力致科技股份有限公司

1. Colleagues are enthusiastic about teaching

2. The salary is higher than average

1. The manager is quite protective of J西 (there are always more days off than usual; although leave was requested, Hsinchu actually received the leave form and then.....)

2. There are many opportunities at work to see certain people mysteriously disappear for dates—“Frog and J西”

(Summary: If you want to work here long-term, you need to be more tolerant than average. Conversely, if you only plan to work here short-term, make sure you learn everything well before leaving—you won’t lose out.)

The first time I've seen someone turn themselves into the enemy of the entire factory~ Quite ridiculous~~ Hahahahahaha

1. A certain senior manager at Xinzhuang has absolutely no expertise in electromechanical engineering, yet leads—and even interferes with—professionals despite being an outsider. Turning themselves into the enemy of the entire factory is truly bizarre.

2. Employees have to provide their own vehicles for business trips. This is a company without company cars, and its vision and scale are genuinely small-minded. For business trips, just figure out the train or motorcycle arrangements yourself.

3. There was no business at all throughout 2025. Compared with the booming performance of other heat-dissipation companies in Xinzhuang, the internal problems are serious. Prospective applicants should think carefully.

4. If the company does not confirm whether you have been hired after the interview, HR will ask you to wait for a month; when that month is up, they will say you have to wait another three weeks. The deadlines they give are repeatedly missed, treating interviewees like toys—truly shameful and reprehensible... Seeing these people come for interviews, I really feel sorry that they are being treated so unfairly.

1. This factory office in Xinzhuang was just established and is very new.

2. The interview process was fairly pleasant.

3. In terms of benefits, the company provides meals.

1. The bonus situation beyond the year-end bonus was not explained particularly clearly.

2. A point I especially want to mention: After the interview ended, I asked HR about the result a week later and was told to wait two weeks. When I asked again at the two-week mark, I was told to wait three weeks. When the three weeks were up, I was told to wait until the weekend. The deadlines they gave were repeatedly missed, which was really disgraceful. My personal guess is that Lichih was waiting for its ideal candidate to respond about whether they could start, but was unwilling to reject the other candidates in advance, so it left them waiting around for nothing. This was truly unacceptable. Given the company’s attitude toward applicants after interviews, I sincerely suggest that instead of applying there, people consider submitting their resumes to Auras or Sunon, which also make cooling products and are likewise located in Xinzhuang.

Comprehensive company benefits

Do not join the Overseas Business Department under any circumstances. Avoid positions in international business or business administration; it is a living hell and the worst department in the entire company.

The HR department is fairly decent.

The colleagues are difficult to get along with. They seem friendly on the surface, but stab you in the back behind your back. The senior sales staff in particular act like they are the boss. The R&D team is very incompetent, and they even have so much free time that they gossip about and badmouth others. Overall, it is a terrible place… You will regret going there.

Colleagues are easy to get along with, and the work is enjoyable.

The company is a trap, administration is chaotic, salaries are not increased, and there is no salary adjustment after the probationary period.

1. HR really advocates for employees and helps prevent them from not receiving the money they are entitled to (you need to find the right HR person).

2. Because the PMs, who also handle sales, use the strategy of bringing in projects by promoting handsome men and beautiful women (mostly the latter), you get to see pretty girls and women.

1. Severe internal strife.

2. PMs also handle sales, but most of them do not understand the processes, manufacturing methods, or timelines, which makes things more difficult for R&D.

3. Actual hierarchy of power: Chairman ＞ General Manager group (including Mainland China) ＞ PM/Sales Manager ＞ PM/Sales ＞ Manager group (including Mainland China) ＞ R&D/HR/Marketing/Assistants.

4. Thanks to point 3, sales has the loudest voice. Promotion is very easy: curry favor with sales and win their approval. Pleasing sales matters more than working hard as an R&D employee.

5. The General Manager of the module was parachuted in, but his authority is limited. Even when asking the module assistant for help, he has to consult the module manager first to see whether the assistant can help.

6. The current module manager was formerly a trusted subordinate of Vice President Ho (now President Ho, responsible for new project development). Because he was favored by President Ho and the sales team, he was rapidly promoted to assistant manager. During his time as an assistant manager, in response to company policy, the Banqiao and Xizhi departments in Taipei were merged. Since having two assistant managers in one department was problematic, the company considered promoting one of them. He unilaterally sent his proposed position chart by email to managers of all departments (including those in Mainland China), deliberately excluding the other assistant manager at the time (hereafter referred to as Assistant Manager B). Assistant Manager B was a hands-on type who often clashed with the PM/sales group. Amid the rumors, the Chairman eventually asked Assistant Manager B to have a private meeting. Since the contents could not be made public, Assistant Manager B decided to resign, and the original section manager followed suit. That section was disbanded, but because it had been the company's front-line/vanguard unit, some R&D employees continued helping to handle the work, and parts of it were split off to establish other departments.

(The front-line/vanguard unit handled new customers developed by the company, whether NB, DT, SERVER, or AIO. In the past, Pegatron, ASUS, Quanta, Inventec, Acer, Wistron, Gigabyte, Clevo, and others were brought in through this section. Some of these relationships were interrupted because of company policies or because the PMs/sales team did not perform effectively.)

(Assistant Manager B was a founding-veteran-level employee, and many customers came through him, especially DT/SERVER accounts. He was a real powerhouse and often joked and chatted with his subordinates, even with the cleaning auntie. Later, after being targeted by internal strife, he had no choice but to submit his resignation.)

7. The module manager is biased. Previously, his own subordinates were promoted and given raises quickly, while employees in other departments had to wait at least two years for a raise.

8. The module assistant earns nearly NT$40,000 per month, more than newly hired R&D employees, despite not being particularly senior. Based on the work handled, people mockingly call them the module manager's special assistant, but the person still does not know why.

9. One of the current SERVER module supervisors only knows how to make grand promises and lacks ability. He uses his authority to force people to work. During working hours, he harasses others, browses the internet, chats, watches the NBA, and plays video games—a high-ranking slacker.

10. The module department is further divided into factions internally, splitting again and again and leaving R&D employees emotionally exhausted. They just want a well-paid job.

11. The fan department is beyond words.