町洋企業股份有限公司

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Interview: Electronics Product FAE Engineer

Due to the pandemic, the interview was conducted via video.

1. Candidates must have relevant work experience.

2. Questions will cover the application of remote I/O, how to wire photoelectric sensors, and remote I/O configuration methods.

It’s good at the parent company.

Benefits, year-end bonuses, etc.

At the subsidiary, in the IO department:

One person has to handle multiple roles.

Once the company stopped making money and the parent company stopped supporting it,

compensation and benefits basically stagnated or were even reduced.

Many people now receive less than one month’s year-end bonus.

Whether you get a raise or year-end bonus basically depends on whether your supervisor likes you.

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The IT manager and HR were both quite rude, constantly interrupting the job candidate while they were speaking.

HR also kept asking you to rate other companies, setting traps for you.

If you say TOWNYANG is bad, you’re definitely blacklisted.

If you say TOWNYANG is good but hesitate when they ask whether you want to join, you’re blacklisted again.

What a stupid company, asking stupid questions.

Good benefits

Political factional infighting within the department is severe. They only chant superficial slogans while openly saying one thing and doing another behind the scenes (for lower-level employees, all you need to do is put on a show as long as you align with the right faction). If you like this kind of thing, this place is a good fit.

The benefits are pretty good, including meal allowances.

There is also training.

This is a problem that many companies have nowadays: as long as you join the right faction, you get assigned to attend meetings and social events. Even people with no experience or ability can have their shortcomings covered up and be made to look good. After being trained for a while, they become quite good at putting on a façade—but that is a separate matter from actual ability. Meanwhile, capable people on the other hand are worked to death.

As a result, the turnover rate is extremely high, and it is a pretty miserable environment.

Big companies all support people who do not work. Can they really improve this way? Is this what you call a good company?

To work there, you either have to become like them and do nothing, or be one of the people who work themselves to death!

That is why I left. It is quite a shame, because it could have been a good company.

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1. During new employee training, the boss said that the company is not a happy workplace, contradicting HR.

2. The headquarters and factory are separate. The headquarters is lifeless, while the factory managers engage in infighting, have poor emotional management, and let long-time employees slack off.

3. Job responsibilities are unclear, and the turnover rate among new employees is extremely high.

The environment feels pretty good, and the supervisors all seem quite young.

There was a professional test during the interview~~~~~The questions weren't difficult~~~~

They said there is no travel allowance for business trips to mainland China~~~~

1. Meals are provided

2. The work environment is good

3. Relations among staff below the departmental management level are fairly pleasant

1. The manager's policies frequently make 1,950-degree, superluminal turns; “That’s your area of expertise” is a common catchphrase among supervisors.

2. Cost-cutting is extremely severe; pushing things to the minimum or into negative territory is...呵呵.

3. Relations between supervisors and Taiwanese partner vendors are almost always unpleasant, causing vendors to delay or directly discontinue business when subsequent warranty or other issues arise.

4. Supervisors all seem to suffer from severe big-headedness. After evaluating or inferring from a report from a professional perspective, they will answer, “莫宰羊” [I don’t know].

5. They especially like using Mainland China-made machines to replace machines from Taiwanese vendors. The Mainland factory will complete the machine inspection and send it back to Taiwan, but when problems occur, the Mainland vendor does not handle the follow-up, leaving the engineers below to “solve it themselves.” Those who cannot resolve it are deemed to have “a problem with their ability.”

6. When problems occur, they do not prioritize handling the “matter”... What they prioritize instead, readers should know.

Conclusion

The company itself is good; it’s just that some departments are...呵呵呵呵...

Lunch is provided, there is comprehensive training, and the company has established systems and processes.

1. The Japanese business manager is difficult to deal with.

2. The salary agreed upon with the manager was 2K higher than the salary actually communicated by HR—a company that even cuts 2K, seriously.

3. The manager’s performance evaluations depend on their mood. Even though the exam results were passing, the evaluation still stated that the employee had not passed.

4. HR deceives people by claiming that being laid off will leave a public record that other companies can look up later, and encourages people to resign voluntarily to save severance pay.

5. Conclusion: It is actually a decent company overall, but some departments are awful. If you value your life, you should still avoid it. HR is also very good at cutting costs, so consider this carefully.

Comprehensive policies, meals provided, and the boss is pretty decent.

The atmosphere at work is dull, and the senior employees don't really look after newcomers.