The company is stable; at least I once had a secure job there.
Strongly not recommended, especially due to the extremely, extremely, extremely high-pressure management style of a certain vice president in department R. They criticize at the slightest hint of trouble, are difficult to communicate with, and do things their own way. They hold meetings with engineers for three or four hours every week. All the key people have left. Please think carefully.
Of course, there are also good departments, but you have to find them yourself.
None
1. The salary is extremely stingy
2. No one answers the HR phone
3. Military-style management
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The salary is inversely proportional to the abilities.
Suitable for retirement.
I heard that a department manager wanted to work on AI, but the requirements were very abstract. They even got an intern to do “vibe coding,” constantly hyping up how amazing vibe coding was and telling engineers to learn it, while asking engineers why they couldn’t work faster. Meetings were held frequently, but after two hours, the conclusion was still the same as it had been two hours earlier.
They had an intern make something, then immediately took it to market without knowing whether it had passed a security vulnerability scan.
A senior colleague from another department said that when she joined, the department had more than ten people, but eight to ten people left within half a year. Recently, it seems that only one or two people remain, and I heard they may be changing jobs soon as well.
1. As someone who has been through it, I’d like to point out that the tools engineers use and the many technologies they know aren’t the main focus—the key is know-how. I appreciate that.
2. I asked for a fairly high starting salary, and they readily agreed; they were quite generous.
The Ecosystem Business Division is a department that was spun off following Yingfengbao’s acquisition. At the beginning, the department manager asked a large number of questions, trying to determine what kind of person you are through a question-and-answer process. Along the way, they asked quite a few baffling questions, including questions about how your parents had influenced you.
When I began asking detailed questions about the work, the size of the team, how the teams collaborate, benefits, and so on, they seemed to avoid the questions by focusing on less important details, and I was never able to hear the answers I wanted.
I got the impression that the department was in a great hurry to hire someone. They kept asking me to decide on the spot whether to accept the offer, set a start date immediately, and repeatedly expressed their hope that I could start as early as possible. They even kept trying to persuade me to cancel plans I had already arranged before my start date, which made me quite uncomfortable.
I later told them that I had other interviews already scheduled and wanted to make a decision after all the interviews were finished, because I didn’t want to accept the offer hastily. The interviewer then suddenly changed their attitude...
Colleagues are very easy to get along with.
After selling the technology of Inforbo to SYSTEX, the owner of Inforbo currently serves as a manager in the ecosystem business division at SYSTEX. (If you're interested, you can look up Inforbo's online reviews—they're quite something.) Although he moved to a large company, he still has the same mindset of a boss, disregarding the company's administrative procedures and causing trouble for other departments, while imposing dress and appearance rules according to his personal preferences. All of this is equally unbearable.
Unreasonable working-hour estimates, an inability to provide work standards, forcing employees to cancel their leave, endlessly making grand promises, and resorting to emotional blackmail when unable to persuade others—these are all examples of childish workplace behavior. Although I can affirm Mr. Lin's experience and abilities, his management skills are truly terrible. Exploiting entry-level engineers through the use of power is not leadership. Their growth is due to their own efforts, not because of you, a manager who self-proclaims to be a good supervisor.
You can go to the nearby Taipei Dome to watch baseball games.
From management to employees, there is almost nothing to look forward to. Judging from the leadership of the information department, they fundamentally do not understand technology, causing collaboration across the entire team to grow increasingly worse. Being tall is supposed to be such a big deal?
The company’s promotion and salary-increase system is practically a joke. No matter how hard you work or how much you do—even working overtime without regard for your personal time—you still cannot meet the so-called criteria for a raise. If you simply follow procedures and complete your assigned work, you can only wait silently, because this carefully designed salary-increase mechanism will never happen for you. Compared with market salary standards, it is simply not competitive.
Employees’ daily operations, as well as collaboration with other departments, are always slowed down by unstable, difficult-to-use systems. Everyone’s time is wasted dealing with unnecessary, cumbersome procedures, leaving them unable to truly focus on work that creates value.
In summary, this is a company where you must manage your own time and energy and face difficulties head-on, with or without support. If you enjoy challenging difficulties, are willing to tolerate bureaucracy, and are good at flattering people, this place may be worth considering. But if you have faith in technology and professionalism, this may not be your ideal workplace.
Near Taipei Dome and close to the MRT
The senior managers in the technical department earn NT$100,000 a month but do nothing except look after their own interests. Often, managers deliberately come up with inefficient methods and require subordinates to follow them. As a result, not only do things get messed up, but employees are also berated as idiots. They know the methods will not work, but they simply enjoy using their authority to display their superiority and are completely unwilling to help solve problems.
HR is even more incompetent. When problems arise, they do nothing effective apart from evading responsibility and delaying matters. Every time employees report an issue to them, they always say that it is part of the company culture or that it is “impossible to handle,” showing no concern at all for employees’ difficulties.
The department’s production process is chaotic, with the defect rate approaching 100%. The managers have no ability to improve the situation and instead repeatedly reduce staffing, leaving everyone overloaded with work. This management environment makes people feel hopeless. In the end, employees are left to silently bear the burden themselves, unable to change anything.
1. The work is... very easy. As a software engineer, I actually spend about two hours coding each day.
2. The working hours are very stable—eight hours every day—and there’s also flexible start and finish times.
3. Taking time off is never an issue.
1. The salary isn’t very high.
2. Raises aren’t substantial.
3. The year-end bonus isn’t substantial.
It's really awful.
It's really awful! The system you made for us is truly terrible, with a whole bunch of problems. Your management is really inadequate, or perhaps you don't have good equipment. This year, the income tax and tax refund systems were either down, or the connection would frequently take more than four minutes, really testing the limits of one's patience.
There were a dozen things that couldn't be finished, and even after explaining them, we were constantly questioned. In any case, we couldn't get your people to take action.
Also, there's a female supervisor—I don't know if she's going through menopause or what—but her emotional management is extremely poor. Whenever she's in a bad mood, she looks for trouble.
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Many graduates from Xinyi District—if you want to know, I’ll answer.
During the application process, they make everything sound incredible, but after joining the company, you really can’t stand it even after a short time. I asked the interviewer who supervised the role whether it would be possible to change jobs later; learning more would be fine. There are a pile of terrible projects: if you agree to everything, you have to do everything.
Regardless of what the staff think, only what he says is right. He talks every day about having a sense of mission, and whenever he is contradicted, he will argue until he wins. In inexplicable situations, the supervisor always thinks you are slacking off or stealing your salary; your efforts will never be seen.
The company has a high turnover rate. The supervisor always wants you to work faster and, even more, wants you to improve your technical skills on your own. Inexplicably, a bunch of old foxes have been there for so long and spend every day scrutinizing things. You can’t help wondering whether they are just thinking about how to operate things so they can slack off.
Maybe it’s also because they’ve gotten older; all they can do is talk theoretically.
Working here is itself a stupid thing to do. The pace and schedule are extremely, extremely tight, fast, stressful, and tense. After work, you have no energy left for self-study or self-improvement. Every day, work is like being a walking corpse in an extremely high-pressure environment, constantly being suppressed from all sides until you doubt yourself. Your worldview is overturned every day, and you even have to hypnotize yourself into believing that this is about improving and challenging yourself in order to keep going.
There are two types of people who stay here for a long time:
1. Those who lack the ability and can’t leave
2. Those who want to coast through life
By the way, the tax collection handover is being neglected, and even the handover of official documents is almost being neglected.
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Shares some past experiences and shows you more examples of people going astray, giving you educational credits; the experience comes from a long period of spiritual cleansing in the past.
The interview provides little information about the job duties. It mainly involves case analysis, and they do not provide feedback. If you are not a fit, they simply say you are not the person they are looking for. Professionals with specialized skills are not advised to interview, as you may feel your abilities are being wasted.
Every day, you have to do some inexplicable miscellaneous tasks that waste your working time. The supervisor loves holding meetings and will not simply post an announcement with the key points, because doing so would deprive them of their sense of existence.
During meetings, the supervisor steers the discussion and uses verbal emotional abuse to make you support their views and opinions. You cannot speak directly when you have your own ideas. Internal conflict is severe; they are enthusiastic about creating panic and manipulating personnel matters, and may even fan the flames and urge colleagues to take a hostile stance toward members of opposing factions.
The company's overall operating policies are very weak. It keeps emphasizing how good the company is and how long its history is, but does not seriously confront the operational problems and economic environment it currently faces. Most people rise through the ranks because of their long tenure (believing seniority makes them qualified). New employees should not hold the misconception that supervisors will teach you anything. They may not even know where to place a stamp or how imported cigarettes and alcohol are brought in and taxed. In short, they cannot teach you and lack the ability to do so. At the very least, they could record a video for others to watch. After doing this for decades, they still give the impression of having a very low level of competence, lacking the stature, composure, and broader perspective expected of someone in that position. What remains are old foxes. This company is highly unrecommended: it wears a magnificent exterior, but its thinking is outdated.
Graduates living in Xinyi District should be careful. During interviews, they may use deceptive tactics to make you feel that you must have this job, but if they are always hiring, it indicates serious internal problems and an inability to retain employees. But there is no need to worry—if you perform well, there are opportunities everywhere outside.
The interview process takes 3 hours (a 90-minute Java test + a 60-minute interview with the interviewer + a 30-minute tour of the work environment).
Java test:
There are 20 questions in total: 15 multiple-choice questions and 5 written questions. The test covers only Java, with a range of difficulty levels.
Interview with the interviewer:
The interviewer mainly gets to know you based on your résumé and project experience. The remaining time is spent introducing what the job involves. I mainly applied for the Java full-stack engineer position in the Talent Training Department. The supervisor explained that this department primarily trains Java engineers and assigns them to support other departments based on the company's internal needs. You may also be stationed at client sites, and there may be opportunities for overseas business trips (allowances: USD 50 per day for meals; transportation and accommodation reimbursed based on actual expenses). New employees have a three-month training period after joining, and the supervisor has already prepared a course schedule specifying what they will learn during those three months.
Work environment: If you have the opportunity to go to the Creative Department, you can see components of the high-speed rail system (such as ticket machines, gates, card readers, etc.), which is quite interesting. The Talent Training Department's office is located on the third floor. It is an open-plan space shared by many departments, and the work environment is quite attractive. There is also a snack area where you can pay freely.
Summary: From the supervisor to the work environment, everything about the interview experience at this company felt very positive. If you are a graduate of an intensive training program, I highly recommend applying for an interview here.
1. The supervisor talked a bit too much during the interview, and I wish the time could have been shorter. However, the content was all related to job seekers' rights and interests, such as benefits (this is the only company I have interviewed with so far where the supervisor went through every single benefit listed on 104 with me. During the interview, I honestly hoped the company would have fewer benefits... I don't care about that many benefits XD), work experience, and future training. It inevitably became dull after listening for a while.
2. The company does not have a very good reputation online, and some friends around me who were looking for jobs were affected by the reviews. However, based on my own interview experience, the supervisor came across as very proactive and genuinely concerned about employee benefits.
Talented people don’t stay, and the employees who remain are usually those who can’t move on to another company.
So once you join, you’ll become a key player.
Your future will be limitless...
Because before long, you’ll jump to an even better company.
Want to come here to learn something? That’s where you’re wrong. This is a place for you to learn how to grow on your own, so how can you expect the company’s resources to help you grow? You have to work hard yourself!
Although the company has high revenue, its net profit isn’t high. Still, the company will squeeze out a little bit of soup for you, so don’t think the company treats you poorly—it has done its best. If you expect a raise every year and a normal year-end bonus, then you’re definitely asking for too much.
Here, you can learn things online during working hours! Great, right? The senior employees understand that it’s better to teach you how to fish than to give you fish. You have to learn on your own; if the seniors taught you, you’d lose the opportunity for self-growth!
You don’t need to worry about direction; you only need to worry about whether you can produce results. The managers, PMs, and sales staff can simply open their mouths and “ask” engineers to produce something. You’ll have plenty of opportunities for trial and error because... the people training you don’t understand it either. Great, right!
If you want your workplace skills to remain stuck in the past, this is a great place for you. Almost everyone who stays can accompany you.
This kind of echo chamber is hard to come by! Treasure it.
Those capable people are really annoying—leave quickly; this isn’t where you belong.
People with even a little ability are annoying too. They may be slower, but they’ll still leave eventually.
But people who have nowhere else to go will stay, so you can slack off together in peace.
If your department has a few “national-treasure-level, highly respected senior employees,” be happy, because you’ll be able to learn workplace communication skills:
how to make these seniors understand your professional expertise. You must not complain that it’s tiring or feel that they’re difficult to communicate with. Making them happy is the most important thing here.
It's no longer what it used to be.
Whatever you do, don't apply for an engineering position, or you'll be so frustrated day in and day out that you'll end up making regular visits to the doctor. I simply failed to notice the interviewer's demeanor at the time. You may end up unable to get paid or learn anything even after waiting in line, and newcomers have no chance of getting promoted. On top of that, you'll have to deal with a pile of messes that management can't sort out.
After being lured in at the beginning, I discovered that the turnover was far too high. There's an unspoken rule that you can't leave work on time—it's practically as if they're going to issue you a fine. If you leave conspicuously, be careful: they may remember you and bring up old scores against you that day. They can remember this kind of thing for a lifetime.
Even when you finish your work early, you're constantly told, “You're not a newbie anymore. What did you do? How did such-and-such end up like this?” Then there's always something else for you to do. Even a tiny spark can become a raging fire; it's just forced overtime.
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1. During the interview, they made it sound great, saying that the company would train new employees. But after joining, senior colleagues were indifferent and would only tell you to go ask Mazu.
2. The frameworks and software used by a certain business group are basically all 20-year-old technologies, which are completely unhelpful for finding a new job later.
3. Internal company documentation is scarce. Even the most basic environment setup is taught by new hires to other new hires. Even when documentation exists, it is from ten years ago, so you have to figure things out yourself when problems arise.
4. People who have been at the company for a long time basically all have some connections and stay there slacking off indefinitely.
5. New hires basically cannot stay for long. There is a severe gap in the tenure of internal engineers, for the reasons mentioned above.
As long as you have good relationships, you can sleep and play games every day without a care.
1. Management through yelling and scolding
2. Lying incessantly to those above and below
3. Severe internal strife; purely technical people cannot stay
4. Women face a risk of harassment
5. Too numerous to list
Someone has already mentioned it
They only want to retain people, but have no way to improve situations encountered internally. For example, an unsuitable person is in an inappropriate position; that person feels they are very suitable, unaware that it is simply because their supervisor supports them.
Still thinking.
The salary level needs improvement. Project overtime is brutal because of deadlines. I’m fine with cooperating with overtime during the week, but I also have to work overtime on Saturdays. Once, when I didn’t work overtime on a Saturday, I was sarcastically told, “Then how are we going to finish the work I’ve given you on schedule?” Pretty ridiculous.
There is an employee cafeteria.
How can there still be people calling it “Think Three Times”? People without experience or with insufficient technical skills (not familiar with log4j, git, etc.) are serving as SDs, resulting in laypeople leading experts. Projects should be handled rigorously, but many things have not been properly communicated or planned (even though it is CMMI Level 3). Although many systems and procedures are in place, they are often not implemented.
Still thinking
1. It is just Shentong Computer.
2. Everything said here is true; it has not changed over time.
3. All the capable people in a certain business group have left, leaving no capable leaders and resulting in a decline in technical standards. Think twice before joining.
Engineers usually work eight-hour shifts, but certain departments require overtime.
The new supervisor in a particular department is average in ability. They are good at talking, but their actual ability is so-so.
In short, I suggest not coming here. The pay here is not high. It is a systems integrator, with mostly tender-based projects, and what you learn is quite scattered. Unless you truly have nowhere else to go, you probably won’t learn much here. If you want to work in AI, don’t come here—the work is very superficial. People working in AI and artificial intelligence may be assigned to systems integration, frontend, or backend work, which will not add value when applying for their next job.
None. I was misled into joining during the interview, and after I joined, I discovered that the manager who interviewed me had already left.
1. The sales staff pretend to understand things they don't; once they get a project, they dump it on the engineers to handle.
2. When clients have problems, they dump them on newcomers, and no one wants to take responsibility.
3. There are many long-time employees, and their ways of doing things are rigid.
4. The employee turnover rate is extremely high. When tasks are handed over to you, you have to find the old materials yourself, and they may not even exist.
There are good people, but even good people don’t stay for long.
People who resign, newcomers, and rookies are scapegoats for veteran employees and managers.
If you work in software development, you need to be capable of plucking stars and the moon from the sky to offer to your managers.
High employee turnover.
A bunch of people who only know how to say pleasant things but don’t know how to get things done.
A bunch of people who are good at working only a few hours a day while drawing a full salary.
Bringing in technical outsiders to do technical work.
There are good people, but even good people don’t stay long.
People who resign, newcomers, and rookies are scapegoats for veterans and superiors.
If you work in software development, you need to be capable of plucking stars and the moon from the sky to offer to your superiors.
High employee turnover.
A bunch of people who only know how to say nice things but can’t get things done.
A bunch of people who are good at working only a few hours a day but receiving full pay.
Bringing in technical outsiders to do technical work.
None
An extremely unpleasant interview experience. On the first day of the interview, I was received by a manager, which was quite strange. At a large company, being hosted by a manager—even having the interview call arranged by a manager—was unusual.
The interview was conducted in two stages. The first was with the aforementioned manager, involving written questions and an initial Q&A. I was told there would be a second interview. Since I already had work experience, I assumed the second interview would be conducted by the hiring manager and focus on areas such as job capabilities. However, upon arriving, I discovered that many candidates—both experienced applicants and newcomers—were being interviewed together. Because multiple departments were conducting the interview jointly, it was impossible to know the duties and scope of each department's work. After everyone introduced themselves and the various managers finished their questions, the interview ended. Throughout the process, I personally felt that I had considerably more experience than the other candidates, yet I was ultimately not hired, which was quite bewildering. After all, making two trips is not easy for someone from out of town. Moreover, the first and second interviews were not substantially different; much of the information could have been found in the application materials. The main difference seemed to be whether one's previous work experience met the requirements, yet many of those interviewed together were fresh graduates with no experience at all. The interview process at this company was truly a joke.
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I interviewed for a temporary position at a library, but the job lasted only one month.... If the job posting had stated that clearly, I wouldn’t have gone to the interview.
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https://www.ptt.cc/bbs/Soft_Job/M.1429882893.A.D7F.html
It’s completely true—I experienced it firsthand. What they said and what they did were completely different; I was totally deceived. They kept claiming they were building products, but it was all government contract work. The sales team could arbitrarily instruct the engineering department to do things. They talked a big game about architecture but had never implemented anything themselves. Whenever they needed to submit a bid, they would send a bunch of people to work overtime on the 12th floor, putting on a good show for the executives: “Look how seriously we’re working.” Damn it, how many of them were actually doing any work? Thankfully, I left. It was a nightmare.
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After arranging an interview at the Neihu headquarters through 104, I was stood up. It was the first time in my life I had been stood up, and the company was even a listed company. If you want to interview there, it is best to ask the company’s HR department to send a message through 104 Job Bank or a text message to your phone to avoid being stood up.
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I arranged an interview at the company’s headquarters in Neihu through 104, but they stood me up. It was the first time in my life that a company had stood me up for a scheduled interview—and it was even a publicly listed company. I called the manager’s mobile phone, but no one answered. It truly opened my eyes.
None, I was simply tricked into joining.
When you submit your resignation, the company’s managers will resort to all sorts of threats:
Withholding your final month’s salary
The manager claims to have extensive connections in the industry and will make it impossible for departing employees to remain in this line of work
They will not approve your resignation; if you leave, they will treat it as unauthorized absence.
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1. Software engineers’ salaries are NT$10,000–20,000 per month lower than those at general companies
2. Projects are outsourced to the company’s own associates outside the organization, and the people involved receive kickbacks
3. Severe internal factional struggles; flattering superiors is equivalent to performance
4. Too many meaningless meetings, held so that managers who do no work can have technical details explained to them in their preferred manner
5. Severe waste of resources; too many people who do not understand software development are hired to produce meaningless paperwork and technical documents
6. Employees are required to work overtime but are not allowed to report it, out of fear that the Labor Bureau will investigate
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Workplace bullying experienced by a research and development substitute serviceman at Systex Information
What is workplace bullying? It is introduced on the Ministry of Labor's website:
(https://wlb.mol.gov.tw/page/Content.aspx?id=116)
The serviceman experienced the following at Systex:
1. The supervisor maliciously assigned no work-related tasks at all, while requiring a daily work report.
2. The supervisor abused their authority to impose disciplinary action. The employee's name was written incorrectly on the warning letter, and although the serviceman clearly expressed disagreement on the warning letter, the company imposed disciplinary action without giving him any opportunity to submit a defense, and did not notify him afterward.
3. The supervisor maliciously refused to approve leave, apparently attempting to create the appearance that the serviceman was absent without leave. Audio recordings are available as evidence.
The Labor Affairs Bureau conducted an inspection on March 30 this year and found that the company had violated the law (the Regulations for Occupational Safety and Health Facilities). However, because the serviceman was in the second phase of the R&D Substitute Services program, the Labor Standards Act could not be applied, and the Labor Affairs Bureau could not intervene in his individual case. In other words, the labor rights of R&D substitute servicemen in the second phase are not protected.
Note: R&D substitute servicemen must spend approximately three years at the company. The first year after joining the company is the second phase, and the following two years are the third phase.
I would like to discuss the shortcomings of the regulations governing substitute service.
I believe that when the legislation was enacted, consideration was given to the fact that R&D substitute servicemen are substantively in an employment relationship with the company, and that labor disputes should appropriately be handled by the Labor Affairs Bureau. This is presumably why it states that the Labor Standards Act applies during the third phase. The frequently asked questions on the R&D Substitute Services website also explain the rights and remedies available to servicemen during the third phase: “If it is a labor dispute, the authority responsible for handling the matter is the labor administration authority, which shall proceed in accordance with the relevant procedures under the Labor Standards Act.” However, although servicemen in the second phase are also substantively in an employment relationship with the company, there is no applicable legal framework for them. I personally find this unreasonable.
Finally, I would like to explain what happened after the serviceman was approved for release. The supervisor began assigning a large number of work-related tasks and frequently used a mobile phone to photograph the serviceman. Because he needed to look for a job during the transfer period, the National Conscription Agency communicated with the company’s human resources department. HR emailed the supervisor, asking him to cooperate by approving the serviceman’s leave, without requiring him to state a reason. However, even after the leave was approved, the serviceman’s direct supervisor still emailed saying that the serviceman had not informed him. Interestingly, the email did not copy the HR employee who had been notified that the leave should be approved. In addition, the company and the serviceman had a contract specifying his salary, but after being notified of the violation, the company failed to pay the allowance owed to the serviceman.
The above describes what the serviceman experienced. I do not want to unfairly generalize about this company, but the two supervisors who bullied the serviceman are still working there. Anyone considering employment at this company should think carefully.
The salary is poor.
When the supervisor needs your help, they will entice you with a raise;
once the time has passed, they act as if nothing happened.
Think carefully!!!!!