There is a staff discount at the 7-Eleven downstairs, and there is a Louisa Coffee downstairs.
I spent two years in what seemed like a very impressive data department, and the stress became so overwhelming that anxiety and autoimmune disease came knocking.
The people I dealt with at work every day were:
1. Well-connected chauvinist pigs who thought highly of themselves, looked down on female colleagues, loved taking their anger out on subordinates, and loved correcting colleagues’ pronunciation in reports, completely unaware that they themselves stammered^^
2. Older employees obsessed with showing off their savings, who often said “Back in my day,” really needed encouragement from younger people, and had a serious sense of anxiety about aging⋯⋯
3. Incompetent middle-aged women who gave advice through ChatGPT all day, thinking they were very high-tech, while having nothing in their heads and stealing their colleagues’ ideas every day
4. Hens who loved office politics and enjoyed messing with people; they came from administrative backgrounds but accidentally became IT managers, acted as though they were very important all day, and stole their colleagues’ ideas every day +1
It is far away and humid, there is no flexible work schedule and no remote work, and the manager is incompetent. Fewer and fewer people are even staying in this department, and no one knows how long connections can keep it going. Working here is truly a waste of life⋯⋯
People checking Tianyancha are probably doing so before joining, right? Don’t be fooled by their sales pitch. All the capable colleagues have left. You won’t get the promotion or raise, and none of the managers have a data background, so you won’t learn anything from them either. After working there for just a few months, you may even become ill and want to leave. The turnover rate is astonishingly high. They have recently even started thinking about recruitment incentives. It’s all just smoke and mirrors—just run!
They proactively invited me 104 times. Even though I clearly said it was not suitable and put them off twice, they were enthusiastic and affirming on the phone and hoped I would come for an interview.
As soon as I arrived for the interview, they immediately told me it was not a good fit. A master's graduate from one of the Big Four universities with no data analysis experience: salary of 32,000, with no year-end bonus.
The interviewer appeared to be a female secretary over 40, said to be a secretary to the chairman or someone similar (not a local person.
I hoped the interviewer would not be late, but the other party arrived 30 minutes late, saying they had been in a meeting.
The location was really far away. They had not even carefully read the résumé for the interview, yet still said the experience was good. Your lying nose is so long that it reached me.
They proactively invited me to interview 104 times. Even after I clearly said it wasn’t a good fit and put them off twice, they were still proactive on the phone about acknowledging me and wanting me to come in for an interview.
As soon as I arrived for the interview, they immediately told me I wasn’t a good fit. A master’s degree from one of the Big Four universities but no data analysis experience: salary of 32,000, with no year-end bonus.
The interviewer appeared to be a female secretary over 40, said to be the secretary to the chairman or someone similar (not a local person.
They hoped the interviewee would not be late, yet the other party arrived 30 minutes late, saying they had been in a meeting.
The location was really far away. They hadn’t even carefully read the résumé for the interview, yet still said my experience was good. Your lying nose is so long it bumped into me.
Proactively invited me 104 times. Even after I clearly said it wasn’t suitable and turned it down twice, they continued to actively express their approval of me and their desire for me to come for an interview over the phone.
As soon as I arrived for the interview, they immediately told me I wasn’t suitable. A master’s degree from one of the Big Four universities, but no data analysis experience: salary of 32,000, with no year-end bonus.
The interviewer appeared to be a female secretary over 40, described as a secretary to the chairman or someone of that sort (not a local.
They hoped the interviewee wouldn’t be late, but the other party arrived 30 minutes late, saying they had been in a meeting.
The location was really far away. They hadn’t even carefully read the résumé I brought to the interview, yet still said my experience was good. Your nose from lying is so long that it bumped into me.
None
Most people receive half a month's salary at year-end.
Only a very small number of people—10%—receive a full month's salary.
You have to perform very well and be favored by your supervisor to receive it.
Other than a NT$1,000 adjustment after passing the probation period,
there have been no salary increases for more than three years.
The location is really far away.
You have to get off at Taipei Nangang Exhibition Center Station and take a bus here.
It takes 10 minutes to wait for the bus, then another 10 minutes by bus.
There are some small eateries behind the company where you can eat; they're okay.
Large organization, so you can learn a lot about how to conduct yourself from a large company and practice teamwork. Stable with a somewhat slower pace; there is no need to be particularly innovative, and managers advance mainly based on seniority. The convenience store offers discounts, the department has relatively little overtime, working hours are flexible, and remote work is possible. The salary is decent. Since I do not expect a raise at this company, I can accept it. The company provides a cafeteria, which is fairly inexpensive.
The year-end bonus is even lower than in the public sector. Basically, you only get compensatory leave, and it is unlikely that you will receive overtime pay. Even when you take compensatory leave, you still have to work if something comes up. There are many petty details and unspoken rules, and there are always some gossipy people who like to talk about others and spread rumors. Avoiding offending people is more important than doing the job well. It is extremely far away, the surrounding area is desolate, and there is not much to eat. The company has a cafeteria, but the dishes are more or less the same every day.
The colleagues are easy to get along with, the environment is good, and the workload is not very heavy.
Overall, it is quite traditional. They want to pursue digital transformation, but it still seems a long way off, giving the impression that they are unable to achieve it. The salary and benefits are poor; the starting salary is also very low for those with little experience, and the year-end bonus is about half a month's salary. If you are not short of money and live in Xizhi, it is a decent place, but if you need to earn more (35,000+), you probably will not stay long.
1. If you're from Xizhi, it's very close to home.
1. Through x Daily News, you interview with a junior manager, followed by a second interview with the vice president. You are required to provide information such as your salary and a guarantor from your previous job. Although they appear to want to transform and focus on operating social media, the questions they ask reveal that they still hold traditional views.
2. After completing two rounds of interviews, agreeing on the salary and start date, they ask you to complete a small test assignment (assuring you that it will only be used to get to know you personally and that the hiring process is proceeding at the same time, so you should not worry). However, after you complete the test, when you ask about the start date, they say that upper management has concerns after reviewing the test and needs two weeks to evaluate.
3. After two weeks, they ask whether you would be interested in another similar position. After another interview, they disappear without a word. When you follow up, they give the same answer, saying that upper management has the same concerns. (So were they just asking for fun?)
The company has 7-ELEVEN convenience-store pickup available internally......
1. Management is conservative and emotional, and only wants to hear what they want to hear.
2. They claim to adjust salaries once every two years, but basically only 1–2 people can actually get an adjustment.
3. There are tons of miscellaneous tasks, yet they are unwilling to hire more people, so the in-house staff are worked to death.
4. They are afraid that the people below them will become close, so they use their positions to pressure others.
5. There is no year-end bonus, and the performance bonus is so small that it makes people feel sad. If they give you a bonus occasionally, they expect you to be extremely grateful.
(Not sure whether this is a department-specific issue)
Stable working hours
Year-end bonus: 0.5 months
Supervisors have conservative mindsets
Some colleagues and supervisors are quite nice.
[Training]: Staffing has been reduced across departments, making it impossible to provide comprehensive training. Employees are expected to be versatile and capable, but the offers the company can provide are limited to low salaries, citing the company's remote location and limited departmental personnel budget as reasons. Moreover, the Labor Standards Act does not contain the term “training”; many contracts are primarily designed to suppress wages and benefit the employer, and there have even been cases where the training period was extended. Are young employees being taken advantage of simply because they are young?
[Salary Increase System]: There is no proper salary increase system for internal employees; there is not even a fixed percentage increase each year. This is not a suitable place to stay long term.
[Overtime Applications]: There is an in-house legal department, and although there is a formal overtime application process, some departments do not keep records of overtime applications even when employees work overtime. Subordinates are simply criticized on the grounds that their work efficiency is inadequate.
There’s nothing particularly unhappy about working here.
Recent story (2020/08)
The management style of a certain department head is concerning. A reminder to those considering applying for a job here: think twice.
Recently, something quite troubling happened at the center. A colleague who was an analyst changed the advertising settings permissions for the main profit-generating unit (a certain news platform unit) and modified the advertiser list. However, the matter ultimately concluded with all center employees being required to review the process. It is unclear whether the manager and the colleague involved will receive the appropriate punishment afterward. Those who actually know the facts understand that, based on workplace ethics, many unrelated settings and other people’s advertising tasks should not be changed in the first place; if changes are necessary, others should be informed. Seeing the matter end with everyone being made to review the process is one thing, but it is difficult to sense that the center’s manager has adopted a genuinely humble attitude toward self-reflection over the incident.
Moreover, recently someone at the center was laid off because of this manager’s way of doing things. Even without showing disrespect toward him, employees may be singled out. I really do not know what standards he uses when dealing with people. Everyone, if you are going to interview at 樹句發斬怖, please proceed with caution.
None
1. The salaries listed in their online job postings are actually fake; they don't have that high a personnel budget.
2. From the interview process, it was apparent that several managers basically had no professional expertise. They were disconnected from the market and explained the execution aspects in a confused, incoherent way—essentially, they had risen through the ranks solely by seniority.
3. Under the guise of an interview assignment, they try to get you to provide a proposal. Your portfolio already demonstrates sufficient ability, yet they still ask you to prepare a proposal addressing situations they currently cannot resolve. When you ask them to clarify the current data and execution details, they cannot explain them clearly. During the presentation, you can see their managers frantically taking notes and repeatedly pressing you for execution details, but their questions make very little sense.
4. They have very little understanding of the market rate for the position. They keep emphasizing the United Daily News's history and how large the company is, while also telling you that their current budget is not that high and hoping you will accept whatever amount they can offer. The price they offer is simply laughable.
The young women there are very pretty.
Recently, I had a dream that the United Daily News had invited a foreign troupe to Taiwan to perform. It seemed that the performances were scheduled to start in November. As I recall, they needed translators, so someone went for an interview. The working conditions discussed were Tuesday through Friday, 3–10 p.m., and weekends, 1–10 p.m. Chinese-English translation, at NT$220 per hour. The rate wouldn't normally be this low for ordinary conversational consecutive or simultaneous interpreting, but considering the working hours, I figured I could put up with it. As it turned out, they cut the hours less than a week after the performances began. By mid-November, they fired the person on the grounds that “the performing troupe didn't need a translator.” Haha. Then I woke up. It was all a dream—absolutely not a true story.
Extremely exhausting; you’re expected to learn all kinds of things outside your job responsibilities, such as becoming a victim of the bosses’ infighting.
A certain supervisor from X Daily News constantly plays the self-righteous moralizer, lecturing you on what the correct work attitude is, brainwashing employees into believing that overwork is a responsible attitude and that abandoning your individuality and blindly following others is how you fit into the group—otherwise, your behavior is considered deviant.
They use scripted interview tactics to deceive candidates, concealing the fact that you have to produce NT$7,200 worth of revenue annually. One team does not even provide company computers; you are expected to bring your own laptop to work.
The salary is already so low, yet employees are still expected to pay for expensive consumables themselves. It’s not as if the year-end bonus is particularly high either—they have the nerve to offer bonuses equivalent to 0.25 or 0.55 months of salary.
1. The interview felt very good.
2. Learn a wide range of skills.
3. Solid fundamentals.
4. Very good at saving money.
5. Very good at acting.
1. It’s different after you join.
2. You have to promote newspapers every year.
3. It’s somewhat like being an assistant to officials at various levels.
4. Suitable for people who are content with the status quo.
5. You can see the overtime pay, but you can’t actually get it.
6. There are many strange and unreasonable demands.
7. Factionalism is a serious problem.
8. The salary is not high; you need passion.
9. At work, you have to read your supervisors’ expressions to get things done.
10. Conservative thinking, while verbally calling for innovation.
11. An inflated sense of self-satisfaction.
Working hours are very flexible, and supervisors give you a great deal of autonomy
If you want to see high-ranking officials, celebrities, and unusual characters up close, opportunities are readily available
The media brand has a strong reputation, so when negotiating and so on, you generally won’t encounter unfriendly attitudes; in fact, you may even be treated very courteously
After all, it’s a large-scale company, so its prestige is top-tier and highly respectable; getting money and resources is fairly easy
Others are generally more likely to bow and defer to you, and it’s only natural for reporters to want to sit in the front row
【Terrifying Daily Blast】Industry rules
Every year, you have to swallow a NT$7,200 payment. They don’t mention it during the interview, and afterward they say it represents your sense of identification with the company
You don’t have to buy it, but then don’t expect to become a regular employee. If regular employees don’t buy it, they shouldn’t expect a year-end bonus
Ask about the salary? After five years, you’re still a rookie; after ten years, you count as a little bird. So don’t expect too much
Overtime pay: you can report it, but it counts toward the department’s costs. Before you report it, your supervisor will ask you to examine your conscience and think carefully about the department’s costs
A sense of responsibility is the guiding principle of this slave labor camp. Naturally, it must be followed to the letter; as a bonus, you can collect the bosses’ quotes that contain no profanity
＊Every year, you have to cough up NT$7,200 for the completely worthless 【difference】
I tried really hard to think of something, but there really isn’t anything.
The starting salary is only a little over 22k, and labor and health insurance contributions still have to be deducted. The interview also didn’t clearly explain the amount＝＝
7-Eleven offers a 5% discount.
Coasting until retirement, earning a high salary, and leaving work on time feels great.
But in the Internet Department, you’re worked to death. Before joining, they said overtime could be exchanged for compensatory leave, but overtime requests for compensatory leave are still rejected because they think your efficiency is poor, which supposedly caused the overtime. Yet they don’t consider that the problem lies with management, leading to a wave of resignations and increased workloads. Does that mean the people who stay have to shoulder a bunch of impossible burdens? It’s really unreasonable!
Respect the strong and experienced while bullying rookies and the weak. It really feels like a mercenary unit.
As a business reporter under the Want Want China Times Media Group, NT$15,000 is deducted from your monthly salary upfront. They say it’s to cover advances in case your clients default, but in reality, they simply delay paying you for as long as possible. If a client’s advertising payment bounces, you have to pay the money back; I know someone who paid back more than a million, effectively returning to the company everything they earned during their time working there.
As soon as you join, the boss asks whether you trade stocks. Later, you discover that the business reporters all trade stocks based on their own electronics-company clients, using first-hand news (news they wrote themselves, of course, haha).
Would you still use this financial news to trade stocks? I wouldn’t.
The interviewer was kind and friendly, and treated the candidate with respect.
They value academic credentials over ability. The starting salary is uniformly 28k for bachelor's degree holders and 30k for master's degree holders, which is much lower than that of other small media companies.
At the end of the year, one month’s base salary is discounted by 30% again.
23819—after working for five years, not a single penny has been added; under the new salary system, starting pay is still only 18,000!!!
A stable environment, suitable for retirement.
The same year after year for decades—the work environment and mindset are like this, and so are the salaries. Older employees sit back and collect high salaries, while it is extremely difficult for younger employees to earn even 40,000. They will find all kinds of reasons to deduct your pay.
1. Fixed working hours: Except for certain positions governed by a responsibility-based system, the vast majority of employees leave work on time, allowing them to maintain a stable life.
2. Periodic internal auctions: The Activities Department periodically auctions off gifts from special exhibitions, offering them to employees at discounts of 10% to 20% of the original price. Tickets to the related special exhibitions are also available to employees at discounted prices.
3. Convenience store discounts: There is a 7-ELEVEN inside the company, where all purchases receive a 5% discount.
1. Conservative and rigid employee mindset, with limited overall development potential: Most long-serving employees resist new ideas and feel no urgency about the decline of print media. They still insist on operating models from decades ago and resist keeping up with the times, believing that work is merely a way to “make a living.” Young employees find it difficult to persuade them, fit in, or learn new things. Supervisors sternly and seriously command everyone to be “creative” in the least creative way possible, while the people below are often met with complete silence.
2. Employees required to bear the cost of newspaper subscriptions: At the United Daily News Group’s Economic Daily News, each employee must take on at least one newspaper subscription ($7,200). Employees may choose to subscribe themselves or sell subscriptions externally. It is euphemistically called “I Love Economic Daily News,” but in practice it amounts to a salary deduction with no hesitation.
3. Meager year-end bonus.