精聯電子股份有限公司

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The monthly salary offered for a lead engineer is less than 60,000.

Can't think of any advantages

After reading the reviews from previous employees, I really regret not checking this company’s culture carefully on Tianyancha before joining. As a result, I ended up wasting my time at this company.

I joined this company last year. I originally thought that a listed company would be a decent place, but only after joining did the nightmare begin.

The codebase is extremely outdated. Besides still using the antiquated ASP.NET, they are also constantly writing stored procedures for the database. I simply have no idea what they are doing.

The foul-mouthed person even requires people who write the backend (C#) to develop Android apps, while the senior employees who develop Android apps have to write stored procedures. Responsibilities are completely mixed up; I have no idea what anyone here is doing.

In the end, I really couldn’t stand the unreasonable demands from that foul-mouthed person anymore, so I decisively chose to resign.

Anyone considering joining this company’s software development department really needs to think twice.

You can hear lots of lies and bullshit.

If you want to experience the joy of working with a foul-mouthed person,

the opportunity has arrived.

They’re finally hiring a PM at the Slave Bank.

https://www.104.com.tw/job/7gyxm

https://upload.cc/i1/2023/03/21/pEiJGL.jpg

This job will let you understand just how incompetent this foul-mouthed person is.

They can’t find any of the SA documents left behind by each PM,

and then tell the newly hired PM to rewrite the SA documents.

For a single SA document, they can keep asking you to revise it based on their personal preferences.

They’ll have you revise it until you question your life choices, and finally say, “I think the first version was the most suitable after all.”

When there’s something they can’t settle with the client,

they tell the PM to negotiate it.

If the negotiation succeeds, it’s their achievement.

If it fails, it’s because the PM is incompetent.

If you want to experience what a life in darkness is like,

this job will be the best choice.

There really aren't any advantages.

When I previously went to Jinglian for an interview,

I was first interviewed by the senior manager surnamed Yue, and then by the foul-mouthed interviewer.

During the interview, I felt that the foul-mouthed interviewer was constantly acting with ill intent.

He kept insulting people whenever he spoke.

I reported this matter to the senior manager surnamed Yue.

The senior manager surnamed Yue said that this person was simply like that—blunt and outspoken, with no malicious intent.

Only after joining the company did I realize that the senior manager surnamed Yue had been lying all along.

Moreover, the foul-mouthed interviewer was not merely ill-intentioned; his abilities were also very poor (he practically had no abilities at all), and he openly led others in violating company rules.

Yet he expected the people under him to follow the rules he had created.

After I reported this situation to the senior manager surnamed Yue,

the senior manager surnamed Yue only put on an act, pretending to look shocked and unaware that the foul-mouthed interviewer was this kind of person.

He also said he would handle it, but nothing ever came of it.

When I submitted my resignation, HR conducted an exit interview and asked whether I was resigning because of the foul-mouthed interviewer.

Even colleagues working as far away as Xindian asked whether I was resigning because of the foul-mouthed interviewer.

Every colleague in Xindian knew that the foul-mouthed interviewer in Neihu was a serious problem.

The only one pretending not to know was the senior manager surnamed Yue.

Every time, he only tried every possible way to trick people into joining the company.

Yet he turned a blind eye to the problems caused by the foul-mouthed interviewer.

no

Seeing the post below, I never expected that “Badmouth” would still be employed by the company. Apparently, many engineers resigned because of him, yet the company still has not dealt with him. This shows that the company’s management has serious problems.

After reading the few posts below, I guess everyone was probably tricked into joining. Whether it was only talking about the company’s good side during interviews while saying nothing—or speaking very vaguely—about the bad things, or recruiting people with little work experience and deceiving them into joining, I was tricked into joining in the same way back then.

That year, I had just graduated from university. After finally finding a job, I naturally treasured the opportunity all the more. Moreover, during the interview, my supervisor promised that I could stay and work in central or southern Taiwan and be responsible for local cases. However, when it was time to formally issue the offer, I was told that the supervisor hoped I could work in Taipei instead. For a recent graduate with no work experience, and given that this was a job opportunity I had worked so hard to obtain, I naturally did not dare refuse. That was how I was tricked into joining the company.

If I’m not mistaken, the senior manager surnamed Yue mentioned in one of the posts below should be the same supervisor I’m referring to, right?

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That foul-mouthed supervisor

should be this person

https://tw.linkedin.com/in/yihsin-chen-720362112

https://upload.cc/i1/2023/01/28/Du43Ii.jpg

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The foul-mouthed supervisors mentioned downstairs, or the bulldozers—the departments they belong to are listed after the slave-bank job postings as A3701 and A3703; those are the departments they belong to.

https://upload.cc/i1/2023/01/07/zB5nS7.png

Life is short. Unless you really cannot find a job, there is no need to join this company, and even less reason to join the departments mentioned above.

I tried hard to think for a long time, but I really couldn't think of any advantages.

The end of the year is approaching once again, which also marks the beginning of the nightmare for the company's sales staff.

Every year-end, the company asks everyone to lay out their vacation plans. To save costs and avoid paying out compensation for unused leave, the senior executives require everyone to use all their leave according to their vacation plans.

But sales staff have to close all the cases on their hands before the end of the year, making this the busiest time of year. Yet the senior executives insist that the managers below them keep an eye on employees' vacation plans. If you don't take leave according to the plan, they will force you to use it.

As a result, many unfortunate salespeople—especially young and inexperienced ones—have no choice but to apply for special leave through the company's HR system, then come into the office to work on the very day they have taken that leave.

Of course, the company treats you as though you voluntarily came to the office to learn. How could they possibly pay overtime? “Because We Care” is just a slogan they chant; take it seriously and you're the one who loses.

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The first-level supervisor's breath smells extremely bad, as if they have not brushed their teeth for many days. They do not drink water on a regular basis, only extremely sweet lattes and extremely sweet black tea.

They usually like to pass by other people's desks and glance at what is on their screens. They have extremely little trust in people. They ask about work progress once before the end of the workday, and the first thing they do the next morning after putting down their bag is ask about work progress again. Do they expect employees to work overtime every day, and therefore want the work progress before leaving work and the work progress at the start of the next day to be different? They constantly keep a close eye on people every day, creating tremendous work pressure. This supervisor is the head of the Software Solutions Department.

The second-level supervisor is two-faced, both publicly and privately. After problems are reported, they only give motivational platitudes and take no action. When an employee is about to resign, they say, “Oh—why didn't you ever tell me about it?” They are an extremely hypocritical phony. This supervisor is the head of the Information Technology Department at two companies.

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The post below is very, very realistic.

Everyone who was bulldozed has already been completely wiped out.

Whether they are senior or junior engineers,

the bulldozer is simply the ultimate example of passing the buck.

And that senior manager will always only say to engineers who have resigned, “[When something like this happened, why didn’t you tell me earlier?]”

They are always behind the curve.

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The author is an engineer who escaped from this company.

There was an extremely senior engineer at the company who always had many excuses and pushed responsibility onto others whenever something happened. I will refer to him as “Bulldozer” below.

When my manager instructed me to take over maintenance of “Bulldozer’s” project, the nightmare began. There was no documentation or explanation of the project details during the handover; he only said, “Everything is in the code.” In the end, I was able to understand the program’s overall functionality only through hands-on investigation and by finding documentation for the earliest version in the company’s files.

For one project, I happened to work with “Bulldozer” on the same development effort. After completing my part, he needed a customized component for a feature he was developing, so he asked me to help create it. Once development was complete, I moved on from the project. Later, “Bulldozer” discovered that some functions had not been considered when the component was originally developed, but he was unwilling to add them himself. Instead, he pushed the problem onto me, saying that because I had developed the component, I was responsible for completing it. Thus, relying on his “seniority,” he pressured me into finishing the feature for him.

Later, the senior manager wanted to develop a library for shared use by the development department and assigned “Bulldozer” to oversee it and plan the development work. However, “Bulldozer” passed the work on to the engineers under him. He only recorded the development time and which library was being developed. The engineers below him were left to decide what functionality the library should contain, and development could proceed only with the agreement of all engineers. He also showed no concern for the development progress; whenever the senior manager asked about it, he shifted the blame to the engineers below him and claimed that none of it was his responsibility.

The library maintenance was even more astonishing to me. The library shared by the department was not maintained collectively. Instead, the people who developed it were responsible for maintaining it themselves. Bugs and feature requests were sent to the original developers, rather than being adjusted through pull requests reviewed collectively by the department. I found this extremely shocking.

In the end, unable to tolerate this kind of development environment any longer, I chose to escape from the company.

A good company for slacking off and coasting toward retirement

This is a company with an inexhaustible list of terrible deeds.

The company's slogan is “Because We Care,” but in reality it is “Because We ‘don't’ Care.”

The foul-mouthed junior manager of one of the company's software development departments does not care about software development quality at all. What he cares about is whether the engineers use technologies he knows. If an engineer uses technology he does not know, he will berate the engineer and forcefully demand that they switch back to technology he knows.

The “foul mouth” often tells engineers that he has 20 years of development experience and has held every position in software development, including PGM, SA/SD, and PM. Yet technically, he only knows ASP.NET and does not even know ASP.NET MVC.

Therefore, he strongly insists that engineers use Xamarin to develop Android apps, and that they connect directly to the database in the code. Even after the company began promoting native app development, he still insisted that engineers connect directly to the database in the code, completely avoiding Web APIs and prohibiting engineers from writing additional Web APIs. He gave no consideration whatsoever to information security or app performance. If an API really had to be provided for external parties or vendors to call, the only option was to use the outdated technology of writing a SOAP Web Service with ASMX.

As for the other projects, things were even more absurd under the “foul mouth's” leadership. Although it has long been the Internet age, the “foul mouth” kept promoting WinForms projects, with no architecture whatsoever; the same logic could be scattered repeatedly in different places throughout a project.

At long last, there was an ASP.NET MVC project, but the “foul mouth” never properly clarified the customer's requirements. As a result, engineers worked overtime past midnight every day, with the record reaching 3 a.m. The engineers were forced to work that late, and not only did the “foul mouth” fail to buy them late-night meals, he also rejected their overtime or compensatory-leave applications one by one, leaving the engineers extremely dissatisfied. Later, a senior manager stepped in to mediate and allowed these engineers to apply for one day of “official business leave” each week without coming to the office (“black leave”) to compensate for the overtime.

The “foul mouth's” other deeds are truly too numerous to list. For example, he required engineers to put a great deal of business logic in stored procedures, constantly berating them and claiming that this was the only way to achieve query performance. Yet he had no concept of database normalization when it came to table design: one table could have four primary keys, indexes were never created, and the columns in every table were named TA01, TA02, and so on. When customers often requested small functional changes, he did not follow the company's quoting process. Instead, he secretly modified stored procedures in the customer's database without telling the engineers. When the customer later requested major changes and he had no choice but to go through the company's internal quotation process, the engineers kept making changes that kept failing because the stored procedures in the customer's environment differed from those in the internal test database.

The “foul mouth” constantly tells engineers that he has 20 years of software development experience and has managed many projects, both large and small. Yet when it comes to project management, he knows almost nothing and does not even understand any project management software. He never rejects unreasonable customer demands. If engineers cannot implement something or it would take a great deal of time, he simply berates them. During projects, the “foul mouth” never holds meetings. He believes that everyone sits together and that they only need to ask one another, so he lets engineers argue among themselves and even allows testers to test arbitrarily. Testers always test according to their own feelings, often telling engineers, “I think it should be like this,” but what they “think it should be like” is often not what the customer wants, leaving engineers trapped in an endless cycle of revisions.

The most outrageous part is that the company finally hired an architect to improve its internal software development process, but every improvement proposed by the architect was completely vetoed by the “foul mouth.” Even the architect's proposal to set up GitLab internally to manage projects was vetoed because of the “foul mouth's” overbearing exercise of authority. In the end, the architect could only be reduced to the role of a senior engineer.

The senior manager surnamed Yue clearly knew that the “foul mouth” was making a mess of things, yet continued to turn a blind eye. Whenever an engineer resigned because of dissatisfaction with the “foul mouth,” he would either say, “If the ‘foul mouth’ was making a mess, why didn't you tell me sooner?” or come out with nonsense such as, “The ‘foul mouth’ is the manager I promoted, so I have to give him authority,” and so on.

Apart from that software development department, some of the company's other policies are also outrageous. For example, the offer letter says that salaries will be adjusted after the three-month probationary period, but after three months there was no salary adjustment at all. After employees resigned, their salaries were not deposited on time, and the company even withheld their pay on the pretext that “the company's internal handover had not yet been approved,” treating the Labor Standards Act as if it meant nothing.

If a company has no integrity toward its own employees, how could it possibly have integrity toward its customers? If it does not “Care” about its current employees, how could it be “Because We Care” toward its customers?

What this company really demonstrates is “Because We ‘don't’ Care.”

None

The supervisor is incompetent and doesn't know how to do the job, while there are many people who only talk and don't work. The salary is low, and the raises are even smaller. Please consider carefully before joining.

(omitted)

I was a temporary worker who left the company at the end of June. My salary was originally supposed to be paid on July 5, but as of July 7, I still have not received it. When I called to ask, I was also unable to find out the specific date on which it would be paid. I’m giving a negative review solely because of the delayed payment of wages!