凱鈿行動科技股份有限公司

The deputy general manager of sales is a sincere and kind supervisor. The sales staff in the neighboring department are also decent, and the new sales manager is very nice.

HR is good; HR really provides colleagues with very comprehensive and professional support.

The deputy general manager of sales is a sincere and kind supervisor, but left not long after I joined the company.

The new sales manager also left within less than a year after joining.

It is said that they are the head of the content department, but in fact, they are temporarily filling a role involving product-related sales work from another department.

1. Regarding training, there is an orientation. During the first week, HR and IT provide assistance,

but it does not cover the company's advertising, marketing, or media products at all.

2. There are actually not enough internal planning staff, but during the interview they said it was a team made up of AM-level employees. In reality, a large amount of the planning department's important work is outsourced.

Sales staff need to avoid mentioning this, or the company's operational situation, as it does not meet the needs of some clients.

3. The finance department is chaotic. It shares the same department with the software sales team, but the system is disorganized, and they cannot even issue invoices.

There are piles of old-fashioned Excel files and forms manually keyed in several years ago.

After an order is submitted, there is no one available to provide assistance. In addition, the finance staff, who have poor emotional control, lash out at several female sales representatives,

while acting like sycophants toward young, attractive male sales representatives.

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

Whether you are a rookie salesperson or an experienced one, I strongly recommend against it. Do not consider a company that does not value its sales staff or its brand.

If the system is illegal, I absolutely do not recommend joining.

😥 Bonuses are calculated quarterly and paid only in the following month.

😥 Bonuses are paid according to the client's execution percentage. Even if the client prepays for six months and an invoice is issued first,

they use avoiding client refunds as an excuse and say the bonus cannot be calculated. The entire order must be completed—in other words, after the client finishes the six-month execution period—and the bonus is not paid until the following month.

Delaying the compensation sales staff worked hard for already violates the Labor Standards Act. This is consideration for work—the commission due for bringing in an order—not something optional.

😥 After resignation, any unpaid bonus is automatically cut in half. The company clearly makes money from the orders, doesn't it?

😥 Moreover, after resignation, you cannot receive bonuses that the company has not yet fully paid. Although the portion up to the resignation date is calculated, HR says it will not be paid until the client has completed the entire order:

Furthermore, because another salesperson takes over the service, the execution after resignation does not count toward the bonus either.

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

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

The company policies are very flexible

The original employees are very kind

You can work from home

The Taipei office is very chaotic

The new floor is barely managed

Supports many people

The core business is not very profitable

Started laying off employees while also developing new product lines

New floor

Does not really listen to the opinions of experienced employees

Places a strong emphasis on how to make money and does not care about long-term development