Pros
Derek is a large company, and when chatting with friends, it is easy for them to know which company I am referring to.
During the application process, their response time was relatively fast.
The HR representative who scheduled the interview was very courteous. Knowing that I had another interview and might not have enough time to eat, they proactively scheduled my interview for an hour later.
After I completed the personality test, I proceeded directly to the interview. The process was not complicated (at other companies, I had to take an English test, a logic/IQ test, and handwrite a proposal on-site...).
The interview went very smoothly, and the interviewer was also very straightforward and easy to talk to. The questions were fairly neutral and not excessively difficult. The interviewer proactively told me about the company’s benefits, bonuses, training, and so on.
After the interview, the interviewer also proactively asked whether anyone had given me any advice during my interview process up to that point.
The interviewer at Derek provided me with some information, allowing me to do more research and learn about the company. During the interview, we also exchanged views on some of Derek’s practices.
Overall, Derek’s interview process was quite good and worth pursuing.
Regarding salary, I personally think it varies depending on one’s qualifications and experience, as well as the job responsibilities.
Because I did not want to take the MRT, I came by motorcycle, so I had to arrive early to find a nearby parking space.
The colleagues get along very well because they are being exploited together.
The company underpays salaries, and audits casually find the employees below guilty without conducting any investigation. It often fines lower-level employees under various pretexts, with absolutely no management system to speak of. Everything is based entirely on seniority—whoever has been there longer gets to speak louder—and employees are also expected to take the blame for their superiors from time to time. The company asks you to organize events, saying that you can use the company tax ID, but even aside from the pitifully small budget, it is unwilling to release the funds.
Former employee of San Chuang, employee of the busiest Mi branch, veteran-level
The colleagues have a very good relationship because they are being exploited together.
The company underpays salaries, and audits casually convict lower-level employees without conducting any investigation. It often fines lower-level employees under various pretexts, with absolutely no management system to speak of. Everything is entirely based on whoever has been there longer having the loudest voice, and employees are also expected to take the blame for their superiors from time to time. The company asks you to organize events, saying you can use the company’s tax ID, but even setting aside the pitifully small budget, they are unwilling to release it.
A former employee of San Chuang, from the busiest Mi branch, an old-timer.
Free coffee machine
Flexible choice of working hours
The processes are a complete mess.
Managers oversee multiple departments, and the senior executives are not from D-Link; they are all assigned by FarEasTone. Turnover is extremely high, anyone can change your work, and there are too many people giving conflicting directions.
Managers are also unfamiliar with their own departments and unclear about what should be done. Information cannot be obtained until the last minute, severely compressing the time available for work.
The company is large and seems to offer opportunities for advancement.
1. The salary offered is always the minimum: NT$25,000.
2. The video interview is conducted via LINE, but the connection is poor. Applicants are required to turn on their cameras while the interviewer does not? It feels kind of strange.
3. They hinted that because the company’s parent company is Far EasTone, they wanted to ask whether I would like to sign up for a Far EasTone mobile plan with a subsidy....
When you do not directly say yes, they keep confirming and asking why. They also say that you should sign up yourself first so that you can better promote Far EasTone mobile plans to customers.... (Why does it feel like a pyramid-selling scheme!? Although there is a subsidy, what if you leave the job midway...)
4. They only need to recruit one basic store employee, yet they can keep the job posting on the employment website for three months without receiving any applications? What a scam!
Large company
1. Everyone’s monthly bonus starts at -107% (if you don’t meet the targets, the corresponding percentage is deducted)
2. If you don’t want to feel like you’ve become a telecommunications shop clerk, it’s best not to go (telecommunications shops are even cheaper)
3. If you don’t sell enough audio equipment to meet the target, they’ll deduct so much from you that you won’t know what hit you (even audio equipment stores don’t set requirements this high)
Overall,
if you haven’t joined yet, read the above and apply if you can accept it (they’re currently hiring large numbers of disposable workers, so it should be easy to get in)
If you’ve just joined, run away quickly
Well-known company
I don't know whether the person sending the interview invitation is from HR or the hiring manager.
Communication is only through messages. Even after I replied that I had declined the interview, they kept sending messages inviting me.
After I replied to their questions, they ignored us job seekers. I really don't know whether the person sending the messages didn't seriously read our replies as job seekers, or whether they were just too high-handed.
None
The recruitment relies on video interviews, showing complete disrespect for the interviewee. They don't turn on their own video, only the candidate's—isn't it necessary to see how blind the HR person is? As soon as the call connected, I heard snickering. No wonder you don't dare turn on your camera; people might see how frivolous the HR staff are.
The colleagues have a very good relationship because they are being exploited together.
The company underpays salaries, and audits casually convict lower-level employees without conducting any investigation. It often fines lower-level employees under various pretexts, with absolutely no management system to speak of. Everything is based entirely on whoever has been there longer speaking louder. You are also expected to take the blame for your superiors from time to time. The company asks you to organize events and says you can use the company tax ID, but even though the budget is pitifully small, it is unwilling to release the funds.
A former employee of Sanchuang, the employee from that busiest Mi location, an old-timer
The store manager was polite and respectful toward the interviewee.
The supervisor was being difficult, and the HR department was extremely negligent. I previously applied for a store staff position, and after speaking with the store manager, they felt I was a very good fit and hoped I could start work the following Monday. However, the company's HR department said that the supervisor did not want a man working in the store and asked me to switch to an engineering position. They then scheduled a bunch of times for things including an interview with the supervisor, a response, and so on, but never contacted me proactively. When I called, they said they didn't know either. This dragged on for nearly three weeks, and when I finally called, they told me I had not been hired. This was the worst interview experience I have ever had with any company.
Good pay for in-house positions!
If your position is senior enough, you can pressure stores into providing free products!
At least one new employee starts at headquarters every week!
When a manager starts, the handover is conducted by a specialist from another department!
If you request Saturdays and Sundays off, you are expected to avoid going out as much as possible and remain on call. You must be able to provide information immediately whenever requested, and deal with store issues in real time!
The quality supervisor does not check email or manage work, and the department has never held a meeting. Updates on department-related work can only be obtained by asking other departments about the progress!
The company has no operating or management procedures whatsoever. There are many loopholes in the process for transferring products between stores. When asked whether there were operating procedures, the supervisor did not answer; when something goes wrong, subordinates are asked where the procedures are and held responsible!
Managers use their positions to pressure stores into providing free computer backpacks and phone screen protectors!
There are problems with the monthly inventory counts at stores every month. The true situation only comes to light when a store is closed, and the store manager or inventory staff who take over may end up being unlucky and held responsible!
The biggest takeaway was learning how to fabricate things and stubbornly pressure the original manufacturer into providing free display props!
Two days off per week
Good work environment
The base salary is only 25K
Although they say it’s a five-day workweek, you have to work on national holidays. HR says the company will pay overtime, but I don’t know if that’s really true.
Operating under the name of an Apple reseller attracts young people to join.
However, the pay is low, the working hours are long, employee turnover is extremely high, and the job responsibilities and performance requirements are demanding.
Supervisors and store managers are very good at nitpicking and finding excuses. Basically, you can’t make money there or learn much of anything.
It’s also better not to buy things there. If you really want to buy something, Tsann Kuen is worth considering, as it is the largest company in Taiwan to work with Apple directly.
An untrustworthy company and reseller
Each store manager has a very different personality; everything depends entirely on the mood and attitude of the district and store managers.
Conditions that were never mentioned when I started the job later somehow became grounds for dismissal.
Simply put, if you don’t suit the store manager’s preferences, be prepared to be constantly suspected and questioned until you resign.
Head office has at least one new employee starting every week!
Manager onboarding is handed over by a specialist from another department!
Employees are required to take calls on Saturdays and Sundays and, preferably, not go out; whenever information is needed, it must be provided immediately, and store issues must be handled in real time!
The quality supervisor does not check email when handling work, and the department never holds meetings. Work related to the department is only learned about by asking other departments for updates!
The company has no operational management procedures whatsoever. There are many loopholes in the process for transferring products. When asked whether there were operating procedures, the supervisor did not answer; whenever something goes wrong, subordinates are asked where the procedures are and held responsible!
Supervisors use their positions to pressure stores into providing free laptop bags and phone screen protectors!
Stores take inventory every month, yet there are problems every month. The true situation only surfaces when a store is thoroughly inspected, and in the end, the store manager or inventory staff who take over are the ones who suffer!
The biggest takeaway is learning how to falsify records and pressure the original manufacturers into providing free display props!