtime pay and compensatory leave can both be requested, but neither request is ever approved after submission.

1. The company is currently expanding and occupies two floors. The lower floor is smaller; during the interview, I first took a written test on this floor, then went upstairs to the larger office. The larger office had clean and attractive décor.

2. The HR representative was very polite and had a good attitude.

1. There is a transparent meeting room in the middle of the large upstairs office. The interview with the technical manager took place inside, so everyone working nearby could see me clearly.

2. I already knew that the company had previously been a project-based outsourcing company, with employees assigned to work at client sites. I personally prefer not to work on-site, so when the HR representative proactively called to invite me to an interview, I directly told her that I was not interested in an outsourced placement role. However, she said that the company was no longer like it had been before and that it currently had its own products to develop. But during the actual interview, the technical manager mentioned that I might still work on outsourced projects, might still need to be assigned to a client site, or might work on the company’s own products. Doesn’t that mean I was misled into coming to the interview...?

3. During the interview, it was obvious that the technical manager had not prepared. He had not reviewed my résumé beforehand, and all the questions he asked made me feel that he was merely going through the motions. I could not sense any genuine intention to recruit.

4. When I asked about benefits and similar matters, he passed me off to HR. It would be understandable if salary matters were handled by HR, but was there really no way he could explain the other benefits?

The office atmosphere and décor are pretty nice; it feels small but charming.

The interview was held at the headquarters in Neihu. There was a written test first, followed by the interview, in a very small meeting room and office space. The salary was cut again and again, and they also required a certificate of good conduct.

Interview advice:

It’s a project-based company, and you may also be stationed at the client’s site. The expected salary was cut again and again. During the interview, they were very good at presenting a vision and painting an overly rosy picture, saying things like profits would be shared among everyone and could make up for the insufficient monthly salary. If it isn’t in writing, just take it with a grain of salt.

Line will create a whole bunch of groups that flood your notifications every day; outcasts should be very happy.

Take the benefits mentioned in the interview with a grain of salt; don't take them seriously.

They say there won't be overtime, but in reality they expect you to take the work home.

Your supervisor will deliberately give you a hard time, assigning you a pile of work right when you're about to leave.

Occasional gatherings where you can watch movies for free

Supervisors sometimes raise their voices at employees, making them feel disrespected

The benefits mentioned during the interview should be taken with a grain of salt