Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
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1. A textbook exploitative boss
2. The boss and the boss's wife are not aligned; they give contradictory directions, making it difficult to carry out business operations.
3. Salary details are not transparent, with a dual-track system: base salary + bonus = the money actually received.
4. The overtime pay that was agreed upon simply does not exist. The company defines overtime pay as something paid when on business trips; working until midnight at the company does not qualify for overtime pay.
The following are my personal impressions after working there for one month:
The sales department is managed by the boss's wife (but she does not come into the office until after 2 p.m., so the boss manages things in the morning).
The boss and the boss's wife are completely incompatible in terms of direction and philosophy.
The boss has no logic whatsoever in the way he does things. He sells products at prices higher than imported goods, and when customers do not buy them, he blames the customer base for having low purchasing power.
There is no business-development experience or strategy—just reckless effort.
The sales target is NT$1 million in monthly revenue, but they do not say how much commission you will receive.
The key point is that it is still questionable whether the entire sales department can generate NT$1 million in revenue in a month (excluding contract manufacturing for other companies).
They do not provide salespeople with business cards, pricing information, or customer lists (collecting your own lists is fine).
There are no existing customers assigned for you to manage—or perhaps there are no existing customers at all.
They hope to obtain consumer information from distributors,
but they are extremely unwilling to accept distributors or consumers choosing not to purchase the company's products.
There are also problems with the product pricing and positioning (an exhaust pipe for an NT$8 million car is sold for NT$130,000, while one for an NT$1.5 million car is sold for NT$110,000).
The company has failed to recognize that it lacks core competitive advantages.
Finally,
my objective advice to anyone considering joining this company:
There are many aftermarket exhaust brands currently available in Taiwan.
Whether compared with substitutes (hand-fabricated products), competitors (domestic brands), or potential competitors (foreign brands), this company's products are the hardest to sell.
Many foreign brands comply with EU regulations, so the difficulty of exporting this company's products is considerable.
Most domestic brands (Binkawa, Rayli) are cheaper than this company, while more expensive brands such as FI and ARMYTRIX are hundreds of times more well-known than it.
Hand-fabricated products are also cheaper and customizable.
Therefore, these products are extremely difficult to sell. The market is shrinking, and there is no identifiable opening to enter.
Do not let an exploitative boss brainwash you with a few words into believing that your company's products are excellent.
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1. The boss is stingy.
2. The boss and the boss's wife are not on the same page; they give inconsistent instructions, making it difficult to carry out work duties.
3. Salary details are not transparent. There is a dual-track system: base salary + bonus = the actual amount received.
4. The one-fix-one-rest policy is not implemented. Overtime is exchanged for compensatory leave; after working 8 hours of overtime, taking one day of compensatory leave results in one day's bonus being deducted.
5. Bonuses are deducted for holidays and annual leave.