康普材料科技股份有限公司

The on-site engineers are willing to explain things and give tours. The workforce is becoming younger; most employees have little experience, but there is a wide age range. Small snacks are provided occasionally. During the probationary period, there is an exam that determines whether you will be hired.

Be aware that the first few “more senior supervisors and employees” can have a very good experience if you go along with them, but if you do not, they may let you go after the three-month probationary period with a “thank you, and best wishes.” You may come into contact with or inhale chemicals, so be aware of the risks you are taking. As a result, the company’s benefits only truly apply after three months. If you leave early or are deemed unsuitable, they will charge you and demand reimbursement for items including training costs, uniform fees, annual leave, and so on. Salaries are generally not high, so you need to stay for a long time or work overtime. Someone leaves every month, so turnover is high.

【April 2021 updated version】(For everyone’s reference)

1. The security guards were very friendly and helpful.

2. HR was very friendly and kind, and even brought water for the interviewees. Refills were available.

3. The lobby had quite an artistic atmosphere.

4. Indirect personnel primarily worked regular day shifts.

5. The manager of the production unit was very enthusiastic and sincere when explaining the job responsibilities. They also took me on a tour of the production line and gave a general explanation of how it operated.

Although the production line was located in a sheet-metal building, the overall environment was not particularly dirty or disorderly. It should be better than a petrochemical plant, I guess(?)

6. The manager mentioned that promotions at the Compeq Group are based not on seniority, but on ability and performance.

1. There were quite a lot of documents to fill out during the interview.

2. Although the R&D manager was quite friendly, they left casually less than five minutes after coming in @@, asking only a few brief questions and not asking whether the interviewee had any questions!

3. After the R&D manager finished the interview, the manager of the production unit came in. They mentioned that... HR still hoped to find someone with relevant experience for the R&D unit so that new products could be developed. = =

However, although I had worked as an RD, I never wrote on my 104 résumé that I had experience developing related products! = =

Moreover, it felt like... the interview invitation was apparently not selected by the R&D manager(?)

So... the HR manager temporarily asked the manager of the production unit to come in and interview me. I also caught sight of the HR manager writing in the upper-right corner of the personnel information form: “Maybe a process engineer.” @@

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The interview ended after one hour, including time spent filling out forms. When inviting me, they repeatedly said they were very interested in the qualifications on my résumé and wanted me to come in for an interview. However, during the interview, they immediately said they required various types of experience. I had never written that I had such experience on my résumé, so how could you assume that I did? What was the point of saying you were interested in my qualifications? HR clearly had not seriously reviewed my résumé before asking me to come for an interview, which was very poor.

Furthermore, I only spoke with HR. During the conversation, it felt as though my qualifications did not meet their requirements, so they did not bring out anyone from the hiring department. They even said the interview process was divided into two stages… Anyone could tell from hearing that that they were dismissing me as a candidate. They did not even mention the monthly salary.

At the very least, the hiring manager should have come out to talk, so that even if the interviewee was not selected, they could still receive some informational feedback. The company only thought its own time was precious and did not consider that the interviewee had to take half a day off to make time for them. This shows that HR does not consider the interviewee’s time valuable. The company’s attitude lacks empathy, and the information is unequal. As I said, they asked about my salary without telling me the monthly salary for the position, which is very unfair. It makes people feel that inviting them to interview was merely an attempt to collect salary information. It feels like this company is collecting personal compensation and industry information.

I sincerely feel that the company culture reflects Taiwan’s employment culture: unequal information and an employer-oriented attitude toward people.

The security guard was very friendly and courteous—rarely have I encountered someone so helpful. The HR manager’s manner of speaking was cold and condescending. In all my years of working, I have never encountered HR like this. Normally, HR should theoretically be more enthusiastic and lively than sales staff. Here, after seeing you out, they simply turned around and walked away. Their approach to treating people really needs to be completely redone; they were even worse than the security guard.

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The colleagues are scheming and rely on their seniority to throw their weight around, and they often speak ill of others.

They require employees to take full responsibility for their work and often assign you additional tasks. During the interview, they said that employee trips were often overseas, but it turned out to be domestic travel.

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I sincerely recommend not going