精誠資訊股份有限公司 內湖科

I am a programmer. When I was previously working as a dispatched employee, I was assigned to SYSTEX. I heard that their company’s probationary period was supposedly “five days.” After I passed my fifth day, some colleagues even congratulated me, saying that I had passed. However, on the afternoon of the seventh day, I suddenly received a message saying that I did not need to come in the next day. The key point is that afterward, they did not pay me for even a single day, making me work seven days for nothing. During those seven days, I worked overtime every night, and several times I did not even have time to eat lunch. For a company like this, I recommend that people who are considering working there as dispatched employees, like I did, avoid it so they will not be taken advantage of.

Can't find any.

You can ask anything, but after asking, they stab you in the back. They never taught anything in the first place, yet still say others don't learn or remember. WTF?

A bunch of idle busybodies gossiping about other people's families—what business is it of you old biddies? If you don't know, stop making wild guesses. Watch your words; it'll be safer when crossing the street.

If you have time to chat, do more work—a bunch of wage thieves.

1. The largest SI in Taiwan isn’t just making empty claims; its clients are all major companies.

2. As long as you complete the handover properly, you’ll receive everything you’re entitled to in your salary.

3. Make sure you ask the right person. If the people above you aren’t technically capable, find a way to solve things yourself to avoid being blamed.

1. There are too many departments, and they operate independently. As an engineer, it’s difficult to access enough resources to pursue technical growth.

2. Bonuses and salary really depend on your supervisor’s mood. If your supervisor lacks ability and is rigid and conventional, you’ll have to figure things out yourself.

3. The company operates on a cost-center system, so be sure to keep that in mind.

First, I was once a contract engineer for the subsidiary Systex Software Services. They signed one-year contracts; if you performed well, you would be converted to a permanent position; otherwise, you would be let go.

The training system was good. If your technical skills were insufficient, you would be sent to take courses.

The system was flexible, with few rules. The first year was very suitable for honing your technical skills.

The downside was that the PMs had too much authority and hardly communicated with the engineers. Once they made a decision, it was final. The customer came first, which put a great deal of pressure on the engineers. There were intense internal conflicts, which sometimes even caused unpleasantness for outsourced vendors, as well as frustration among engineers due to a lack of communication—or perhaps what I saw was just an isolated case.

The turnover rate was high, and most departing engineers would say that the benefits were not good enough.

At Azeus, when negotiating your salary, you must understand the following:

1. Look only at the base salary. All bonuses depend entirely on your supervisor’s mood. If you do not want your family’s livelihood to depend on reading someone’s mood, remember this.

2. The same applies to the year-end bonus. During my two years at Azeus, I never received the year-end bonus their HR told me about. At best, they may give you a few thousand dollars to dismiss you. The reason is the same as in point 1: you are negotiating annual compensation, not monthly salary.

3. Azeus is very suitable for business development. To survive there as a technical employee, if you have no connections, you will work yourself to death while watching others enjoy the benefits and get promoted when the time comes.

4. Hard work and effort do not represent your performance; only numbers matter. As in point 3, technical employees, wake up: you have no numbers by which to measure your performance.

Interview process:

1. Pattern logic test (very difficult)

2. English logic test (average)

3. Interview with the manager

4. HR

Pros:

1. Easy work (the lower-level packages are very comprehensive)

2. Colleagues are easy to get along with

3. Managers are generally nice

Cons:

1. Colleagues' abilities vary greatly (the strong are very strong and the weak are very weak; for the weak ones, Jing Cheng is practically their first job)

2. The salary is rather low

3. You do not learn much (especially if Jing Cheng is your first job; after staying for a long time, not knowing what you are doing can feel very empty—this is the shared sentiment of 90% of people)

Suggestions:

1. You can treat it like a cram school (if you are proactive enough)

2. Do not have too many ideals or ambitions; just follow the established rules without overthinking

3. For those who slack off, do not be overly righteous; pretending not to see it will make things easier

4. When resigning, do not write positive suggestions for the company or emotional language in your reason for leaving; you will be put on a blacklist (never hired again).

Three things about Systex Corporation’s Oracle division:

1) The products represented by this division come from Oracle, the most difficult manufacturer in the industry to deal with.

When you want to compete with other brands, the manufacturer’s sales representatives may not necessarily be willing to support you on pricing. Moreover, although it is an Oracle distributor, this division currently does not have a very good relationship with Oracle.

2) The administrative procedures in this division are cumbersome and complicated.

Imagine that, after finally bringing in a deal from outside, processing the order through the company’s internal review and all the way to placing it with Oracle is as painfully difficult as constipation. This fact makes you very uncompetitive in this industry.

3) Bearing past losses for no apparent reason.

This division suffered losses in its past business dealings with Oracle, and these losses will be apportioned among the people who join later. Now, for almost every deal completed for Oracle, the company takes 1% of the profit to make up for past losses.