暐世生物科技股份有限公司

(1) A small number of colleagues are nice and help one another.

(2) The restrooms are very clean.

(3) There is a pantry outside the office with a coffee machine, microwave, refrigerator, and RO reverse-osmosis water dispenser (hot, warm, and cold). The cabinets contain tea bags, coffee beans, snacks, and more.

(4) The company provides catered lunches at NT$45 per meal, deducted from our salaries. I don't think they taste good.

I worked in the medical devices group of the Sales Department under a responsibility-based system. Overtime had to be requested in advance and could only be worked after approval. Overtime could only be exchanged for compensatory leave; no overtime pay was provided. (Any overtime request not approved by a senior supervisor or the boss was considered part of the responsibility-based system, meaning there was neither overtime pay nor compensatory leave.) Although my supervisor knew I had nothing to do, he still disliked me leaving work on time. My supervisor was extremely emotional: when he was in a good mood, everything was pleasant, but when he was in a bad mood, even the slightest thing that did not go his way would make him hysterical. I was often yelled at for no reason. A few times, my phone was slow to receive messages, so I did not handle some matters immediately (though none were particularly important), and he even told me to write a letter of self-reflection. He also yelled at me for having a phone that was too lousy and not using an Apple product. Another unfortunate thing about working under him was that I was the only employee in the department. The other two supervisors (one of whom was the general manager's son) had their own work to do, so whenever the supervisor had unpleasant or difficult tasks, he would assign them all to me, while speaking in a very rude tone. He did not dare argue with people from other departments, so even when they made mistakes, he would just smile and let it go. But whenever something went wrong while I was working with people from other departments, he only dared to yell at me. Sometimes the general manager's son would ask me to do something, and when I felt it was inappropriate and discussed it with my supervisor, he would say it was fine. When something actually went wrong in the end, the supervisor would only yell at me. Even after I explained the situation, he continued yelling at me. During my time there, there was a sales assistant who loved flattering people and was very good at currying favor with the supervisors. He was also very fond of bossing around junior sales staff, but whenever he made a mistake, he never dared admit it. Even when the supervisor noticed, he would only say that he had been too kind. Whatever that sales assistant said, the supervisor believed, and he would not listen to what I said. Many colleagues had been thrown under the bus by him. I could not stand this environment anymore, so I ended my six-month sales career! My supervisor's sales ability was first-rate, but his management ability was third-rate. I heard from HR that only one person had stayed under him for more than a year. The supervisor was not afraid of subordinates resigning because their work would simply fall to other colleagues; he only had to do his own job. It is also possible that I was treated this way because he did not like me. If I had been like that sycophantic sales assistant, perhaps I could have gotten along better, but I simply cannot learn to be that way! After deductions for meals and labor and health insurance, my take-home pay was less than NT$30,000. During my time there, 15 office colleagues resigned, but the company did not care! As long as the people who performed well were still with the company, all the other employees were treated as disposable chopsticks.

Conclusion: This company is only suitable for people who flatter others and know how to curry favor. If you want to accumulate sales experience, you can still stay; I also learned a lot. But I truly could not endure it physically, mentally, and emotionally. The supervisor was too difficult to deal with and also liked to point at me and yell. If I could choose again, I absolutely would not choose this company!

(1) Good relationships among colleagues; everyone is willing to answer questions and help each other.

(2) The OA partition panels in the office are tall—probably 130–140 cm—providing relatively good privacy.

(3) There is a pantry outside the office with a coffee machine, microwave, refrigerator, and RO reverse-osmosis water dispenser (hot, warm, and cold water). The cabinets contain tea bags, coffee beans, snacks, and more.

(4) The company provides catered lunches (meals are eaten in the conference room on the fifth floor, which has many tables and chairs; employees must bring their own utensils). Each meal costs NT$35, deducted from the monthly salary. (The monthly salary includes a tax-exempt meal allowance of NT$1,800 per month.)

(1) The company operates under a responsibility-based work system. Overtime must be applied for in advance and can only be worked after approval. Overtime can only be exchanged for compensatory leave; no overtime pay is provided. (Unless the overtime request is approved by a senior supervisor or the owner, it is treated as responsibility-based work, with neither overtime pay nor compensatory leave.)

(2) The company computers are very slow. Many of the desktops were purchased between 2012 and 2015, and the monitors are 19 inches. (The computers are outdated, and the small screens make them inconvenient to use.)

(3) The executive assistant checks the CCTV every day, whether in the office or other floors and factory areas. When looking for an employee, the assistant checks the camera footage to see whether the employee is at their seat. If they are, the assistant calls their extension; if not, the assistant contacts them via LINE on their mobile phone. (Employees are asked to join the company’s LINE group within just a few days of starting.)

(4) Sometimes, near the end of the workday and before employees have left their seats, the executive assistant asks someone to come to the office for a meeting after checking the CCTV to see whether they are at their seat. This results in “overtime meetings,” but no overtime pay or compensatory leave is provided, delaying employees’ departure.

(5) Employees may be required to travel overseas for trade shows before they have been with the company for one month. (Employees are sent abroad to exhibit almost immediately, even though they are not yet familiar with the company’s products.)

During my time there, I saw seven office employees leave, including two or three who were laid off. There were approximately 30 employees with more than five years of tenure (mostly in the office, with many long-serving employees), and approximately 20 employees with less than one year of tenure. Employees leave the company every month or two.

The company’s turnover rate is very high, but the highest-level management does not seem to care and does not appear to consider employees important assets of the company.

The company has three main business areas: medical devices, skincare products, and health foods (currently in preparation).

Each business area is further divided into contract manufacturing (OEM/ODM) and own-brand business (OBM).

The general manager oversees the medical-device business and a very small portion of the skincare business, while the executive assistant (the general manager’s wife) oversees most of the remaining skincare business.

The company has no product-development specialists or product managers. I also searched the internal NAS server for folders related to departments and products but found no market research, research, or analysis reports or documents. The company’s own-brand products give the impression that when a contract-manufacturing client has a product that performs well—because its ingredients and proportions work effectively, or because the product sells well on the client’s side—the company makes minor changes to the formula, tests it internally, and then mass-produces and sells it if colleagues’ and employees’ user feedback is acceptable. (It is unclear whether employees may be constrained internally and therefore reluctant to express their true opinions.)

In today’s era of smartphones and mobile internet, the internet is highly developed. It is no longer possible to rely on sales methods from before 2010. The company must transform or diversify its operations. However, the general manager and executive assistant believe that contract-manufacturing sales methods, or sales methods from 10 or 20 years ago, can still be applied to own-brand products and used in today’s market. The company is truly stagnant and set in its ways.

The executive assistant is unwilling to understand proposals or what equivalent value and returns they could generate. Proposals are judged only by their upper half; if that part seems unsatisfactory, they are immediately opposed and rejected—a decontextualized interpretation. The assistant believes that proposals without clearly defined returns are unacceptable. (People who understand marketing know that the return from marketing and advertising can only be estimated during proposal planning; the actual return can only be analyzed and calculated after the project is completed.)

Using her authority as the head of the skincare business, the assistant does whatever she wants. Suggestions from employees, including recommendations submitted by customers encountered at trade shows, are treated as if they went in one ear and out the other.

After seeing a business partner sell products successfully through influencer livestreams, the assistant also wanted the company to find influencers to livestream and sell products, so employees were told to look for influencers. However, the assistant never considered that not just any influencer will be able to sell products successfully through livestreaming, nor did she consider whether the product category is suitable for livestream sales.

Conclusion: The company wants to transform or diversify into own-brand operations. The general manager and executive assistant see surface-level trends such as influencer word-of-mouth and social-media marketing and then expect employees to implement them, yet they are unwilling to listen to proposals and advice from subordinate employees. At the same time, they give misguided instructions and dictate how employees should do things. They truly lack professional expertise but love to pretend they understand it.

This company is only suitable for people who flatter others and know how to curry favor. Anyone who wants to build experience and showcase their abilities should skip this company!!

There is truly no end to the problems at this company, and much more could be said...... This company is truly a case of “When the generals are incompetent, the entire army suffers”!!!

The colleagues in the department are easy to get along with; in fact, that is about the only positive. I hope he can find a good opportunity soon and escape this company.

This company is divided into medical devices and cosmetics divisions. I work in the R&D unit of the cosmetics group, so I will refrain from commenting on the medical devices side.

I strongly do not recommend the cosmetics group. Setting aside the company’s problematic policies, the person in charge of the cosmetics group is the company’s special assistant—that is, the owner’s wife. I don’t know whether it is because this special assistant has an accounting background, but her control over costs is astonishing. Orders that had already been secured have been lost for no reason other than her unwillingness to purchase new raw materials, leaving the company with a pitifully small selection of materials. The company’s working style is also closed-minded and conservative: R&D staff are not allowed to contact raw-material suppliers (except supervisors), yet when supplier assistance is needed, they expect the R&D staff below to leverage their personal connections.

The biggest problem with the cosmetics group is that its supervisor is an emotional middle-aged woman. During my first week at the company, I saw her impatiently roll her eyes at a junior R&D assistant. She also came by every now and then to complain about another R&D and business supervisor. In short, she has very little sense of how to be a supervisor.

Whenever something happens, she only blames sales or manufacturing instead of first thinking of ways to solve the problem.

While discussing work with her, I discovered that many of her ideas were very strange. I don’t know whether she was feeling guilty and afraid that I would bad-mouth her after resigning. On my last day, while I was busy handing over my work and processing the samples I had on hand, she came to the laboratory to boast about her own achievements. (Of course, this was not the first time during my short tenure of less than three months.) She said that she was not a person without substance, that all the companies she had worked for were large companies, and that whenever she posted her résumé on 104, headhunters would come to her on their own, so she had never needed to submit résumés herself. She said she did not enter the laboratory to conduct experiments in order to give us juniors opportunities—otherwise, why would the company hire us? She asked how capable we juniors thought we were, saying that when she was making a name for herself at her first company, we juniors probably did not even know where we were yet~

I held back the countless questions and curses in my heart so that I didn’t reply: “Sorry, I really hadn’t even been born yet at that time~”

It is genuinely difficult to understand this kind of behavior—making things unpleasant for a subordinate even as they are about to resign.

As for the salary, the monthly pay is fairly decent, but I heard there is no year-end bonus. (Of course, during the interview they told you there was one, and even said there would be stock options.)

However, in terms of career development, I strongly advise against it.

If you want to know more details, feel free to leave a comment. Former colleagues who have suffered under this middle-aged woman are also welcome to join in spreading the negativity.

None

They said there would be no year-end bonus because of poor operations.

And they said if there isn't one, then there isn't one—quite bluntly.

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1. They expect you to be able to do everything but offer low pay.

2. The company's work is unstable. As others have already shared their experiences, it's no wonder that some positions continue to recruit for the same role.

Not sure whether this company deserves a positive or negative review, so I’ll give it an average one first.

Pros

The pay is relatively generous.

Complies with the Labor Standards Act.

Willing to provide severance pay.

Cons

High employee turnover; more than ten people joined and left within six months, and quite a few people were also let go before the Lunar New Year.

A few department managers monopolize resources, making it impossible for their departments to improve.

Top management does not really listen to subordinates’ suggestions and tends to act unilaterally; when things do not go as planned, they start cutting headcount.

In terms of staffing, there are fewer frontline employees than mid-level employees.

Severe interdepartmental infighting, while top management has no interest in understanding the reasons behind it.