智崴資訊科技股份有限公司

Being sufficiently servile (always on call after work and on holidays, not applying for overtime pay, not clocking in when working on weekends, doing whatever your supervisor tells you to do, working for free without complaint, etc.) will get you a large annual raise every year if you manage to do all of these things.

Once you understand their logic, you can live a life like a civil servant.

You do whatever the company tells you to do. When you report problems encountered at work, your supervisor will either brush you off after listening (sometimes they will lie) or ignore the problem and tell you to continue carrying it out. Problems are not taken seriously; as you lose motivation the more you work, your supervisor may even criticize you for having too much negative energy and call you in for a meeting.

You often work for free. There is no concept of a budget: when you ask how much budget is available for something or what specifications it should meet, your supervisor does not know either. They tell you to first do what you think is appropriate and make it first, then you may be told after finishing, “It’s too expensive; this isn’t what I wanted,” and be asked to redo everything. There is no sense of timing either: promotional plans and execution run from before a campaign opens until after it closes. Every campaign is rushed, and you are constantly trying to rescue the results. Supervisor: “That’s just the nature of our work~”

The company and supervisors lack professionalism. You can tell just by looking at the content on the brand’s social media: there is severe self-centeredness. In cross-industry collaborations, customers from the partner business even have to bring a cut-out coupon to the store to receive a discount, while the company cannot even create a discount code for its website. Performance analysis is extremely crude; on several occasions, a promotional channel’s return rate was only in the single digits, yet they still spent several hundred thousand on advertising.

Supervisors use emotional manipulation. The company does not like employees applying for overtime pay; you can only exchange it for compensatory leave. The supervisor says that applying for overtime pay may leave a bad impression on higher-level supervisors, but you can still apply—it’s up to you. There is much more, but I’m too lazy to type it all. I recommend everyone try it for themselves.

The interviewer was friendly.

It's a shame that as soon as they heard I wasn't going to accept, there was complete silence.

The salary is 60,000, but I already have 10 years of work experience, so you can imagine how poorly fresh graduates are treated. But since it's in a software park, I hope they can work harder. Offer received! But declined...

The boss’s Ferrari and the cars in the sales department are all really cool.

The heads of all departments are connected through nepotism or are relatives of the powerful. The company puts out a huge number of sponsored posts and prepares press releases internally for the media to publish. Policies change from morning to evening, departments engage in infighting and pass the buck, people make things difficult for one another, resources and manpower are wasted internally, work is chaotic, and the pay is at refugee-level despite the company being world-class.

The company gets orders. Although frontline employees may not feel it, at least the company is making money and is unlikely to go under for the next few years.

It presents itself as a cultural and creative industry company, but is actually an equipment manufacturer. Recently, its 104 recruitment listing for a new finance manager clearly suggests that it wants to start leveraging financial leverage and pursuing equity investments.

Senior management likes to favor obedient yes-men, using them to lead talented people and having nonprofessionals lead professionals. As a result, they cannot produce decent content and have simply given up on R&D.

R&D personnel are treated as liabilities rather than assets. Senior management has frankly stated that developing high-end talent to create content costs too much, so the company is downsizing and mainly shifting to outsourcing.

There are no professional planners left internally; they were all driven away. Only a few people remain to produce marketing demos and write R&D records to apply for subsidies. Engineers may be sent on business trips to look after booths or change light bulbs.

If you are going to work in administration, HR, or general affairs, it is not bad. However, R&D is not recommended. There is little opportunity to produce achievements that would enhance your résumé.

This company mainly evaluates employees based on personal connections and how loudly they speak. It is difficult to get promoted through ability alone. Yes-man managers only focus on taking credit for themselves and will not advocate for their subordinates' benefits.

Flexible working hours

There is a lot of work, which does not match what was stated on 104. During the interview, I discussed salary with the supervisor, who said HR would discuss it with me. When I asked HR, they said I should discuss it with the supervisor instead, wasting the interviewee’s time.

Very idle

Once you join this company, you can never leave. You might as well not join in the first place.

Relying on the fact that it is in the Kaohsiung area, they push down your salary and justify it as reasonable. Project equipment is cobbled together and has low stability, while they are more diligent than anyone else at issuing press releases about taking on projects.

The work is monotonous, with no prospects.

If you have ambitions or ideals, seriously think twice.

Flexible working hours

Ninety percent of the managers are connected through nepotism. The factions undermine one another, and no one handles internal management. The systems are a complete mess: managers take all the credit, while employees below them take the blame whenever something goes wrong. Employees are not cared for at all.

None

A garbage company, third-rate level