緯創軟體股份有限公司

It's a very well-known brand, which is a plus on your résumé.

That's the only advantage mentioned above.

Couldn't find any.

The impression of the front desk was extremely bad.

When I first entered, she was on the phone. Even after seeing me, she made no gesture or acknowledgment and acted as if she hadn't seen me. Instead, a male passerby directed me to sit on the sofa first.

The front-desk employee stayed on the phone for a very long time, sitting with one leg crossed over the other on the chair. It was very unprofessional.

The male passerby had already completed the ID card replacement for me in front of her. After finishing her call, she continued trying to help me replace my ID card. I told her it had already been done, and she arrogantly took back the ID card replacement registration form, then left me waiting off to the side again. Even if she needed a long time to check the information, couldn't she have acknowledged me first?

After more than twenty minutes, she finally had time to direct me to the small interview room. She shouted to me instead of walking over to guide me, and simply pointed with her hand to indicate that I should enter the room.

The experience felt extremely bad. I've been to more than one or two interviews, and this was the first time I'd encountered a front-desk employee like this. Isn't the front desk the company's public face?! It was truly embarrassing.

None

For outsourced projects, getting paid is harder than reaching the heavens. They don't tell you they’re missing the client's confirmation email until two days before they’re supposed to pay you. Come on, you're such a large company—please be more straightforward about paying. One project has been dragged out for two months without payment, and now you want to delay it for another month?

The interviewer seemed very eager for me to join. They proactively brought up benefits and other things that HR hadn’t mentioned. Honestly, it would probably be nice to work under them.

I can accept not being notified after the first interview, but what’s the deal with sending me another interview invitation not long afterward?

The annual salary offered was 700,000. The interviewer said they would see if they could negotiate it, but it felt very half-hearted.

None

All I can say is, if you have nowhere else to go, don't come here. You'd be better off taking a job elsewhere; otherwise, once this company's project is finished, they'll ask you to leave. It would be better to look for another job while working here. Listen to what people say online—don't be so stubborn.

Recruited in 2020–2022

It was basically a temp staffing contract—a fixed-term contract—yet they used slick wording to make it sound like a long-term partnership.

In the end, in less than 10 months, the partner was forcibly replaced.

Sounds good

1. Sounds good, but the salary is average and there are no benefits

2. Assignment to a company depends on luck; employees are treated as disposable

3. Wistron’s benefits for internally dispatched employees (massage) are not available; they are limited to internal, non-dispatched employees

4. No external monitor is provided; you need to bring your own

5. Overall turnover is high

None

Applying for the position of Institutional Modeling Engineer, on a fixed-term contract. Employment is not guaranteed to continue after the project ends. This is a very evasive way of avoiding responsibility. The number of applicants on 104 is 11–30. Clicking in, you can see that some of them hold various Class B certifications. Are these people still not qualified for what the position requires? Does the position need to be posted long-term? Please think carefully.

None. Mechanical modeling engineer, contract position; continuation is not guaranteed after the project ends. The wording is very evasive about the employer’s responsibility.

Mechanical modeling engineer. The interview made the position sound very appealing and gave you the illusion that you had been accepted. It is not advisable to provide overly detailed personal information. Don’t be misled by recruitment messages that appear to be copied and pasted. They give you test questions and ask you to complete them, but do not accept screenshots as proof—the files must be sent back. This is extremely strange. They may be looking for someone unlucky enough to complete the test for free. Doesn’t completing work take time? This is not a very decent company.

That interviewer from TaiX, from beginning to end, had a flippant attitude. During the video interview, even the Wistron Software HR representative did not show up. It feels like a scheme to collect personal information and get someone to complete a test for free. The position has been posted for a long time; please think carefully.

None

The CSR’s emotional management skills are poor. After you’ve only been there for six days, they already expect you to optimize the workflow, even though you haven’t really done any work yet.

None

The CSR's emotional management skills are poor. After you have only been there for six days, they already expect you to optimize the workflow, even though you have not yet had the chance to do any work.

None

The CSR's emotional management skills are poor. After you have only been there for six days, they already expect you to optimize the workflow, even though you haven't actually done any work yet.

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The CSR's emotional management skills are poor. They ask you to optimize work processes after you've only been there for six days, even though you haven't actually done any work yet.

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The CSR's emotional management skills are poor. After you’ve only been there for six days, they already expect you to optimize the workflow, even though you haven’t actually had the chance to do any work yet.

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Poor CSR emotional management skills; after you’ve only been there six days, they already expect you to optimize the workflow, even though you haven’t really done any work yet.

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The CSR's emotional management skills are poor; after you've only been there for six days, they already expect you to optimize the workflow, even though you haven't actually done any work yet.

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The CSR's emotional management skills are poor. After you’ve only been there for six days, they already expect you to optimize the workflow, even though you haven’t really had the chance to do any work yet.

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Poor emotional management skills among CSRs; after only six days on the job, they already expect you to optimize the workflow, even though you haven’t actually done any work yet.

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The CSR's emotional management skills are poor. They ask you to optimize work processes after you have only just joined for six days, even though you have not yet had the chance to do any work.

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The CSR's emotional management skills are poor; after you've only been there for six days, they already expect you to optimize the work processes, even though you haven't actually done any work yet.

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Poor emotional management skills among the CSRs; they ask you to optimize work processes after you’ve only been there for six days, even though you haven’t had the chance to accomplish any work yet.

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The CSR’s emotional management skills are poor. After you’ve only just joined for six days, they already expect you to optimize the workflow, even though you haven’t actually had the chance to do any work yet.

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The CSR's emotional management skills are poor. After you have only been there for six days, they already expect you to optimize the workflow, even though you have not yet had the chance to do any work.

None

The CSR’s emotional management skills are poor. After you’ve only been there for six days, they already expect you to optimize the workflow, even though you haven’t actually done any work yet.

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The CSR's emotional management skills are poor. After you have only been there for six days, they already ask you to optimize the workflow, even though you have not yet done any actual work.

None

Poor emotional management skills among the CSRs; they ask you to optimize work processes after you’ve only been there for six days, even though you haven’t actually had the chance to do any work yet.

None

The CSR’s emotional management skills are poor. After you’ve only been there for six days, they already expect you to optimize the workflow, even though you haven’t actually done any work yet.

None

The CSR's emotional management skills are poor. After you've only been there for six days, they already expect you to optimize the work processes, even though you haven't actually done any work yet.

None

The CSR's emotional management skills are poor; you've only been there for six days, yet they already expect you to optimize the workflow, even though you haven't actually done any work yet.

I have been working as an algorithm engineer in Hsinchu for nearly four months. The office environment is good, the team atmosphere is excellent, and the job responsibilities are consistent with the information provided during the interview. With only my master's degree, I probably would not have been able to graduate and immediately join this company as an engineer.

I am very grateful to Triniy and the CSR who contacted me at the time (I forgot his name, but he was a man) for their assistance, especially with interview preparation and explaining the nature of on-site work. I would also like to thank Linda for her help afterward.

Later, my university classmate and a family member who had just graduated also joined Wistronsoft with the help of these two people. Among the companies we have interviewed with so far, Wistronsoft's HR staff have truly been the warmest. Unlike some companies where HR does not even look up at you when you check in for an interview, making you feel like just another disposable person coming in for an interview.

Drawbacks

Within the Wistron Group, unless the subsidiary is primarily engaged in hardware, bonuses are generally lower than those at other manufacturing companies. However, during my studies, I was already mentally prepared for this after paying some attention to trends in the technology industry. As for whether to prioritize salary or other potential development opportunities in a first job, there is plenty of discussion about this topic online; ultimately, it depends on each person's trade-offs and career plans. Personally, I adopted the strategy of "as long as the difference is not too significant, prioritize having greater flexibility in future choices."

In addition, it would be more efficient if the latest job openings could be viewed directly on the official website, so applicants would not have to ask HR or wait for a response. It would also make it easier for us to recommend positions to our friends and relatives.

At the beginning, new hires have to make a trip to Taipei for onboarding. This is not impossible, but the headquarters is somewhat far away. I hope the process could be made more flexible and conducted online instead.

None

Staffing agency, immediately passed.

Calling directly during working hours is very impolite.

The HR representative I interacted with this time was Kate.

1. The HR representative was very proactive and conscientious in assisting candidates with completing their resumes and matching them with suitable opportunities. She did her best to match the requests made and was very conversational.

2. WeSoft has a technical interviewer, Donald, who first asks us to introduce ourselves and then asks about each of the technologies listed on our resumes. He offers affirmation for areas we know, and for areas we do not know, he provides suggestions for improvement and explains the technologies. The interview process was not too stressful.

1. Unfortunately, this job opportunity is an on-site position.

This is a very good cautionary essay.

Seriously, don't take an on-site assignment unless you absolutely have to. Today, the salary for an on-site assignment is only a little higher than at an ordinary company, but the results are as follows:

1. With an on-site assignment, there are a whole bunch of contracts to sign, but they are definitely not there to protect you.

2. With an on-site assignment, you have no human rights. You'll know once you're in.

3. With an on-site assignment, there are no resources. Once you go in, you have to rely entirely on yourself; no one will help you. If you're truly lucky enough to encounter a benefactor, you might still end up being used as a reason to lay someone off.

4. With an on-site assignment, you're cannon fodder. They happily collect several million, while, put bluntly, you're responsible for cleaning up their messes. There will absolutely be no career upside, stock dividends, or even such a thing as a bonus for you. If you go down, you'll simply be replaced by the next person taking your position.

5. Don't always assume that a company with a big name will necessarily add value to your résumé. If you collapse midway, it actually doesn't mean much. Assuming you're lucky enough to survive, bluntly speaking, all that awaits you is a pat on the head and being told to keep doing the job.

In conclusion, it's still more practical to seriously look for a regular full-time job.

How could there possibly be any advantages? The benefits at Fisec are better.

I think the CSR department is even worse than the student workers. They won’t even look at three-month and one-year contracts.

There aren’t really any advantages to speak of.

The CSR department can’t even understand how many years the contract is signed for. We’d be better off without this department; even student workers would do a better job than they do.

.

.

I guess it’s a big-name brand.

I’m not sure what the CSR department actually does; it feels like they’re little more than a fashion show.

Recruitment consultant Shawn was very enthusiastic and helpful in every aspect. The conversation was also very relaxed and easygoing, without any sense of distance, which greatly reduced the pressure of the interview.

They also arranged for a senior engineer from the company to help me prepare for the technical interview. Although I’ve forgotten his name, he was also very friendly; they even prepared a question bank containing all the technical questions previously asked by the target company.

The time before the interview with the company—only two days, including the preparation mentioned in the pros—was spent revising and practicing my self-introduction, as well as researching the questions in the question bank.

I am naturally very resistant to and not good at memorizing things. Having to look up, research, revise, and memorize so much information in two days was very stressful for me. However, during the interview with the company, the questions they asked were completely unrelated to the question bank. They did not even ask a single question about Java or Spring. By the end of the interview, I felt very awkward and frustrated.

I highly recommend Trinity from HR and Michael from the Sanchu office. They were enthusiastic and proactive in providing assistance, and genuinely cared about the interviewee’s experience and development. They matched me with job opportunities that were helpful for my career planning, conducted very thorough interviews, and offered thoughtful advice. Afterward, they proactively kept me informed of the latest progress and provided candid, substantial feedback. They made me feel very cared for and warmly supported. This is a trustworthy company with excellent managers and HR staff.

I hope to start work as soon as possible after being hired. It is quite suitable for those with urgent work or financial needs.

During the interview, I met the recruitment consultant Shawn. He used humorous and pleasant conversation to reduce the pressure before the technical interview. Having interviewed with recruitment consultants from several outsourcing firms, I feel that he is the consultant who respects interviewees the most. It really felt like chatting with a friend.

The technical interviewer, Donald, asked some fairly in-depth questions. Also, if I couldn't answer a question after it was asked, he would explain the direction and provide the answer. He was very professional and helpful.

If you are looking for a job at an outsourcing firm and don't want to be constantly humiliated or told to lower your price, I recommend this recruiter. If you want a pleasant interview, I suggest giving this recruitment consultant a try. He is a really nice person.

[email protected]

Unexpectedly, it was a pleasant interview.

The interview process was smooth. Recruiter Trinity was thoughtful and meticulous in handling matters, making the overall experience comfortable!

Because I joined as a T Ambassador, the process involved many different departments, so some procedures were not yet very smooth.

Low interview difficulty

I had already rejected this job through 104, but later someone named Jackie called and persuaded me to attend the interview. At first I wanted to refuse, but Jackie replied that I might not get the job anyway, so I could interview first and decide afterward.

This position was mainly for a job opening at Wistron NeWeb Corporation. Initially, I had to interview with Wistron’s technical staff, but they did not ask much about Java or Spring Boot. They mainly asked about IDE usage and work habits; the second interview and the interview with the client were the same. Each interview ended in less than half an hour. However, the day after the interview, Jackie called to say that they wanted someone more senior (5–6 years of experience). I currently have two and a half years of experience. Jackie also asked whether I wanted to interview for a more junior position on another team at Wistron NeWeb Corporation, but I would have to interview again with both their technical staff and the client. I was extremely upset—who would want to waste their time again? I had also said from the beginning that I did not want an on-site position, but they asked me to interview without clarifying anything. A terrible experience. Many online reviews also say that their software-related positions are poor; only the compensation at Fortune Electric is good. Everyone, please be careful.

A truly impressive company

Out of 77 reviews, only 20 positive ones remain

The company’s processes are all digitalized, which feels advanced—and, above all, convenient. The Family Day event was organized with great care, and the lectures they arrange are genuinely the kind that colleagues enjoy attending.

If you prefer a less hectic pace, Wistron Software is a good choice, especially for fresh graduates. The company is large enough to give you the perspective you need, but not so large that your presence gets diluted within it. Overall, I recommend it. However, it is not suitable for people who want to make a lot of money and are willing to trade their health for it. Many thanks to Kate and Sigurd, who recruited me in the first place.

(The building where the headquarters is located is really nice. Taking a walk around and browsing during lunch can give you a boost for the afternoon.)

1. You definitely won’t have to work yourself to the bone, but the salary won’t be exceptionally high either.

2. I hope the variety of snacks in the snack claw machine will change more often.

3. I hope the coffee machine will add milk-based options. Sometimes I want to have a latte or something similar.

4. There is no subsidy for the pre-employment medical examination.

As a recent graduate, I was at a loss about my future. Thanks to the kind Trinity, who helped me clarify my career plans and even arranged job interviews suitable for me.

The company is in Xizhi, so the commute is far.

The HR representative, Kate, who liaised with me was professional and proactive. She helped me revise my vague résumé and proactively kept me informed of the progress of the current review.

Because the nature of the work was similar to contract staffing, a third-party client had to review my application. The review took a little too long, so I accepted a position at another company.

After Abby from Zhaomu contacted me while I was still working at a major financial holding company, she handled the interview process, manager feedback, required skills, and other work-related matters very proactively. She conveyed the conditions I requested accurately and worked hard to advocate for them. After I passed the interview, she guided me through and assisted with all the procedures on my first day. She continued checking in even after I started working at the client company, and even reminded me about benefits provided by Wistron. She is basically a little career manager and a warm, supportive presence.

There may be gaps in communication between the on-site staff and the company’s CSR contact. Sometimes, matters are not verified, which can result in engineers inexplicably losing their rights and benefits.

1. The HR representative I worked with this time was Trinity. I appreciate her being very proactive in matching me with job opportunities.

2. Introduced potentially relevant job opportunities based on my résumé.

3. Listened carefully to my needs and was very proactive in providing assistance.

4. Introduced the company benefits and potential opportunities.

1. The only drawback is that the job opportunity is still for an on-site position.

No advantages

A waste of time to go

During the early stages of the interview process, I received a lot of help from Trinity. It gave me, as someone new to interviews, a better understanding of interview information and helped me successfully find a job.

I feel that my performance could have been better.

The interview process was good. During the process, the recruiter Trinity helped me a lot and provided very detailed guidance on how to prepare before the interview. She was very kind, polite, and patient!

None

(1) The recruiter I worked with, Trinity, was very enthusiastic and proactively provided a lot of help—almost offering one-stop service. Everything from compensation and benefits to the on-site staffing model was explained clearly, which made a very positive first impression of the company.

(2) The head office environment was quite nice. The floor was fairly high up, and the office looked both impressive and comfortable.

(3) The process was very smooth and efficient, from the interview through onboarding.

1) For on-site staff reporting to work in Tainan, I’m not sure why it is still necessary to make a trip to Taipei. I hope the subsequent onboarding procedures can be simplified in the future.

(2) There are fewer job opportunities in southern Taiwan. There is not much choice in Kaohsiung, while Tainan has slightly more options.

(3) Someone previously mentioned that on-site compensation and benefits differ. It would be clearer if this were confirmed with the recruiter in advance.

I received a call from Trinity informing me about a job in the Southern Taiwan Science Park. We talked for a long time, and they told me many detailed things about the job, including the company's benefits, ways for employees to learn additional skills, and some club activities and competitions for relaxation.

There aren't enough job openings in Tainan, so there are fewer choices.

The recruiter Trinity is very efficient and friendly. They find suitable opportunities based on my expertise and analyze the advantages and disadvantages of the positions.

None

The second time looking for a client-site position:

1. The clients I was assigned to were all leading companies, which is a great boost for my résumé.

2. The recruiter, Trinity, was very sweet and friendly. She genuinely understood what engineers do and used my expertise to find suitable opportunities. She was very patient and considerate of my personal circumstances (I only considered opportunities in southern Taiwan), and transparently analyzed the advantages and disadvantages of each position. Unlike some recruiting agencies that keep pushing even after you’ve said you’re not interested, or ask whether the programming language you mainly used at your previous job was C or “oracal”??? I’m scratching my head??? I haven’t decided which opportunity I like best yet, but the overall experience was great. I just wanted to recommend this place—it felt like encountering an angel.

3. WistronSoft also provides community groups and internal training resources. It’s quite suitable for recent graduates with less than five years of experience who want to further their education and strengthen their skills.

4. Some positions allow you to receive benefits from both the client and the company (such as bonuses at the three major traditional festivals and employee meal allowances). Good recruiters will proactively explain this to you or help ask about it.

1. There aren’t many opportunities to go to headquarters, and they don’t even have the internal communication software installed.

2. Regarding the lack of a sense of belonging at work mentioned above, it’s not too bad. If you participate more often in internal training activities and hackathons held on weekends, you’ll naturally get to know people at headquarters. You all need to know how to make use of the company’s resources, okay?

I think this is worth commending. Six months ago, I arranged with Christina from recruitment that she would proactively contact me if a position became available at the bank. Six months later, Christina really did contact me proactively, and I was successfully hired. I’m now working on the client’s side. The work is relaxed and people are easy to get along with. After completing three months, there is also welfare leave available for use. If you think you can adapt to working for a contractor, you can give it a try.

The contractor still has quite a few rules that you need to get used to.

This time, while I was looking for a job, Trinity provided an excellent job opportunity and was also very professional in its introduction. I had a very positive impression.

None

People will think you work at Wistron NeWeb Corporation and say, “You must be getting a big bonus, right?” (eye roll)

Is it necessarily a good thing to recommend Christina every single time? What about the other recruiters??? Sigh, you know how terrible it is by now, right?

1. I worked at a staffing company for four years. I think Wiwynn Soft's benefits are good, and there is also an additional paid personal leave allowance every year.

2. Abby, the recruiter I worked with, was very kind and proactive. She recommended job opportunities based on my expertise, and was also patient and thorough when analyzing the work at the client companies for placement.

3. Many online services are provided, including online courses, e-books, and experience sharing. You can further enhance your personal value in your spare time.

4. There are also quite a few offline activities, such as Family Day and club activities, which are very active.

1. Staffing work can be monotonous at times.

2. It feels a bit like being an orphan XD. Since I am not an internal employee at the client company, there is some distance in certain respects. I also do not return to Wiwynn's headquarters, so I only have a limited understanding of Wiwynn. I feel like an outsider on both sides.

The recruiter is very kind. Chríѕtínnα is a name everyone is familiar with. They explained the details of each position very thoroughly and have continued to provide job opportunities and recommend positions. Although I have not successfully landed a job so far, I think it is already great that they have continuously recommended me and provided opportunities for at least half a year. They have always shown concern and kept an eye out for various opportunities.

Although everyone complains about CSRs under Tianyan Tong, the CSR who coordinated this interview, Holy, was also a wonderful staff member. During the second interview, they provided a lot of assistance. I could feel that they genuinely wanted to help the interviewee obtain the position, so they communicated proactively and offered support!

If you come into contact with these two people, communicate with them more—you can receive a lot of help.

Pros

My abilities are not good enough, so I still haven’t landed a job XD

Having a major company on your résumé sounds better.

If the client at the placement is good, you can learn a lot of useful information or possibly get an internal referral.

The recruiter was very nice. The one I dealt with, Chríѕtínnα, explained the details of each position very thoroughly and continued to show concern after I joined. All I can say is: thank you for your hard work. If the CSR had not been so unreasonable, you would not have had to deal with so much trouble.

A good recruiter and a good CSR can send you to heaven. Unfortunately, I only encountered a good recruiter. The CSR only cared about whether the candidate had been matched, and was neither honest nor decisive. After the interview, I asked whether the project was long-term. If the answer is yes, say yes; if not, say no. What does “we’ll discuss it again” mean? = = If you are going to keep changing your wording, why not record the entire process from now on? Would that be better?

Then things became even more outrageous after I returned to the company and went on standby. Because my career plans did not align with the company’s current projects, they tried to make things difficult for me and demanded that I learn skills that had nothing to do with me. Then they asked me to submit a report. It was truly laughable—someone with no technical background lecturing others about how to do things and submit reports. Why not build your own foundation first? Instead of saying something helpful, they would tell me that I was still young and ask me to do good deeds for the company. I even heard a certain CSR say that these positions were generally not suitable for fresh graduates and that most were for experienced engineers. So may I ask: the standby buffer provided by the company is at most only one or two months. What positions are you supposed to help match someone to after they spend one or two months learning? Besides, everyone’s career path is not for you to decide. Even if I need to improve my skills, it is not your place to lecture me about it, and I do not need to submit a report to you, right?

Not having a project is not the engineer’s fault. If you want to terminate my employment, just be straightforward and do it. Can’t your company even afford this small cost? ^_^

1. The payroll bank allows 99 fee-free interbank transfers and withdrawals.

2. They let you choose whether to resign yourself or leave with severance pay; they won't force you to resign yourself.

However, if you choose severance, they will note it in your employee records 😂

LOL, that threat has so little power. Who cares? Of course, getting the money is best.

It's really terrible!!

Anyway, luckily I only treated it as a stepping stone.

But among the several dispatch agencies I've worked with, this is the first one I've encountered that's this bad.

After dismissing someone, they message you a few days later asking whether you want to come for a job opening?

Huh? Don't you think that's hilarious?

A newcomer who had just changed jobs was bombarded with phone calls asking them to join. Please think about it.

If you're really so short-staffed, why are you so eager to lay people off?

And they won't let you remain on standby at the company.

They tell you that if you don't interview with another employer within 10 days, they'll end the partnership.

But even when there are openings, they tell you that none are suitable.

They even ask whether you'd like to take an administrative or customer-service job.

What kind of joke is that to a technical engineer?

And legally, there is no such thing as a probationary period.

But I understand that during a probationary period, they don't have to give notice before terminating someone.

Still, the way they handled it was truly ridiculous.

They would also say that they had many new clients recently and were cooperating with them for the first time.

That's not a reason or an excuse, is it? The issue is whether both parties agreed to participate in the interview.

Anyway, the CSR (customer service representative?) just randomly sends out your résumé.

If the employer is okay with it, they notify you that you have to interview a few days later (using your own leave).

You have no time to prepare properly.

Then they say it's a shame that your interview performance was poor.

I also heard from a colleague at the same company that they had just gotten off a plane

when they were notified that they had an interview, and because they had already agreed, they absolutely had to go.

Did anyone ask for our opinion? The whole thing was so sudden and haphazardly arranged.

The information provided was also insufficient. It was incredibly speechless and disrespectful.

Did we ever say we wanted to go?

Don't treat people this way just for the department's KPI.

The new CSR even asked whether this way of handling things was inappropriate.

Obviously. Did they really need to ask? I just didn't want to lose my temper and humiliate them to their face.

After ending the partnership with the employer,

the clueless CSR even asked whether you were still in contact with your former colleagues.

Huh? They returned you like a defective product—what would you need to contact them for?

What's wrong with you people???

Then they kept prying into your privacy:

Are you going to an interview? Have you found a new job?

Sorry, but what business is that of yours?

The way they ask questions is really uncomfortable.

Also, a note for anyone who has to come back to process their resignation:

It's completely absurd too.

At 9 a.m., they ask whether you've arrived yet.

You run from Xike Station to get there,

and then they say there's no need to hurry.

You can only process your resignation in the afternoon.

The company handles onboarding in the morning,

but none of you told me that.

Just last week, the new CSR said:

"Sure, you can leave after finishing the process in the morning."

(You new CSR really need more training.)

But today they told me that wasn't possible and that it had to be done in the afternoon.

That's your problem. A company that big says there's no one who can handle it.

The only senior manager with authorization was in a meeting.

Are you deliberately messing with people?

Then the HR staff, who didn't understand the situation, even said:

"This day still counts as a workday, so what's the rush? Did you take leave?"

Their attitude was incredibly bad.

Hello? Maybe go read the Labor Standards Act again.

This was truly outrageous.

I didn't want to stay there for even one second.

A frightening, empty, cold, deserted place full of unprofessional people.

Probably none

Very lacking in common sense—recruitment at a company starting with C, yet they didn't offer the interviewee a drink.

Can't it be expensed?

There are many club activities

Why are you having employees fill out an employee engagement survey? LOL

Why not ask yourself first whether you’ve been taking care of your employees?

The recruitment poster was beautifully designed.

I saw on 104 and had a friend message me on LINE saying that they have a COBOL training program where you can receive NT$30,000 per month during training. However, the screening process is very opaque. I wasn’t selected previously, and only after asking a friend to inquire did they say they were looking for candidates under 30. Isn’t that illegal? They didn’t disclose this in advance either. I also suggest that everyone not learn COBOL; after looking at 104, the salaries are really low. It feels like they just want people to go in as tool users to maintain systems and earn headcount fees or something = = It’s certainly not the case that they are willing to train anyone interested in the financial industry. I hope they can make the selection process open and transparent; otherwise, I feel it’s a bit of a waste of time going back and forth, especially since I was thinking of trying to change careers.

None

Don’t get tricked.

The recruiters and on-site account managers use all kinds of deceptive language to trick you during the interview and hiring process.

After you join, everything is completely different from what they told you before.

The company has a big name, and perhaps that’s why it considers itself one of the Top players in the staffing industry?

The recruiters work very quickly and proactively.

It’s hard to put into words. If you’re coming for a finance project (especially one under the department headed by the manager whose surname starts with J), I recommend that you run as fast as you can.

They often have no idea what’s going on... To them, people are nothing more than tools (for performance metrics).

Getting you assigned as quickly as possible to improve the department’s performance is what really matters; they don’t care whether you’re a good fit for the project.

The idea of “putting people first” is probably a joke in front of this manager, right?

As other reviews have mentioned, all the outstanding CSRs have left, and what remains now...

The efficiency and methods of getting things done will make you question everything you thought you knew.

If you want to toughen your mind, though, I’d actually recommend coming here～

1. The company is large, which is a significant advantage on a résumé.

2. Recruitment: Christina Kuo was the person who contacted me at the time. When presenting the position, she explained the job responsibilities and projects in great detail. When she could not immediately answer some technical questions, she would consult the project contact. She also checked whether the salary and job responsibilities met my expectations and helped negotiate a better offer. Overall, she was very proactive and friendly. If you are contacted by this recruiter, I think you can feel reassured.

3. The leave policy includes personal leave, and having several extra days available for use is quite helpful.

Personal experience:

Several times, I encountered problems at the client site and wanted to ask questions. Because, according to the company’s organizational structure, the main point of contact after joining is generally the CSR team, I directed my questions to my CSR. However, for some reason, it would take a long time to receive a response, or the CSR would simply disappear. In contrast, when I asked Christina, she would proactively relay the issue or help contact other specialized departments within the company. This aspect depends heavily on luck; the CSR I encountered was not very reliable.

Furthermore, the company’s salary increases are not very substantial, so it is better to negotiate the offer you want as much as possible before joining.

The recruitment process was very enthusiastic. When I first received the call, I looked up the reviews and found them to be horrendous. My recruiter was Christina Kuo, who answered my questions very patiently and did not constantly pressure me like some headhunters do. At the time, she provided me with several project positions. Since she could not answer some of the more technical questions and needed to ask the client, she was still very proactive in helping me make inquiries. She also actively helped negotiate a better offer for the candidate. The back-and-forth must have been quite a lot of work—thank you!

As for leave and attendance, the annual leave is about the same as at general companies, but there is also personal leave available, which is quite good!

On a side note:

After joining the company, most issues are generally handled by the CSR on the company’s side. However, for some reason, the CSR in my case was not very proactive, often missed messages, or took a long time to respond. Christina was actually much more proactive when I contacted her, helping me resolve issues and answering questions more objectively at the same time. She did not give the impression of always responding with formulaic corporate language, and she was friendly. If you receive a recruitment message from her, it may be worth hearing her out.

Project placements depend heavily on the assigned unit: if you encounter a good one, it feels like heaven; if you encounter a bad one, you are on your own. In a good placement, you can work at an excellent company and gain experience. In a bad one, you are better off putting your effort into side projects. Also, as mentioned above, when there was an issue, it took a long time to find the CSR, whereas the recruiter quickly and efficiently contacted other departments within the company to resolve the problem. It gives the impression that the recruiter takes her work very seriously, while the people above her are incompetent, which has led to poor reviews.

Furthermore, try to negotiate the offer as much as possible before joining, because the company’s salary increases are not substantial. I happened to have a proactive recruiter who negotiated a relatively favorable offer for me, but not everyone will have the same experience, so be sure to compare carefully!

I haven't experienced any yet.

I scheduled two interviews, and HR was late to both of them. The manager was also completely unreliable—sometimes changing the time, and sometimes disappearing altogether. They showed no respect for job candidates whatsoever. Is the company's time valuable, but not the candidate's?

As a staffing company in the tech industry, they have none of the professionalism expected in the field. Completely unprofessional!

1. I was able to express my personal needs. Since I lived relatively far away, I told Abby my preferences for the location of the assignment at the time.

2. At the time, I also told Abby that I wanted to do systems analysis work.

3. Abby proactively helped match me with a suitable assignment location.

It happened to meet all of my expectations at the time.

I can't think of anything for now.

1. I was able to express my individual needs. Since I lived relatively far away, I discussed my preferred work location with Abby at the time.

2. I also told Abby that I wanted to have the opportunity to do systems analysis work.

3. Abby proactively helped find a suitable work location.

These all happened to match my expectations at the time.

I can’t think of any for now.

A staffing agency; the company itself is quite nice (although I didn’t get to use it).

The vacation benefits are fairly decent, but as a dispatched employee, you still need the client company’s approval to take leave.

Abby from recruitment was proactive and friendly. In addition to clearly explaining the nature of dispatched work, she also actively coordinated issues between the companies. She did not deliberately hide problems to lure people into the company, and after I officially started working at the client company, she continued to check in regularly about my work situation.

It’s hard to put into words.

I feel that Wistron Software actually doesn’t care about the employees’ situation.

Aside from the recruiter’s concern,

the company basically does not help resolve problems faced by dispatched employees.

There are even situations where terms that had been agreed upon were rejected by upper management.

It leaves a very bad impression.

Unless you love your work and enjoy being an emotionless coding robot,

I don’t recommend joining any staffing agency.

I have received many recruitment calls from Wistron Software, but I was especially impressed by and grateful to Christinna.

1. Patiently and thoroughly explained the differences between on-site and dispatched work.

2. Proactively stayed in touch and took the initiative to explain my strengths and career direction.

3. Did not deliberately conceal or misrepresent anything, and clearly introduced the company’s projects.

Friends I know who were recruited through her have also said that she is very considerate and takes great care of the engineers she recruits. It is rare to find a recruiter who works so earnestly without being motivated by personal interests.

I believe that with more excellent recruiters like Christinna, Wistron can continue moving toward becoming an even better company!!

Although this is a full-time position at Wistron Software, after considering everything, Wistron Software’s salary and benefits do not offer sufficient advantages compared with similar companies. Therefore, if you receive an offer, evaluate it carefully (Taipei).

For central or southern Taiwan, it may be worth considering~

The recruitment HR Chríѕtínnα I first encountered matched me with suitable positions based on my expertise and needs, and also cared about whether the job met my expectations. The salary and benefits were explained very clearly. They even proactively explained common issues that others might encounter. Even after I started working, they would check in from time to time to see whether everything was going smoothly. Throughout the entire process, I could fully sense their sincerity, which gave me an even better impression of the company.

In addition, the CSR I interacted with more frequently after starting work, Ivy, provided detailed explanations of the work preparation and onboarding information at the beginning of my employment. Whenever I raised a question, they responded and resolved it quickly, and they also checked in on my work situation, providing considerable assistance throughout the job.

One advantage of the job benefits is that there are many days off. Since the work is based at a client site, I could almost always leave work on time, making it easier to arrange my own schedule. However, this may vary depending on the specific client site.

In summary, the helpful HR and CSR staff I encountered during my time at the client site, along with the good working environment, made the entire work experience very smooth!

The opportunities for growth are relatively limited. Although the company offers courses, they do not necessarily match one's needs. If you want to expand the scope and development of your work, you may need to transfer to another client site and interview for different types of work.

Also, because the actual work is still carried out at the client site, the experience depends heavily on the team and environment you happen to encounter.

I encountered a wonderful recruiter, Christinna, while looking for a job. She provided very clear details about the position, as well as various reminders and tips before the interview with the client company. After I passed the interview, she also handled and advanced each step of the process very carefully and diligently. She is approachable and patient, and I genuinely think she is outstanding.

After joining the company, the person I interact with more often is CSR (Customer Relationship Service). I have met two very warm people. One of them is IVY, who personally delivered the new MBP provided by the company to me on the weekend to accommodate my schedule. Whenever I encountered any problems while working at the client site, I only needed to let her know, and she would handle them very efficiently, while also continuing to follow up and reply to me.

The other is Sophia, who was also extremely patient in handling all kinds of matters, big and small, that I encountered while working at the client site. Since new employees initially have many systems they do not know how to use, she patiently taught me and also helped move forward with some procedural matters. She is very approachable and extremely efficient!

I have just passed the three-month mark. Because I work at a client site, most of what I have experienced so far concerns matters, big and small, related to the client-site work. Everyone I have encountered on the current client-site project has been very nice. I will not go into detail here about matters unrelated to Wistron; the above is what I have personally experienced, so I wanted to share it.

Additionally, after passing the probationary period, employees receive extra personal leave, and there is no need to work on make-up workdays!

There are too many employee systems, and it is easy to forget where to go when you do not use them frequently. However, you can actually resolve this by asking CSR for help XDD

I seem to have seen some negative reviews online from people who encountered bad recruiters and CSRs. I feel very lucky to have met the three people mentioned above >"<

1. Recruitment: You absolutely have to recommend chríѕtínnα! She doesn’t recommend people just to meet performance targets; she is very patient in helping find suitable projects and areas where skills need to be strengthened. That’s what makes a job match meaningful. If everyone found projects and jobs through her, the company would definitely receive fewer negative reviews. Seriously.

2. CRS customer relations support: I recommend Ivy! She is extremely proactive and efficient. Whenever a project faces technical, overtime, or personnel-related issues, she patiently finds resources to help! In addition to being efficient and highly approachable, she is always logical and empathetic!

Many negative reviews say that, on certain projects, the business representatives do not ask about anything or employees are left to fend for themselves. I have never encountered that, possibly because I had Ivy.

3. Leave and attendance: There are five personal leave days per year! They are similar to annual leave, and you don’t need to give a reason. You don’t have to work on makeup workdays!! I happened to join in 2022, when there were the most makeup workdays—so great. The project PM said they envied me for openly taking makeup workdays off.

4. Resources: Since it is considered a medium-to-large company, the benefits and resources are pretty good! Many of the courses I wanted to take were available internally, so I often didn’t have to pay to take them elsewhere. Also, when there was a problem with my laptop, they directly helped me apply for a new MacBook. Awesome.

I was lucky enough to have a good project, good recruiters, good business representatives, and good colleagues. But not everyone has the same experience. Often, people stationed at client sites feel like outsiders. If you happen to be assigned to a terrible project or environment and also don’t have a good CRS representative, it can be really miserable. I’ve already heard of one or two friends leaving the company because of this.

Outsourcing personnel is the company’s main business. Most hires are placed at client sites, so if you dare to name your price, ask for as much as you can. Some recruiters face considerable performance pressure, or the company may be in a hurry to recruit staff for a major client, giving you a chance to secure a salary above your expectations.

If you are assigned to work on-site at a certain online bookstore in Taiwan, you are on your own.

Although the client will not ask you to work overtime, project management is a complete mess—everything is urgent and rushed.

Engineers and PMs have disputes from time to time.

The company’s designated contact person basically abandons you and normally cannot be bothered to pay any attention to you; it is practically a borderland.

When disputes with the client arise, the designated contact person basically takes the client’s side.

They will not listen to your explanation at all.

Getting familiar with your colleagues will not help; you are better off getting familiar with the client’s employees.

Large company, comprehensive benefits system, and that's about it.

The interviewing manager didn't ask any questions and afterward had HR relay the answers, which were not detailed.

HR was very enthusiastic before the interview, but once the outcome became unclear, they started disappearing and stopped answering questions. When it was time to provide a verbal response, they vanished completely. If you interview here, I recommend continuing to interview elsewhere until you receive an offer. If you find a company with better benefits, go there instead.

It feels like a large staffing company. The headquarters is quite nice, but if you are assigned to an on-site placement, the environment is not as good.

The salary and benefits are decent. I think the leave policy is fairly generous; if you have to work on a scheduled day off, you are given a compensatory day off, and there is also personal leave.

Abby from recruitment is super nice. You can ask her anything about the job and your expectations; she will help find out more and assist with negotiations. Highly recommended!!

So far, I haven't encountered any major drawbacks. However, working at an on-site placement really requires you to be self-reliant, so it is not suitable for fresh graduates. Those with experience should have no problem.

Pros

1. Recruitment: chríѕtínnα is great and can help you handle anything!

The salary meets my expectations, and the job responsibilities are also something I’m interested in!

General recruitment definitely wouldn’t be like this. I highly recommend it to everyone.

2. The company benefits and systems are pretty good.

There are also clubs and online courses, making it a well-structured organization overall.

Compared with companies of a similar size, the benefits are slightly inferior.

It often leaks whenever it rains, but it’s never thirsty.

Just a reminder!

In a certain client’s software division, it’s very easy to see tasks being assigned right before the end of the workday that are simply impossible to finish. The engineers can only get off work through the client’s tips and charity; they even sell their own livers for money, without knowing how much a gram might be worth.

Hey, people are doing things and heaven is watching—are master’s graduates from relevant fields being regarded as technically inadequate???

A very well-known brand, financially strong, good benefits, and highly approachable recruiters

Your software skills need to be up to par; otherwise, joining could be risky!

None

I’m very skeptical of this policy, which seems mostly to be empty talk—glamorizing the client side to recruit more people. Is it really a new Ponzi scheme, and can it truly attract talent?

You can’t make even the slightest mistake. Once you make one more than once, you may face dismissal. When you send out a distress signal, no one pays attention. There is no chance or room to catch your breath.

Even if you just use your phone briefly to look something up, someone will suddenly appear and keep lecturing you over and over and over.

Sometimes when you want to take leave, you may not even be able to find someone to cover for you, so you can’t take it.

If you take leave directly, it may even be treated as a deficiency. If a location’s operating conditions are poor, you may be forcibly transferred elsewhere, which is extremely frustrating—it’s basically like drawing a lottery ticket.

1. Recruitment: chríѕtínnα is very kind and patient, and doesn’t recruit people desperately just to meet performance targets.

At the time, I said that I temporarily didn’t want to take on work related to a certain language.

They really helped filter out many irrelevant opportunities, and after six months of searching, I finally found a job I liked XD

A typical recruiter definitely wouldn’t do this, so I highly recommend them to everyone.

2. Having worked at quite a few on-site contracting companies, I’ll be honest: this company’s benefits and systems are actually pretty good.

At least they were willing to provide a brand-new computer~

(Some companies require you to provide your own computer, though you can purchase a new one and expense it, with a monthly NT$1,000 offset; if you leave early, you lose it—what a terrible arrangement.)

If you think this is really bad... then you probably haven’t encountered anything worse XD

As an on-site contractor, you feel like an outsider. If you happen to encounter a really problematic environment, you’re truly left without support.

Really good at putting on an act, huh? Yeah-yuh-yuh-yuh-yuh-yuh~

I want to express how unpleasant this situation is. What do you mean by saying that hardship is part of working overtime? Anyway, I didn't like the original attitude—you need to make changes for me.

The interviewer lacked professionalism. Couldn't they even answer such a basic question as under what circumstances resources should be reclaimed? And then they put on an attitude as if to say, “This is difficult—can you do it?” as though they were giving you an opportunity and you should come and express your gratitude.

What do you mean, “You can find the job details by looking them up”? How convenient—if it had been written above, I wouldn't have asked. They knew nothing about anything, couldn't listen to what others were saying, and were probably just copying and pasting, merely trying to trick someone into filling this vacancy. The salary and performance evaluations are not transparent, and the prospects are unclear, which means there are major internal problems at the company.

This place is really just wonderful.

There may be a chance to visit a parallel universe

You might run into

Interviewer

"We have new features emerging, so we need to keep developing and evolving them. Then, while keeping things consistent, new features continue to emerge, because this part may be too complex to understand, yet it may also be understandable."

So what was the original special feature?

Um... you can say... oh, oh, oh... it's okay... it's okay. The understanding may not be quite the same... the examples... actually... it's just... a matter of logical judgment.

We will provide professional training, because this part may be too complex to understand, yet it may also be understandable. WebSockets can be linked to satellite communications and connected to databases all over the world.

(That was way too technical. This must be a world-class grand plan. I thought I was dreaming and couldn't understand it. If you are lucky enough to participate in this project, don't be like me—don't have doubts; take action and join immediately.)

In the end, I was so nervous that I rambled about everything, and they didn't understand any of it either. I must have ended up in a parallel universe.

None

The job posting here doesn’t say what skills are required at all; you only find out when you’re assigned. In the end, you’re expected to know programming, system planning, web design, coordinating staff to write documents, PM work, editing photos and taking pictures for clients, layout design, deploying programs, and even venue setup and serving as a customer service backup.

It’s best if you also know 3D, VR, and artificial intelligence. Sometimes you even work overtime until the next day, are on call 24 hours a day, and have to come in on Sundays. I really haven’t encountered anything more bizarre. If anyone else has experienced this, remember to share.

Now my conscience is at ease, so I should sleep a little better.

Quick question: Which one is suffering in the depths of the eighteenth level of hell?

(X) Project A, (O) Prudential, (X) Project B

But whether you want to go or not is entirely up to you, hahaha

Constantly creating negative examples

Basically, the company only puts on a show: colleagues cannot do things themselves but still demand that others do them? People constantly talk about attractive women at work. In recent years, certain issues have evolved into something even more serious. Company executives clearly knew about these incidents long ago, yet deliberately covered up the main culprits. You could say it is an unspeakable secret. Strengthening cohesion and expanding networks—I only came to realize this after such a long time; there was no

There is a lot of content. Broadly speaking, we can divide it into three categories:

1. Unequal treatment: regardless of working hours or workload, even when people are in the same unit and position, certain individuals receive more salary, promotions, and bonuses.

2. For employees sent on assignments, there is little accountability and they are difficult to manage. There is a hierarchical culture resembling a senior-junior system. Some developers have poor qualifications and know nothing; they have no real knowledge, yet act superior within the company. The company allows employees to drink alcohol during work hours, bully new hires, and so on.

3. The actual situations faced during an assignment are very different from what was described in the interview. You are simply left alone in a completely unfamiliar environment to fend for yourself. From the beginning, HR does not even want to see you, so forget about seeking assistance.

I heard that they may impersonate the assignment company and misrepresent the number of people, with the goal of making you do undesirable work that no one else wants. These incidents are truly outrageous and shocking. They are probably not just the tip of the iceberg, so please keep your eyes open!

The interviewer didn't have many questions, but their attitude was okay, and they had carefully reviewed the applicant's résumé.

The HR representative was far too pushy, repeatedly urging me to inflate the years of experience on my résumé and telling me to fabricate my experience using persuasive wording. She even copied my résumé and personal statement from the employment website, altered the content without my permission, and then told me to use her rewritten version for my self-introduction.

It was extremely offensive and a very uncomfortable interview experience.

None

This is a temporary staffing position recruiting for Gamania; I don't know what the relationship between the two companies is.

But regardless, after scheduling a phone interview, the recruiter simply stood me up, and I couldn't get in touch with them either.

That probably says a lot about the quality of this position—it’s incredibly bad.

Let's start with the drawbacks; I can't think of any advantages. Without first confirming the required skills and the other party's actual needs, they kept pushing me toward interviews. The focus was on a company arranged before this interview, and they even waited two weeks before giving the ridiculous excuse that the hiring manager might not return from traveling until mid-month, and only then arranged this interview.

Also, to be frank, if you are strong in both English and programming, you might as well go directly to a real foreign company—why go through an outsourcing company? At the very least, finding a position through a headhunter would be better than this.

The Hannah I dealt with kept pushing me toward jobs beyond my abilities. They required JavaScript and TypeScript, and she specifically confirmed whether the other party truly would not require English or programming skills. I can only handle basic English and Python to some extent, and my past experience has mainly been in manual testing, not purely automated testing. She told me that she had sent my résumé to the other party and confirmed with them that it was acceptable before arranging the interview.

Yet the interview was entirely in English, and they kept asking about code review and purely automated testing. Even more absurdly, 16 of the other party's 17 employees were in R&D, with only one person handling automated testing. This meant the role required a highly specialized background and would have been more suitable for someone in R&D or with a pure computer science background. I still gritted my teeth and completed the interview. After I gave this HR representative my feedback, she stopped reading and replying after just a few messages (for more than a day)...... Previously, when I still had value to her, she would reply in under five minutes. This level of professionalism is truly terrible.

1. The company has an impressive corporate presence.

2. The pay depends heavily on the department and assignment location, but the salary is slightly higher than that of small and medium-sized companies elsewhere (if you have work experience, you’ll definitely notice the difference when you join).

3. The administrative procedures are very fast XD (purely my personal impression)

I was assigned to a well-known foreign communications company whose name starts with N.

1. This foreign company does not provide comprehensive training.

(The person responsible for training was working with equipment and networks all day, leaving a very poor first impression. He even claimed to have more than 10 years of experience—ridiculous.)

On the first day, I went to the foreign company’s headquarters to meet the colleagues working on the same project.

On the second day, I went to the assigned site.

2. The senior colleague responsible for guiding newcomers also did not proactively assign tasks or share technical knowledge, but only told new hires to keep reading the documentation (they considered this perfectly reasonable).

(Honestly, encountering someone like this right after arriving at the assigned site was really frustrating = =|||

At other companies’ assigned sites, even when all the technical materials are in the original language, the person responsible for training will usually organize a few useful documents in advance for newcomers to reference, at least giving them some direction.)

3. The actual work content and responsibilities were not the same as what was discussed during the interviews with the foreign-company manager and Wistron personnel.

The actual work still had to be assigned by the project-site leader.

(This was undoubtedly misleading to job seekers.)

Later, when I discussed this matter with the foreign-company manager, he said that during the interview, he had explained that I would only get to work on the things I wanted to do when the next new project came along.....

(So that meant only the next project would involve those tasks........)

Later, the foreign-company manager asked whether I wanted to transfer internally to another department or project. I directly told him that I wanted to resign....XD

(Smart people should have figured it out by this point: I had been brought in to fill a position where they were short-staffed, and the other side simply didn’t care what had been said during the interview。。。)

Also, if their goal at the time was simply to find someone to:

1. Go in and read documentation

2. Work overtime and do miscellaneous tasks

3. Travel to central and southern Taiwan

Then they might as well have hired a fresh graduate!

Later, after my leader found out that I had joined with a very high salary, he immediately told the PM, “Wow, so senior-level employees are getting paid this much now!” I heard him from the side. I had actually wanted to turn around and ask my leader, “So should I keep reading the documentation?” w? XD

4. When dealing with older engineers, they would constantly boast about how capable they were (e.g., having worked at certain places... being known throughout the industry..... having worked on major projects, etc.). Well~ perhaps they wanted to gain everyone’s recognition or create a sense of connection. They would also tell everyone that the project couldn’t function without them, and that if they stopped working, everyone else would stop too, or things along those lines.

(Their age speaks for itself—what could I say? XD)

----------------

Conclusion: Overall, my experience during my employment was very poor. It’s hard to imagine this being a foreign company. (More specifically, I don’t think it was any better than other IT or technology companies, whether in terms of the assigned-site environment or the company’s systems.)

Anyway, if you’re interested in developing a career in communications, you can join~~

Everyone I encountered was great, especially Christinna, the recruiter I worked with. She analyzed the pros and cons from the job seeker’s perspective, offered advice, and also helped me negotiate many benefits, rather than just talking about the advantages and focusing solely on sales performance. Kudos.

Nothing unpleasant, but I ultimately still went to the client company.

In all honesty, Chrístínnα from the HR department at Wistron Software Corporation is one of the few recruiters I have encountered among the many interviews who was exceptionally conscientious, considerate, and honest. Whether communicating arrangements or following up dynamically to understand and listen to the various needs of clients and job seekers, they demonstrated a highly professional and responsible attitude. Moreover, their conduct throughout the interactions was appropriate, and I did not feel uncomfortable at any point. Overall, they were highly dedicated, which significantly improved my impression of Wistron’s many negative reviews!!

None

I thought about it for a long time, but I couldn't come up with anything. If I had to say something, it would be that the company has a well-known brand and reputation.

Employees are not treated like human beings. You can be sent anywhere for an assignment; it doesn't matter what skills you were hired for in the interview. Once you're sold off, you're ignored, and if you aren't sold off, you may still be mocked.

Salary and benefits are unrelated to individual abilities or willingness to work overtime; they mainly depend on whether you know how to make a fuss and whether the department makes money.

There is no such thing as profit sharing when the company makes money. You only have a chance to share when your department makes money. When the department loses money, you're asked to weather the difficult times together. Even if the company's performance is excellent, there are still no bonuses and only a low year-end bonus.

A large number of disposable engineers are needed; no experience required.

Have you ever been treated like trash? If not, you definitely have to come experience it. If they’re unhappy with you, they’ll tell you to get lost, then ask you the following year whether you want to join.

A large number of disposable engineers are needed; no experience required.

Have you ever been treated like garbage? If not, you definitely have to come experience it. If you're unhappy, they'll tell you to get lost, then ask you the following year whether you want to join.

None

When they first contacted me, they said they were the hiring company. After reviewing my experience, they hoped I would join them.

I also explained some considerations regarding the job, such as living in another county and hoping that the assigned work location would not be too far away (for the time being, I was not considering assignments/work in location XX).

They then mentioned a job at location A and asked whether I was interested.

After I completed some interview materials, they began arranging a second interview.

When arranging the time for the second interview, they learned that I had interviews scheduled with other companies.

They also said that the company really wanted to hire me and hoped I would not arrange any more interviews, and that I had already entered some of the hiring process.

(This raised major questions for me at the time because it was very different from the processes of other companies.)

(This was when I learned that the assignment was at location B.)

Only on the day of the second interview did I find out that the work location for the assignment at B was not the A location they had originally mentioned, but rather the location I had previously said I was not considering.

(However, I still proceeded with the second interview as usual, although I still had many questions.)

Not long after the second interview, I received a phone call, but I was busy and missed it.

(Maybe they were notifying me of the result. I guess I didn't pass XD)

That evening, they sent me the time for a second interview with another company.

They said they had arranged another assignment location

and asked whether the time was convenient for me.

(After looking at the time, I was surprised to see that it was the very next day, leaving me full of questions again.)

I replied that I had already interviewed a few days earlier and that it was not suitable to arrange another interview for the time being.

After that, I never received any further messages.

Perhaps my technical skills did not meet their requirements, or there simply was no suitable job for me QQ

I also did not get to ask the questions I wanted to ask.

Q1

Why did the location change from A, as originally stated, to B?

Q2

If there was a discrepancy in the location information between the two sides, was there also a discrepancy in what we discussed at the beginning?

I don't think I can ask these questions anymore.

Overall, I felt very bad about the experience.

Fortunately, I knew that until I had received an OFFER,

there were no guarantees, so I continued arranging other interviews.

That was my experience.

Perhaps things will be different for you.

None

1. The recruiter may lie to you that you did not pass the interview for assignment A, and then ask you to take the job at assignment B.

2. Suppose the on-site client is C. It will sign a non-compete clause with the on-site vendor C, but this will not appear in your employment contract.

Beautiful office... easy work

The company’s HR, Leo, is very irresponsible and often goes back on his word. During the pandemic, he sometimes wanted employees to work in shifts, and at other times wanted everyone to come to the office to work. He often doesn’t answer questions, gives irrelevant answers, and ultimately just turns a deaf ear.

There are hardly any benefits internally, so if you’re looking for benefits, don’t get your hopes up.

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Information left in 2014; seven years later, you called to ask whether I could help create a talent database. After I cooperated by answering three questions about whether I was engaged in software-related work and software development, you then asked, "Would you be willing to work in another county or city?" I first asked whether that was the final question and received an affirmative answer. The other party completely ignored whether I could take it and continued asking the next question. Wasn't that just three seconds ago? You forgot it completely. I really don't know what to say to you. Don't mess with me, lady. You kept going, "Oh, oh, oh, oh, oh," completely ignoring whether the other person could take it. If you say "oh" one more time, I'll ____ you.

note: In seven years, I was never hired as a result of an interview, yet you still want me to help you meet your performance targets. How can your superiors have no conscience and feel no shame?

The office is very nice, with good hardware and equipment.

This is a place where interpersonal relationships are very important. Those who place greater importance on developing and growing their practical abilities should consider carefully.

The HR representative was really nice.

They not only gave me advice on my résumé, but also asked me some commonly asked interview questions and told me which parts of my answers were good and which could be improved. (And they did so in a very friendly manner.)

Although the interview results haven't been announced yet, I gained something valuable regardless of whether I pass.

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If you are applying for an engineering position, it will be an on-site assignment.

The HR representative at this company has a very poor attitude. In addition to changing the interview location for applicants, if an applicant declines a follow-up invitation, she responds in an extremely rude tone and even retorts, “You should have notified us proactively too.” I had already replied in advance on the job bank; she simply did not check it, then claimed that she had not received any notification. It was truly astonishing.

Contact person: Ms. Liu

Contact number: (02) 7745-8856

When you receive a call or message, please keep your distance. This person is not someone you can afford to offend.

Regarding the on-site assignment at Taiwan Life:

1. The actual working hours are relatively short, less than 8 hours.

2. No overtime; you can leave on time.

Regarding the on-site assignment at Taiwan Life: (conditions around 2020/05/27)

1. The working environment is poor. It is not a typical office environment, but rather a classroom-like space. You may want to consider asking about this during the interview.

2. Development is constrained by some strange tools and frameworks.

3. Due to information security concerns, only a visitor badge is provided, not an access card, so using the restroom is very inconvenient—you have to wait for the accessible restroom.

4. You may be assigned to perform odd miscellaneous tasks.

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Because you are stationed at the client’s site, most employee benefits cannot be used, so employee benefits are practically just for show.

Be careful: before year-end bonuses are paid, the company may lay off a group of people (including you) on the grounds that there are no projects to work on, thereby saving the company a sum in year-end bonus expenses. Then, after the New Year, it may say there are new projects and want you to come back to work.

A place for fresh graduates to build up their skills and experienced employees to coast toward retirement.

A company that places great emphasis on seniority (if you want decent pay, come back when you have more experience; otherwise, you’ll quickly want to leave).

Telecom fee subsidy (only FarEasTone is covered), company trips, movies you can watch (not movie tickets), and 7-ELEVEN gift vouchers for the three major holidays.

The personal travel subsidy is only available if you apply together with colleagues and travel together (with photos), so it is a benefit you can safely ignore.

Because the company sells labor, salary negotiations basically come down to arguing. Technical skills are not valued, and there is no clear standard for increasing pay; no matter how capable you are, you will only get the minimum fixed percentage adjustment.

The actual technical work and tasks required by the client after joining are definitely less than what was described before you joined—don’t be fooled. Ask for a higher salary if the job warrants it.

Whether a work laptop is provided depends on the client or the company. If one is not provided, bring your own laptop to work.

Technical training? Forget it—it simply won’t happen. Those stationed at client sites have to rely on their own abilities to save themselves. At most, you leave when your working hours are over, and overtime pay is calculated according to the client’s method.

Getting technical experience elsewhere or switching jobs is more worthwhile. The day-to-day life can vary greatly depending on the account and contact person, so think carefully about who your client will be.

Some junior-level employees are easy to get along with.

One male manager at this company really likes making nasty, sarcastic remarks. He knows nothing about the technical side of things yet loves pretending that he does. I remember one time when I had been working overtime at a client site for several days, working myself to the bone, this manager believed malicious rumors spread by a senior engineer about me and called me to say a bunch of really nasty things. He took up a lot of my time. Even when I told him I was busy and asked him to talk another time, he assumed I was avoiding the issue and said: “When you face a problem, you solve it instead of using ‘I’m busy’ as an excuse!” After that, like a broken record, he kept repeating the sarcastic remarks he had already made, insisting on humiliating me in front of other colleagues. Fuck! All I can say is: fuck! He wasn’t even there and didn’t understand the truth of what had happened, yet he was so self-centered that he assumed what he believed was the fact! Later, when I resigned, he even tried to use this incident to make me feel indebted to him! Because he arrogantly thought he had given me excellent advice at the time and took great pride in believing that he was the one who had made me turn over a new leaf there, deciding that I owed him a favor and trying to force me to repay it! What an arrogant, self-righteous jerk! Disgusting xxx! What kind of hairstyle is that? Neither masculine nor feminine! He should take a good look in the mirror and see what he actually looks like! Pah!

Good training and development, with a positive internal culture

The salary increase system is absolutely terrible; you have to negotiate and argue over many things to get anything.

At the company, salary and ability are not indicators or benchmarks at all. Basically, they only care whether you can sell yourself to clients at a good price.

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1. HR is not very clear about the job responsibilities.

2. You have to fill out a lot of information and take tests before the interview.

3. After the discussion, I still had no idea what the job involved.

4. The interviewer kept repeating “Do you have any other questions?” from beginning to end. Even when I asked questions, they would not answer directly and just kept evading them, then continued with “Do you have any other questions?” ..... until the interview ended.

During the interview, HR was not very familiar with technical matters. When asked about overtime, they only said that they had seen few people applying for overtime. Regarding salary, they were willing to offer it, but the calculation was based on the worst-case assumption of approximately 13 months of pay.

The interview was somewhat lengthy. You had to take a personality test first, and before the interview, you also had to fill out two background-information forms. Detailed information about previous employers and past salaries was required...

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A company full of pitfalls

The salary is lower than that of equivalent positions at other companies

There are many benefits, but not every position gets to enjoy them; some positions receive almost none of them

The general manager is a mentally ill old hag who is very easy to offend. One colleague merely walked past the entrance to her office and offended her, so the company soon informed him that the general manager had specifically demanded that he leave. As a result, he was dismissed by the company

The salary is somewhat higher than the previous one,

but objectively speaking, it is still low.

With the skills I have, I could negotiate a higher salary.

They claim to comply with the Labor Standards Act, but in reality they find all kinds of ways to evade it.

They really comply with it—yay, amazing.

The employee benefits are great, but I never get to use them. So great.

There is overtime, but no overtime pay.

I work more than 20 hours of overtime every month.

Wistron, Wistron—awesome, awesome, awesome.

The supervisor has a good temper

Frequent overtime, with no overtime pay

Most of the engineers are dispatched personnel assigned to various companies as on-site developers. Basically, it depends on your individual circumstances; sometimes the environment and points of contact at the company you are dispatched to can vary greatly.