威朋大數據股份有限公司

As long as you can convince the boss, you can proceed with almost no obstacles within certain constraints (budget and time), even if your colleagues disagree with the architecture or technical details. If you can finish development in less time than expected, there is no problem with playing on your phone at work. Basic R&D staff perspectives:

1. You can cook something to eat after work, completely treating the company as your home and settling in for retirement

2. The company image is very positive, with a big-data focus; it is an excellent stepping stone. Loyalty multiplied by external opportunities = 1, on the condition that the code you write has comprehensive, detailed unit tests, so that those who come afterward can take over easily

Maintaining with very few people something that was developed with ten times the manpower, yet taking pride in achieving this through engineering means.

As a result, people are afraid to refactor and iterate on the system in very unmodern ways.

Functional programming enthusiasts are advised not to join.

Mixed-paradigm programmers can go in and have some fun.

The code will contain many strange and unnecessarily demanding requirements that are very strange to Haskell / OCaml programmers / Lisp programmers...

The general manager is the owner, will carefully review your past experience, and the supervisors also conduct very thorough interviews

The second-round online interview with HR was extremely disrespectful. They actually asked exactly the same questions: why you left your previous company, expected salary, expectations for your current job, and so on.

There was absolutely no internal handover of information about each interviewee. Having to answer everything from the beginning again would be one thing,

The company has a WFH policy, so HR is basically difficult to reach.

HR M's attitude was extremely poor, and they could not even clearly explain the most important part of a sales position: the bonus system.

Instead, they pushed the questions back to us, saying that the general manager and the department supervisor would notify us about the bonus system later, including the thresholds.

Who goes through a second-round interview without knowing the compensation and bonus structure for the sales position???

The bonus system is absolutely the worst of the worst!!!!!!!!!!

For experienced salespeople, I absolutely do not recommend this company. There is no need to consider a company that does not value its sales staff.

For inexperienced salespeople, there is a complete system and resources—provided that, if you really join the company, it fulfills the promises made during the interview rather than lying,

But based on my past work experience, considering that HR was so terrible during the interview and the system is illegal, I absolutely do not recommend joining.

1. Bonuses are calculated quarterly and paid the following month,

2. Bonuses are paid according to the customer's execution ratio. Even if the customer prepays for six months and an invoice is issued first,

they use avoiding customer refunds as an excuse to say that bonuses cannot be calculated. The entire order must be completed—that is, the customer must finish implementation after six months—and the bonus will only be paid the following month.

Delaying compensation that salespeople worked hard for already violates the Labor Standards Act. This is compensation owed for bringing in the order,

not something optional that may or may not be provided.

3. HR said that after resignation, any bonuses that have not yet been fully paid are automatically cut in half. The company clearly makes money from incoming orders—what is this?

4. After resignation, you cannot receive any bonuses that the company has not yet fully paid. Although the portion up to the resignation date is calculated, HR said payment will be withheld until the customer has completed the entire order.

Moreover, because other salespeople take over and serve the accounts, the portion executed by customers after resignation does not count toward bonuses and will be deducted.

The salespeople who remain and inherit this work do not receive bonuses either. It is a system that lets the company profit for nothing.

5. If you do not meet the target, you receive 50% of the bonus; only 100% target achievement qualifies for the full amount.

Colleagues are generally very friendly, and they’re people I’ll continue keeping in touch with even after leaving the company.

The company only makes empty promises. In reality, entry-level employees have their salaries frozen and there are no opportunities for promotion.

Annual leave after 16 days of employment

The guaranteed annual salary agreed upon during the interview—the company said it wouldn’t pay it, so it simply didn’t.

Will this company make a fortune? Is there gossip that one of the bosses is also a national policy adviser to Han Kuo-yu?

I know there can’t be any downsides to following the bald guy!

None

The boss loves making grand promises and is self-righteous.

The company environment feels good, and the interviewers had a positive attitude.

The same few questions were repeated too many times across the interview rounds. I feel there could be better internal communication to avoid wasting too much of everyone’s time.

Regular working hours. Although we have to clock in and out, it is mainly for labor inspection purposes, so it practically counts as a no-clock-in system.

The office is beautifully decorated, and the atmosphere is harmonious.

The company was established many years ago, but many R&D-related systems have still not been put in place.

There are almost no IT personnel; R&D staff have to fill in for them.

At the end of last year, I interviewed for a finance and accounting manager position.

Interview process:

1. Written test first

The written test covered finance and accounting questions, such as translating finance and accounting terms from Chinese into English and English into Chinese, giving examples of how items are classified on a cash flow statement, accounting journal entries, and so on.

However, it made me wonder whether these questions could really assess the expertise and capabilities required of a finance and accounting manager.

2. Interview with the finance and accounting manager

As soon as I entered, I was asked to introduce myself in English. I admit that this is one of my weaknesses, and I did not perform well. However, the manager did not introduce herself at all, from beginning to end, which felt rather impolite. She also could not clearly articulate her specific ideas or expectations for leading the department. It seemed that, essentially, there was simply a lot of work to be done, so they opened the position to find someone. I could not sense the level of perspective expected of a manager. She came across as somewhat conceited without being aware of the limitations of her own experience.

3. HR interview

The interviewer was a young, sweet, and friendly woman. Compared with the interview conducted by the hiring manager, she came across as much more professional and experienced.

Result: Unsurprisingly, I was not hired.

Thoughts:

Perhaps I had high expectations of a startup and hoped to work with a young, passionate, and capable team, with an opportunity to strive together. The process and atmosphere of the written test and interviews were somewhat disappointing.

However, it is still no easy feat for a startup to achieve results. If key departments such as administration and finance and accounting—which shape the company culture and processes—could work harder and put more thought into their efforts, they could attract stronger team members.