技嘉科技股份有限公司

Coming here to vent about an interview from a year ago. I applied for a software position, and in 2024 they were still giving written tests and asking candidates to write code. Once the interview asked the most basic questions, I could already tell that the salary here probably wouldn’t be very high. After checking salary information, it was about NT$43,000—extremely low—and there was barely any year-end bonus or benefits for the three traditional holidays. The female manager surnamed Chen (Chen*Xue) came across as very unprofessional during the interview. She would be evasive and give half-hearted answers to questions. She seemed like the typical type of person who uses emotional manipulation to overpower others. She also showed off that they had already found a suitable candidate and that only one position remained. I don’t really understand what this had to do with the interview content. Should I also have told you if I had multiple offers? This manager also seemed to have little ability and appeared to have become a manager simply because she had been there a long time. Coming here to vent about an interview from a year ago. I applied for a software position, and in 2024 they were still giving written tests and asking candidates to write code. Once the interview asked the most basic questions, I could already tell that the salary here probably wouldn’t be very high. After checking salary information, it was about NT$43,000—extremely low—and there was barely any year-end bonus or benefits for the three traditional holidays. The female manager surnamed Chen (Chen*Xue) came across as very unprofessional during the interview. She would be evasive and give half-hearted answers to questions. She seemed like the typical type of person who uses emotional manipulation to overpower others. She also showed off that they had already found a suitable candidate and that only one position remained. I don’t really understand what this had to do with the interview content. Should I also have told you if I had multiple offers? This manager also seemed to have little ability and appeared to have become a manager simply because she had been there a long time.

Speechless

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It is said to be at Gigasteel, but it is in the same building as Gigabyte.

1. The space is very cramped.

2. Senior colleagues are indifferent, simply dumping tasks on newcomers without explaining anything, and they have a very poor attitude and are not very friendly toward newcomers.

3. The boss will ask you to keep helping him read materials.

4. The number of overtime hours is uncertain; leaving too punctually will also get you privately highlighted.

5. There is no guaranteed 14-month salary, there are few benefits, and the pay is low.

The boss doesn’t know much, so you can bluff your way through anything; he’ll just chuckle and say, “That’s amazing.”

There’s no overtime pay, and there’s no bonus in the first year. In the following years, the bonus depends on the percentage and the boss’s mood. The base salary is already very low, and after taxes it’s about the same as when I first entered the workforce. After leaving, my monthly salary nearly doubled, helping me achieve almost 100% growth.

1. The company has a strong reputation.

1. The salary is below market rate

2. The requirements are very high, but the salary is very low

3. There is no comprehensive training for new hires, and everyone is very busy

4. Managers will emotionally manipulate you

The air conditioning is very strong.

A department on a lower floor with a lot of women.

People keep leaving, and no new employees are hired to replace them.

When someone finally does come, they are loaned to another group (?!). I’m utterly baffled.

The employees who stay have to take on the work of colleagues who have left.

There’s no use raising the issue.

There are no raises, and no new employees come in.

The section-level managers are best at passing work off to others and then acting as if it’s no longer their problem.

There’s really a reason for the high employee turnover.

Also, there’s no overtime pay.

The policy seems to say that there is,

but you can see it without ever getting it.

Use your own judgment.

It’s suitable for newcomers to build experience for a year or two.

Those who want to stay for a long time should choose their department carefully.

The air conditioning is very strong

A department on a lower floor with many women

People keep leaving, and no new staff are hired to replace them

When someone finally does arrive, they’re lent to another team (?!), leaving everyone scratching their heads

The employees who stay have to take on the work of colleagues who leave

Speaking up about it is useless

There are no raises and no new hires

The section-level manager is best at dumping tasks on others and then acting as if it’s no longer their problem

There’s definitely a reason for the high employee turnover

Also, there’s no overtime pay

They seem to say that the system does provide it

But you can’t actually get it

Consider carefully

Suitable for newcomers to gain experience for a year or two

Those who want to stay for a long time should choose their department carefully

There really aren't any.

The company's hardware equipment is really poor. The computers are its own brand and often break down or make a sound like an airplane taking off. The network also frequently fails to connect, so you have to use your own phone's hotspot to share internet access with the company laptop. Work efficiency is very poor.

Conveniently located next to an MRT station, with a FamilyMart convenience store downstairs and clean restrooms.

I don't want to mince words: interviewing at this large company left me stunned. First, they had me take the company's aptitude test, which felt more like a test of submissiveness. It asked questions such as “I will fully comply with the company's rules and regulations without objection,” “I will always put the company's interests first,” “My supervisor is always right,” “I detest people who criticize their supervisors,” and “I have never lied.” Questions like these left me struggling to figure out how to answer. Applying for a job doesn't mean I'm begging you to hire me.

For the PM interview, two very young managers came in, but neither had brought any materials—not even a copy of my résumé (fortunately, I had brought my own). They spoke very quickly. I was applying for a PM position in an industry outside my previous experience, so I was a complete novice in this field, yet the questions were extremely difficult, as if they were looking for a senior PM from the same industry. They clearly had not reviewed the candidate's résumé much, and all the questions focused on hard professional skills; they did not ask about soft skills at all. It gave me the impression that they simply did not care.

When it was my turn to ask about the department's work atmosphere, they replied that there would not be much small talk.

They also did not mention salary, benefits, working hours, or anything else. They said they would notify me later if there was a second interview, then left immediately, as if they were in a hurry. Perhaps they were just going through the motions and were not actually hiring. My answers also apparently were not the standard answers they wanted to hear, so they did not want to continue the conversation.

When HR initially invited me to the interview, I asked about another position they were also recruiting for. After asking whether I was interested, they agreed to interview me for both openings on the same day. However, they did not mention the other position at all that day. The PM role requires cross-departmental communication, so there is clearly a serious internal communication problem—or perhaps it was only the esports department.

Flexible working hours, freedom at work, and a workplace environment that is comparatively more warm and personable than elsewhere. Quite a few people regret leaving and want to return, and I hope to be able to stay on.

The office carpet is very dirty, and the promotion system is unclear.

1. During the interview, they made grand promises and said everything sounded great.

2. The company is close to the MRT station.

They paint an overly grand and perfect picture.

In reality, during the interview, they can deliver only 10% of what was promised, or even less.

A place with no standards that wastes its employees’ lives.

I genuinely think that if you have no intention of properly training newcomers, you shouldn’t hire them.

Did you become highly capable and good at working the moment you entered the workforce?

Senior management should reflect on this.

You can clock in and out using your phone

The supervisor is extremely good at shifting blame and doesn't know how to resolve issues.

They often speak incoherently and fail to get to the point.

Everything has to be reported to the supervisor, but they are often not in the office. When something urgent happens, they cannot be reached, which significantly delays progress and is very inefficient.

There is no overtime pay, yet they expect us to take our computers home and work.

They are a difficult client who loves cutting vendors' pay. They often take a long time during the negotiation stage, affecting shipping timelines. In addition to loving to haggle over prices, they also like demanding compensation from vendors. It is hard to imagine a publicly listed company constantly requesting deductions and compensation from a vendor with around 100 employees. Dealing with compensation claims is extremely time-consuming and reduces the time available for doing our actual work.

You can clock in and out using your phone

The supervisor is extremely good at shifting blame and doesn’t know how to resolve issues.

They often speak incoherently and without getting to the point.

Everything has to be reported to the supervisor, but they are often not in the office. When something urgent comes up, it is impossible to reach them, causing delays and making work highly inefficient.

There is no overtime pay, yet they expect us to take our computers home to work.

A difficult client who loves cutting suppliers’ pay. They often take a long time during negotiations, affecting shipping schedules. Besides loving to haggle over prices, they also like asking suppliers for compensation. It is hard to imagine that a publicly listed company would so often demand deductions and compensation from a supplier with around 100 employees. Handling compensation claims is extremely time-consuming and reduces the time available for doing our actual work.

No interview—cheap temp workers can get in just by wanting to.

Here, things are divided into major and minor issues. The people above never look at the minor issues; they only look at the numbers in the reports.

Whether a shortage of materials and manpower allocation count as major or minor issues depends on whether they affect customer reviews—in which case they become major issues.

When you propose a solution that resolves an issue, it is treated as a major accomplishment, but all you get is a title.

As for bonuses, promotions, raises, and the like, don't expect them. You'll only wear yourself out.

Some department managers are experts at shirking responsibility: they push the bad things onto others and take credit for the good things themselves. They even proudly tell their subordinates to act like politicians.

They think people who take responsibility and want to solve problems are idiots. They will even ask why you take so much responsibility upon yourself, saying you should just push it onto someone else.

When they notice that the cheap labor wants to leave, they invite you into a room for a chat and tell you how many houses certain people at the company own and how good the benefits are if you just tough it out—but the company is currently freezing hiring.

Your manager tells you that you can come to them with any problem, but when you raise one, they say they don't understand the details and tell you to put it into a report. Even when everything below them is in chaos, they keep asking you to make reports so they can keep up with what to report to upper management.

It's a terrible company with no training for new hires and no handover process, where permanent employees keep leaving and the company keeps hiring cheap temp workers.

Close to the MRT station

1. The workplace atmosphere is poor, but supervisors will say it is your problem.

2. In addition to being low, your salary consists of a base salary + meal allowance + living expense subsidy.

3. Senior management speaks in an extremely sarcastic tone, and you can feel the verbal bullying. They like to shout and yell. Personally, I felt physically, mentally, and emotionally exhausted.

4. If you do not understand something or cannot do it, it is all considered your own problem: your understanding is the problem, you need to change, you are wrong, you need to improve, and you need to figure out how to improve on your own.

5. New employee training is conducted at an extremely fast pace. Then, when you start practicing, they often say things like: “Wasn’t this covered in training? You forgot? Were you paying attention?”

6. They often say to you: “Why didn’t you ask first if you didn’t know how to write the program?” Then, when you go ask a question, they tell you: “Did you research this problem first? Haven’t I already told you about this? Wasn’t this covered in training? Did you forget? You need to find a way to remember it.” Eventually, you no longer want to ask questions at all and lose your motivation.

7. They tell you to ask questions when you do not know how to do something. But when you genuinely cannot do something and humbly ask for help, they use all kinds of remarks to sarcastically mock and criticize you. So should I ask questions or not?

8. There is almost no overtime pay. The department supervisor will say that they never asked you to work overtime, but they will assign you tasks before the end of the workday.

I heard that at the affiliated Jichen company, there are people who specifically bully newcomers. It is a company with an unbearably poor work atmosphere that specializes in making new employees take the blame. The company owner often tries to persuade you to do things in a gray area in order to make money. If you cannot refuse, they will think you are incompetent. It is practically hell on earth.

The interview questions were quite simple.

I can't think of any other advantages for now.

Networking—the company is mostly suitable as a beginner's stepping stone for gaining experience; don't expect much in terms of salary. None of the various systems are very clearly defined, and learning is entirely up to you. Without ambition, it is difficult to learn anything, but with that level of pay, it is hard to motivate people to be ambitious. I suggest that anyone considering coming here think it over carefully.

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I directly asked about the job duties during the phone call and got the following information:

The position is in thermal design.

There is no overtime pay, in violation of the Labor Standards Act.

The workload is very heavy.

You are responsible for the thermal design of two laptop product lines at once.

Testing (thermal performance and noise) and simulation drawings are all included (they may be able to pressure the vendors into doing it, I suspect). It sounds like it would never be finished, even if you worked 365 days a year.

The salary offer is very low.

With 10 years of experience, it is less than 60,000, with a guaranteed 14 months’ pay.

I can only say that everyone would be better off going to TSMC.

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During the pandemic, I still had to go on-site for an interview. After the written test, the supervisor briefly asked about my personal situation (the written test only covered electronics), then asked, "Do you have any questions about the server?" After I answered, they said there were no further questions and ended the interview. The entire conversation lasted less than 20 minutes. They did not ask a single question about the professional skills listed in the job posting on 104. I spent the money and time traveling north only to have this kind of interview. I should have asked whether a video interview was possible. Fortunately, I saw the reviews of this company... Well, never mind.

The atmosphere is great, I have a good manager, and the salary is also good.

Perhaps more in terms of education and training, or employee learning subsidies.

For the rest, I believe employees must be self-disciplined and know how to find creativity and passion in their work. This is a required lesson for everyone in the workplace, and self-growth is very important.

1. You don’t have to make up workdays when there’s a long holiday.

2. The year-end banquet prizes are quite generous, though you still have to win them in the draw.

3. The singers invited to the year-end banquet are all pretty big names.

4. It’s pretty cool that they hold esports competitions, but when there are too many registrants, they temporarily switch to a lottery, making those who managed to register early look like idiots for nothing.

(The following is based on my experience working on the 7th floor)

1. The salary is below the industry standard.

2. There are far too few toilets and elevators. You often have to go up or down several floors to find an available restroom, and waiting five to ten minutes for the elevator in the morning is normal.

3. The performance evaluation system is unreliable. The goals are vague and seemingly arbitrary, and it’s unclear what value they have. Bonuses aren’t even based on them. Most importantly, employees have no power to evaluate their managers, allowing department managers to act arbitrarily while employees are powerless to do anything.

4. The department manager took on a pile of projects, leaving our department insanely busy while other departments had nothing to do. On top of that, deadlines were often only two or three days away, making it impossible to produce quality software and forcing us to pile workaround upon workaround.

5. The finished product would only be handed over to the testing department right before the end of the previous workday. When the PM questioned the delay the next day, the department manager would say that it had already been handed over to testing, completely shifting the blame.

6. Even when colleagues had requested annual leave well in advance, if the project happened to be busy that day, the department manager would still call and berate them. But you were the one who approved the leave request, weren’t you? The department manager’s supervisor would even come and question the unfortunate manager about why they had allowed the colleague to take leave. Annual leave is a labor right protected by the Labor Standards Act, okay?

7. You have to write a progress report every day.

8. The department manager is highly emotional. If something annoys them, they’ll call you in and berate you, repeatedly using the same phrases. They claim the project is urgent, yet spend an hour scolding you.

9. The code quality is terrible. Everything is rushed; as long as the program runs, that’s all that matters. Readability and maintainability are considered unimportant because the deadline is only three days away.

10. They don’t know how to use Git/SVN properly and still think in terms of version control from 40 years ago, practically wishing everyone would write a comment for every line they change.

11. There is almost no overtime pay. The department manager will say they never told you to work overtime, even though they assign you tasks right before you leave work.

12. There is no onboarding or new-hire training. You have to figure out how to start working as soon as you join.

13. They have a bad relationship with other departments, and all correspondence has to be cleared with the manager first, as if we were back under martial law.

14. The stock price keeps rising, but bonuses keep getting smaller.

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They bully newcomers and work them to the bone throughout the probationary period. The 7th floor of the networking building is especially terrible—it's practically hell on earth. The work atmosphere is unbelievably bad, and newcomers will be scared away, especially those doing simulation.

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A company that specifically makes new employees take the blame

Previously worked in the Networking Department as a firmware R&D engineer

1. A place for fresh graduates to train and level up

2. You can challenge your physical limits by working until you’re completely exhausted every day

3. After training here, it’s very suitable to move to another company for a better salary

There’s not much to complain about—would anyone complain about the training dummies in a beginner’s village?

Anyway, it’s simply a place for beginners to train; once you’ve finished training, you should leave.

So the low salary is normal, because this is the Salary Village.

I’ve never seen any R&D staff return after leaving.

You must remember! This is a beginner’s village! The direct supervisor is pretty good and is a decent person.

Just treat the senior managers as NPCs. Ignore them.

I don't know

No training.

They expect you to jump right in—is that really okay?

They keep telling people to learn by doing.

What exactly are we supposed to learn? You keep getting scolded for asking questions.

There is absolutely no honeymoon period for newcomers.

Learning by doing = getting scolded until you can't take it anymore.

What's more, my classmates at other companies

all earn higher salaries than I do.

I don't know

No training

They expect you to hit the ground running—what's that about?

They keep telling people to learn by doing

What exactly are we supposed to learn? You keep getting scolded for asking questions

There is absolutely no honeymoon period for newcomers

Learning by doing = getting yelled at until you can't take it anymore

And my classmates at other companies

all earn higher salaries than I do

If you want to wait until retirement and just coast along, this is definitely the top choice.

Senior management is hidebound, doing whatever comes to mind without any future planning.

Promotions move at a snail’s pace, salary adjustments are nowhere in sight, and cross-departmental communication is extremely inefficient. They are exceptionally skilled at bureaucratic jargon, making this unsuitable for today’s rapidly changing society.

Not much to do

The pay is ridiculously low. Every hiring manager I interviewed with after changing jobs was shocked that GIGABYTE could offer so little.

My personal annual salary is 12+2 months (year-end bonus), but there is no written guarantee that you will definitely receive the year-end bonus. Still, it should not be so bad that they cannot afford to pay a two-month bonus.

Despite having worked on notebooks for so long, the work is still a complete mess. The team has absolutely no strategy because the bosses are all caught up in their own hype. As for new products, a few big players just talk among themselves for fun. My colleagues—including those in both my department and other departments—have all become disheartened.

In summary, there is not much money, and you gain little experience. If you can leave, leave quickly—unless you are content with plain food for all three meals, own a home in Taipei, do not like traveling, and do not hope to save much money.

A good place to hone your skills

If you change jobs, you'll realize

that you can actually earn more too

My comment was deleted

It's okay, I'll post it again

The networking test team is extremely exploitative

The testing covers everything under the sun

Except the money

Everyone who comes in starts as an assistant engineer (whether they have a bachelor's or master's degree)

It takes at least a year and a half and at most three years to become an engineer

As for the work environment, you should probably endure it for three years; you'll either become hard of hearing or a loudspeaker

Consider carefully before joining

Beginners are welcome

Getting into a major tech company isn't a dream

Once you're in, everything is a dream

Networking tests are extremely demanding; basically, one person handles all the testing. You cover everything under the sun—just not the pay. When you join, you start as an assistant engineer. Turnover is fairly high.