仁大資訊股份有限公司

Benefits, freedom

Colleagues are generally okay

A raise is extremely, extremely out of reach

I got one raise during my probation period... after that, it all depends on luck!

There are many people who just talk; when it comes to thinking...

New hires earn more than us old-timers....

They can't retain people who are truly committed

Does HR now directly send messages on job-seeking platforms to reduce the awkwardness of interviews?

When asking about a job seeker’s interest, is it normal to read the message without replying?

Is it funny to treat applicants like idiots?

The position is temporary, but the fixed-term contract is packaged as an indefinite-term contract—isn’t that too outrageous?

The PM team is pleasant to work with, and the manager has an excellent working style. Any issues can be discussed, and they also provide hands-on guidance and training.

It would be even better if the pay were a little higher.

The on-site colleagues are easy to get along with.

The on-site pay is low, the PM doesn’t know how to do the job, and there is no point reporting any work-related problems to the PM. The company policies keep changing, and the company only exploits its employees. New employees do more work than older employees, yet they are not paid more.

In short, this is a company and job with almost nothing but drawbacks. Employees are not allowed to complain or raise problems; the boss is always the biggest authority and always right.

Because this is an on-site position, there is no need to go to the headquarters in Wugu. The on-site building is new and clean, and there is absolutely no need to work overtime.

The work processes are a complete mess. The supervisor teaches you in a very fragmented way, the work is trivial, and there is a heavy reliance on manual operations. On top of that, the supervisor's leadership style is very poor. When a newcomer makes a mistake, apologizing is not enough, but the supervisor does not directly explain what the problem is or what needs to be improved. Instead, they keep asking the newcomer why they did it that way, as if they don't understand. I really don't understand what the point is.

I feel that this job will still be the same five years from now. If you like things that never change, you may be suited to working here. Also, the supervisor keeps talking about what the previous assistant who resigned did poorly and so on. I find it very uncomfortable to listen to.

There are no advantages whatsoever

1. The salary is below average, and new employees earn more than experienced employees.

2. There are no opportunities for promotion; there is no chance unless someone in a higher position leaves.

3. Rolling, ever-changing rules make things unpredictable.

The old-timers have it great: there’s often nothing to do, they work regular hours, and the company is a place for capable veterans who don’t seek high pay and just want an easy life.

Newcomers should not apply. This company has no planning, and the managers and engineers in the software department are all inexperienced at leading people; they only recently completed their mandatory alternative military service after graduating from R&D roles.

Newcomers are left to fend for themselves. There is no training or planning whatsoever. The associate general manager himself wants to leave, and he also cannot guide the deputy managers or the people below them on how to manage others. The general manager’s surname is Lai, and whether he wants you to stay or leave depends entirely on his mood; the people below bear all the responsibility. Although the company clearly intended to hire someone experienced, it deliberately hired a rookie as a disposable employee—once they are used, they are discarded. Newcomers who want to develop and improve should not come to this company to be mistreated. In addition, the software department was established only two years ago and has no systems in place; all the senior employees have left. There are also not many projects under development, so it does not feel like a profitable department, and it is difficult to say whether it will remain in operation.

None

I've never seen such a ridiculous company. If you're thinking of applying for an on-site maintenance engineer position at this company, please be aware of this company's fine traditions. There are also many long-timers, and outdated, entrenched thinking is especially prevalent, so communication is mostly ineffective.

There was nothing in particular worth being happy about.

The way the interviewer discussed the salary was very unpleasant. I asked for 55K, but you negotiated it down to 50K, and said it would only be increased to 55K after the probationary period if my performance reached the level you were most satisfied with.

I don't know whether your company is keeping its options open and continuing to look for better engineers among the limited number of openings, or whether there are simply major problems with your internal processes.

More than a week passed after the interview without any response. When I called your HR department, I was told that the application was still going through the approval process and was asked to wait patiently.

In the end, the result was being ghosted. The attitude felt very poor.

They talk a lot about benefits, but if you're too busy to have any free time, you won't be able to use them anyway.

The managers lack backbone. When problems arise, the usual response is to handle them yourself. Field staff have to deal with external clients and even prepare the materials themselves. I've never seen such an absurd company: you prepare the materials yourself and take care of the clients yourself—why not just start your own studio? Anyone applying for a field maintenance engineer position at this company should be aware of its so-called excellent traditions. There are also many long-serving employees, and outdated, rigid mindsets are especially prevalent. Communication is mostly ineffective. Look out for yourself.