錐光金屬股份有限公司

They don’t like employees working overtime, so overtime is rare.

Definitely a traditional family-owned company—policies are merely for show, and management is based on personal relationships. You should definitely take the other reviews into consideration! Only consider it if you can accept that.

None

I have worked for several family-run companies during my 24 years in the workforce, and this one is by far the worst. I am leaving this comment because I was a senior and important employee, but I could no longer tolerate the company's management and its frequent practice of insulting and disrespecting many employees, so I resigned. I hope newcomers will not be misled into joining. During interviews, they only make enticing promises about the company making huge profits, a year-end bonus of two months' salary, and abundant benefits, but these are traps.

1. Department heads frequently resign.

2. The junior boss loses his temper and berates people every day. It is very frightening and can cause employees to develop depression. (Three people have already developed depression and resigned.)

3. Human resources is the boss's eldest daughter. She lacks professional and time-management skills and only wants to use deceptive interview tactics to get newcomers to join first.

4. The company relies on a single customer for two-thirds of its revenue, which is very unreliable. It often cannot secure that customer's regular orders and instead accepts scattered one-off orders, making business unstable.

5. Salaries are lower than those at other companies, and getting a raise is difficult.

1. Easy to take leave

2. Punctual working hours (the company does not like employees to work overtime)

This company currently has approximately 45 employees. After excluding foreign colleagues and the owner's family members, there are only around 30 employees left. In about one year (from 2019 to the present), more than 10 people have left. Although some vacancies were subsequently filled, not all of them were filled, resulting in a turnover rate of around one-third.

Most of the reasons for leaving are just as the commenter on the fourth floor stated:

The problems with the company's senior managers are obvious, but the owner only believes the managers, making it difficult for frontline employees to get things done and leaving them with grievances they cannot express. Even when they work hard, they cannot receive the feedback they deserve. In addition, the company has no well-established promotion or salary adjustment system, so the turnover rate has remained high.

Job seekers who see this review and are considering joining this company should think twice.

Do not assume that it does not matter if you are not concerned about the salary level or the lack of a salary adjustment system. When you join a company, encounter a series of problems, and cannot get them properly handled or resolved, you will start to feel that the pay here is low while the hassles are numerous—and regret joining.

The employees are all decent people and do not play political games. However, due to poor management by upper management, bad money drives out good, and at present a large proportion of the people who remain at the company are the “bad money.”

The company’s shortcomings lie with its “people.” Friends considering joining should note the following and ask themselves whether they can accept them:

1. Chief Operating Officer: Skilled at infighting and deceiving employees. The most criticized behavior is parachuting his own people into management positions and showing blatant favoritism toward them.

2. Sales Manager: The boss’s son. He is not bad by nature, but has poor emotional control and often loses his temper with employees and takes his frustrations out on them. His supervisor, the COO, has failed to properly mentor and manage him, resulting in the sales department being like a scattered heap of sand. The employees under him lack independent judgment and have to consult the production or R&D departments about everything.

3. R&D Manager: One of the parachuted-in managers. Lacks technical ability, talks about theory without being able to put it into practice, and does not know how to do so. Although his title is manager, he has never taken on any management responsibilities.

4. Deputy Production Manager: One of the parachuted-in managers. When unable to solve a problem, he passes it on to someone else. He only follows orders from above—in name and in reality, a mere mouthpiece.

5. The company has no salary adjustment system, so any salary increases or subsidies mentioned during interviews are untrue. In addition, the company provides no onboarding or new-employee training. After joining, you must get up to speed as quickly as possible on your own because no one will train you.

6. Company policies often change from day to day. Unless you are the type of person who is inclined to change jobs at the first sign of something different, joining is not recommended.

•　On-time start and finish

•　Easy to take leave

•　Free lunch

•　Difficult to get promoted in a family business

•　Far too many meaningless meetings that waste time

•　Fixed salary with no raises for years

•　No performance or productivity bonuses

•　Forcing one person to shoulder the work of several people

It would be nice if there were any.

The New Energy Development Department is actually another company. Apart from the owner of Zui Guang holding shares in that company, the New Energy Development Department has no direct connection with Zui Guang. The department's actual company name is Taiwan United Hydrogen Energy, which was officially established only in 2018.

A professor at Tainan University, who is one of the shareholders of Taiwan United Hydrogen Energy, controls everything. After the professor was indicted by the Tainan District Prosecutors Office in 2018, they privately asked engineers to purchase the company's shares and transfer money to their personal account, attempting to sell each person 20,000 shares at a price of NT$30 per share.

The professor required engineers to follow their methods completely in their work, but from before the company was established until now, more than two years have been spent without producing a single physical prototype. The company still has no products, provides no services, and has no revenue.

In addition, the professor has extremely poor emotional intelligence and verbally abuses everyone, including the chief engineer of a supplier, whom they insulted during a visit when meeting for the first time.

Someone else had been at the company for only two weeks and had made no mistakes, but was asked to resign simply because the professor suddenly felt that the position was unnecessary.

The supervisor was a nice person, and the conversation was pleasant.

The HR staff lacked professionalism and had poor hospitality. They also did not proactively inform me when I was not selected.