住商不動產加盟總部_住商實業股份有限公司

The company benefits are quite good. There are quarterly bonuses, gift boxes for the three major holidays, year-end bonuses, and so on.

The annual salary is said to be at least the equivalent of 14–15 months of pay.

The company atmosphere is fairly harmonious (on the surface???).

I heard that an employee in a certain department (at the Taipei headquarters) often borrows money from colleagues. I don't know whether they always pay it back.

After the company found out, it also did not actively address the issue or discipline the employee.

It feels like they are still allowing the employee to continue doing whatever they want and harassing colleagues. Apparently, this has been going on for at least one or two years.

I find it extremely outrageous = =

A very traditional company. The company makes a profit for the year, and the benefits are quite generous. The annual salary is said to be equivalent to 16–18 months’ pay. A hidden benefit is that there is a Living Dharma reading group every month, and employees need to attend two days of meditation retreat every November.

The head of the IT department was also parachuted in from Sinyi. He claims to have led several teams, but just by watching him plan a project, you can tell that this manager is completely incompetent. He only gives a vague outline, and then one person has to do everything from start to finish—a one-stop, end-to-end concept. At times like this, he says that this is how the people under him used to work. If your approach differs from his, he insists that you follow his ideas. However, he actually explains nothing and immediately starts making sarcastic remarks toward you. After the work is completed, he takes all the credit, making it seem as though everything was his achievement.

Furthermore, since he was parachuted in from Sinyi, he apparently also had a contract with them. Occasionally, you hear him complain that Zhushang’s systems and ideas are too outdated, while repeatedly saying how good Sinyi is. If that is true, then why didn’t he return to Sinyi after his contract with Zhushang ended? Obviously, Sinyi does not recycle its resources. If this IT manager were really so outstanding, how could Sinyi have let him remain outside the company for so long? In conclusion, this IT manager is truly terrible.

The head of the Marketing Department often complains about how hard she works, but every day she arrives later than everyone else and leaves exactly on time. Her subordinates often work overtime until 8 or 9 p.m. before going home, and she seems completely unaware of it. Whenever she takes a day off, her subordinates are happier than anyone else and may even order drinks to celebrate. Also, at every meeting, someone has to specifically move the chair she is accustomed to sitting in for her, making her act as though she were an empress dowager.

Finally, the IT and Marketing departments have a very close relationship, so you often see these two managers hiding in a corner whispering and criticizing decisions made by the chairman or other department heads as stupid. They seem completely unaware that while criticizing others, they are also quietly becoming the subjects of other people’s criticism and amusement.

The basic salary will be cut significantly, but the year-end bonus depends on the circumstances.

The head of the Marketing Department only makes grandiose claims and keeps sitting in the back pretending to do nothing. As long as you have an accommodating supervisor, they won’t give you a hard time. But when you oppose them, they have all sorts of “tactics.” Whenever you do anything with the Marketing Department, you have to “record it”—I’m not kidding—or you won’t know how you’ll end up getting screwed.

In the Information Department, be careful that the supervisor doesn’t dig a pit for you to fall into one day. If you lack the ability, be careful of the sarcastic remarks. They’re all talk; even if they have technical skills, they won’t help you much. Their technical knowledge is only superficial, and they have no planning ability—they just talk and talk..

Interviewing for a store expansion position

1. The annual salary is offered at NT$600,000–700,000, which seems quite high.

2. The benefits package appears to be fairly good.

1. There are six interview stages alone, which is extremely lengthy and complicated.

2. The first stage is a video interview. If they think you are a good fit during the video interview, they will ask you to attend an in-person interview at the Taichung branch, but they do not tell you during the video interview what you will need to do afterward. As a result, the visit alone took more than two hours.

The second stage requires you to fill out basic information, take a personality test, and handwrite a lot of information about your work experience. Writing all of that took nearly an hour.

In the third stage, they go through what you wrote item by item and ask you to explain it.

In the fourth stage, they give you a prepared data table and ask you to recreate it in PowerPoint within 10 minutes. Fortunately, I knew the basics; otherwise, who could possibly do it with such little warning?

In the fifth stage, based on current circumstances, they ask how you would persuade owners of other stores to join their brand. It felt like they were teaching a class and constantly trying to instill their ideas in you.

In the sixth stage, they ask you to look at a presentation and think about how you would use its content for online marketing…

Just seeing this much, I know many people would already be exhausted. I was even more exhausted and annoyed. If they are going to require so many interviews and tests, they should at least mention it during the video interview so applicants can arrange their schedules accordingly.

3. I passed all the stages, but then they wanted me to decide on the spot whether I wanted the job. If I did, I would have to report to the Taipei headquarters for the final interview with the general manager. I said that as a job seeker, I would certainly have several other opportunities to consider, but they would not let me think it over and insisted that I decide immediately. The feeling was so pushy and aggressive; their colleagues must be suffering too.

3. The salary is high, but if the job is not enjoyable, I would rather not take it.

The company benefits seem pretty good

The equipment is a bit outdated

It feels like the salary can't be set too high

None

The Central Taiwan Area Sales Specialist / Chain Store Consultant / Sales Supervisor are all the same job.

If you do not have your own car, there is no point in even discussing the position. The company will not provide a vehicle, and you would need to visit franchise stores across Taichung, Changhua, Nantou, and Yunlin.

Nothing further was discussed because, after I said that I did not have a car, would not buy one, and could not borrow one from my family, the conversation could not continue.

The key point is that if having your own car is mandatory, this could be stated during the initial phone call, so applicants would not have to make a wasted trip.

After arriving, I also had to fill out a large amount of information first: an interviewee résumé form, a personality test, and short-answer questions (why I wanted to apply, an experience of failure, how I handled it, my motto, my five-year life plan, etc.). I spent a long time writing everything, only for it to end with one sentence: “You don’t have a car.”

Even if it was inconvenient to ask about this during the phone call, they could have mentioned it before asking me to fill out the forms. It was a waste of 30 minutes.