域動行銷股份有限公司

A paradise for fence-sitters

The engineers here are all terrible. You can't get them to move, and they constantly procrastinate and pass the buck, coming up with a bunch of procedures and excuses to block things. A whole bunch of people are coasting toward retirement, with only one or two people actually solving problems.

The Data team is even worse. Its manager completely doesn't understand programming and has poor logic as well. Whenever they encounter a problem, they either slack off or claim it's not their responsibility. It's utterly ridiculous. Anyone with a bit of logical thinking or a functioning brain can tell. The mapping is done carelessly, and even the labeling is full of problems, yet they never think they've done anything wrong.

If even a data company has data this terrible, what more can you expect...

I hope this shopping festival blows up, so those people get a lesson.

Boss, you really need to keep your eyes open—there are a bunch of people deceiving you and taking your salary budget.

Also, it feels like a one-party dictatorship. As soon as someone speaks up in opposition, you should be careful—you won't even know how you got pushed out.

None

Absolutely no sense of cohesion. The people who join aren't really people who work seriously either. It's like a nursing home, full of old-timers who can't do anything, collecting high salaries while spending every day drinking tea and chatting, as if they were in a retirement home. No wonder a movie once said that a so-called company is just a few people who know how to make money supporting a group of people who don't. It's only good as a stepping stone for drawing a paycheck.

As for the senior executive that so many people above have been criticizing: he used to be a manager at an e-commerce company, and his character and ability were notoriously poor. He couldn't do anything, liked stirring up conflicts, and wanted to take all the credit, which is why so many people had issues with him—and why so many people had been mistreated by him.

The work assigned to people who are hired after interviews is also completely different from what was described during the interview, sometimes even in a different field.

But what can you do? Compared with ability, what society values more is connections. As long as you rely on connections, it doesn't matter how incapable you are, how much damage you cause, or how many things you get wrong.

Don't be fooled by the promise of double salary for receiving an award. As long as you're not an obedient dog, there are plenty of reasons to target you; if you're not disciplined, you should consider yourself lucky.

There is no correctness here, only politics.

There is no competition here, only infighting.

There is no character here, only connections.

There is no ability here, only influence.

None. I am very disappointed in the company.

After thinking about it for a long time, there are some things I must clarify on behalf of people from the past. There was previously an excellent engineering manager here. Although he was nominally responsible for the system, he proactively helped manage the frontend, systems, ad server, and cloud services for the company’s benefit. He even corrected years’ worth of erroneous data from the data team leader and taught the PMs how to manage and handle things better.

He did a great deal for the company and stabilized our morale. While he was here, the entire department was at its most stable and steadily growing. That continued until a department head arrived who liked playing office politics, could not stand people who were more capable or valuable than him, constantly disrupted the entire system, and even began smearing others.

But we were only junior employees, working just to earn a living, and we had no way to speak out directly to the company. We even privately considered signing a joint petition with the company to have that department head removed, but he was the boss’s friend, so we could not. For the sake of making a living, we could only endure it.

The boss was also brainwashed by the department head. All day long, he believed everything the department head said was correct and that everyone else was smearing him. He was truly incapable of distinguishing right from wrong. He even turned around and claimed that the manager was deceiving us.

Those of us on the front line worked with him and knew him and what he had done. We did not learn about these things merely through hearsay.

At the time, that manager held the lowest-level managerial position, yet he had to handle the affairs of the entire department. The company not only failed to thank him, but also chose to believe the words of people spreading malicious rumors. I heard that the company had considered promoting him to RDD in the early days, but there was a staffing shortage. He did not want to abandon the people under him and wanted to work together with them to fix the company’s systems on the front line before considering it in the future. Yet the company never thanked him for his efforts.

He is still being smeared by that department head to this day. I truly do not know how deep the hatred or conflict is, but the company should seriously reflect on it.

They keep saying that there was no proper handover, but that manager handled the handover most meticulously. He prepared a file checklist covering the architecture and the corresponding solutions to every issue, and we all signed off on it. They claim he recklessly tampered with the system, left traps behind, and deliberately sabotaged it. When we later encountered problems, we privately asked that manager how to solve them, and he has continued helping us resolve them for free to this day. Even when we were preparing to resign, he was smeared as having incited everyone to leave. When he was about to resign, he repeatedly emphasized to us that it was his personal choice and told us to think carefully and not resign impulsively. He said that if we encountered problems, he would help us, and that we should not put ourselves under too much pressure. Even when he left, he wrote a document for the entire system outlining future correction directions and the work that needed to be done. Is this what they call an incomplete handover? Is this malicious sabotage?

In reality, he truly continued helping us all along. But those of us who had been engineers and PMs there for a relatively long time simply could not continue working under that department head. That department head was far too incompetent.

The company truly owes a great deal to the people who came before, all for the sake of currying favor with its own friends. But what could we do? The company is not ours.

I believe that if the company is willing to compare things over the past six months, it will gradually come to understand his contributions and the changes he made for the company, compared with the current period of major decline and heavy losses.

You can view a lot of information on Tiānyǎntōng.

As mentioned earlier, the department head here is truly outrageous. As soon as you join, he tries to establish a personal connection with you and wants you to be his informant and one of his people, as if you could share in the good life with him. But when you follow his approach and actually run into problems, he immediately cuts ties with you and even says you should be disciplined. When things are going well, he takes all the benefits; when something goes wrong, he immediately uses us as scapegoats and even says we should be fined. The company should quickly realize that someone like this is causing trouble, which is what led the previous group of engineers to flee all at once. Truly outrageous.

Broadening your horizons, discovering that there is no limit to how bad things can get

Improve company management

Let the people who discover problems supervise

Let the people who solve problems be promoted

Let the people who complain about problems step down

Let the people who create problems make way

Let the people who delay solving problems leave

YunDong-exclusive management

Let the people who discover problems step down

Let the people who solve problems leave

Let the people who complain about problems make way

Let the people who create problems be promoted

Let the people who delay solving problems supervise

Sales managers resigning

The entire cloud team has resigned

The entire frontend team has resigned

The entire backend team has resigned

The entire Media Development Department has resigned

The entire Customer Operations Department has resigned

Half of the PMs have resigned

Stop being tricked into joining. All the positions and staff who actually do the work have resigned. When you join, you’ll find that three or four people manage one person, while that one person does the work of three or four people.

Fatigue is secondary. Think about it, guess at it: how did a company end up in its current half-paralyzed state? Do you still want to join?

Terrible—there couldn't be anything worse.

The product department at this company is utterly useless. Cloud, frontend, backend, media development, and account managers have all left, and it all happened under the same director. That tells you how bad things are.

They only know how to engage in pointless power struggles and do nothing. Now that everything is on fire and they can't get anything done, they keep blaming others.

All they do is talk behind people's backs and push everything onto former employees and those who have seen through their true nature.

What a pity that the boss loves this sycophant who is good at putting on a show.

Pathetic. Ever since this director took over, things have continued to go downhill. Fortunately, I'm logging out now. What a terrible place.

The boss is also going along with this mess. Face the facts—who is responsible for turning the company into what it is now?

None

Worried the post will get pushed down again because it isn’t paginated, so I’m backing it up for everyone.

-------

To be honest, when I first joined, I thought the atmosphere at this company was very good. Some managers and subordinates joked and laughed together, everyone got along like friends, and work progressed smoothly without any infighting.

But I heard that at this company,

cloud engineers are used as accountants,

general engineers as senior engineers,

and senior engineers as the entire IT department.

I feel sorry for them, but they were also very responsible in guiding our PMs in their work. Whenever the PMs had questions about systems or business models, they would ask them. Everyone had become accustomed to and liked this company.

Then, around the end of last year, a manager was parachuted in. I’m not sure whether everyone simply had different ways of working, or whether this was how the company had always operated behind the scenes, but problems began to emerge, including many benefits that had previously been removed.

There were rumors of illegal wage deductions.

Some strange infighting began to appear.

There was also a “rumor” that a colleague wanted to resign but was retained by the parachuted-in manager, who told them that it was fine even if they did no work, as long as they stayed at the company and “belonged to him.”

Clear factions began to emerge within the company.

One was the reformist faction aligned with the engineers, seriously discussing every day how to fix and optimize the system.

The other was the new manager’s faction, which disliked the engineers having too much power and spent every day figuring out how to make things difficult for them, deliberately separating them in meetings as well.

We began having to write piles of documents and reports every day. I’m not saying that writing these things is bad, but many meaningless tasks were added, along with some strange processes, all simply to create divisions. It was truly petty. In fact, that new manager’s reputation has also been the subject of rumors in some parts of the industry—go ask around.

After the engineers in the reformist faction were driven away by the new manager’s tactics, things became even more difficult.

All development was delayed. The engineers were impossible to mobilize, had terrible attitudes, and knew nothing, yet insisted they had only just joined. It would be bad enough for an ordinary engineer to say these things, but even the new manager said them. I don’t know where their most basic technical competence is; they all insist that others teach them everything from scratch. I don’t believe someone applying to be an accounting manager would ask the company to teach them arithmetic from the beginning.

Whatever.

The new manager’s faction has now won. In reality, this is a major loss for the company. The entire company feels increasingly authoritarian and corrupt, and everything has become constrained and difficult. I hope the factional infighting ends and that the company can truly recover and develop in a better direction.

Otherwise, I’ll have to look for a new job again.

----------------

The head of the Product Division is two-faced, has little ability, and often engages in petty maneuvers.

Almost all of the AMs, MDs, and RDs in the company have left. Correction! They were driven away by a pile of petty maneuvers. Those who remain are in misery every day.

Yet the boss has taken no action and has even joined in bullying certain employees. The boss only values a bunch of people who talk big but cannot get things done.

Everyone at the bottom can see who is good for the company, who works hard, who is causing damage, who is spreading slander and gossip, and who is distorting the facts. But the treatment those people receive leaves everyone feeling disheartened and afraid. Those who remain are either looking for jobs or looking for excuses to resign; only those who have families to support cannot easily quit.

Everyone has seen how the company treats serious and responsible employees. We are all terrified of becoming the next one.

I don’t know whether the boss is genuinely very slow to notice things, or whether, as the people mentioned earlier said, they simply dare not admit their mistakes. Every time, the boss plays along with the senior managers they personally poached, making the whole company worse and worse. You cannot wake someone who is pretending to sleep. The boss will not admit their mistakes: if they did, they would lose face and offend the managers they spent a great deal of money recruiting. They have no ability whatsoever to distinguish right from wrong. Pathetic. Since the only person in a company who cannot leave is the boss, those of us at the bottom should quickly find an excuse and run. Stay away from some terrible people.

--------------

The senior manager is very good at distorting and smearing others, and also gives arbitrary instructions. They neither understand nor comprehend the entire business model, and when something is done incorrectly or runs late, they dump the responsibility on our PMs.

The distortion and smearing occur not only when assigning work or when deliverables go wrong, but also in power struggles, constantly smearing and misrepresenting anyone who does not comply with them. They practically seem intent on driving everyone out of the company. After only a few months here, I deeply regretted joining, thinking that a company backed by China Investment would be more stable. The management is terrible, the senior manager is terrible, the boss does nothing, and there are almost no benefits.

Only when everyone was about to leave did they think of spreading word that bonuses would be given to those who stayed, in an attempt to retain people. Using the hard-earned money of those who were “made to leave” to support people who cause trouble at the company and accomplish nothing—brilliant. A company that shirks responsibilities, does nothing, and is full of power struggles.

--------------

When I first joined this company, I thought the atmosphere was strongly reform-oriented, and that some people were extremely serious about getting things done. Only after staying for a while did I realize it was all a lie.

It is just the old boss’s usual method for dealing with anyone who voices dissent about the company.

In reality, the senior management’s instructions are chaotic, management is lax, and they only have a superficial understanding of the business model. Whenever something goes wrong, they shift the blame to the PM. The managers in technical roles also have only a superficial understanding of technology.

The workplace is full of smearing and power struggles. It did not take long after joining to discover that everyone who had worked hard for the company had been driven away, leaving behind a perfect world of power struggles. Now the system and code are a complete mess every day, no one knows how to maintain them, and even the data is falsified. I feel sorry for those who paid money to purchase the data.

In addition, the boss turns a blind eye to problems, preferring to protect their own people rather than admit mistakes. The more skilled you are at flattering and packaging yourself, the more you can be promoted and given raises without limit.

Everyone who worked seriously was driven away through petty maneuvers, leaving those who remain to suffer every day while waiting for an opportunity to escape.

So, if you have read the posts here, don’t doubt them—they are all true. Run while you can!

--------------

If you are thinking of applying for a graphic visual designer or visual designer position in the Marketing Division, please give up on the idea...

The manager is extremely self-important and difficult to communicate with. Joining would only be a waste of time. As for experience, you won’t learn much either. Think carefully!

-----------

The boss determines the company culture; managers determine whether the company lives or dies.

The culture at this company is extremely bad. It even supports power struggles and slacking off—apparently all you need is talk.

The company continues to lose talent, replacing them with worse talent retained through higher salaries, gradually moving toward extinction.

People who do not understand technology are placed in technical roles, while people who like to smear and distort others, have no ability, and only talk are placed in management roles.

You can draw your own conclusions.

?

!!Warning!!

Senior management planted tracking code on the internal website to try to identify everyone. Before and after accessing SkyEye, remember to clear your cookies, and completely close the page before reopening the internal website!

!!Warning!!

They never know how to reflect! Now they even want to turn around and find out who left it.

It completely demonstrates that instead of solving the problem, they directly deal with the person who discovered the problem. Really damn impressive!

?

I still don't understand why there has to be power struggles and factional conflicts. The senior executives and owners are in those positions, so they are not being threatened at all. Everyone respects them and only wants them to lead the company well, yet they have managed to turn everything into such a chaotic mess.

Raising questions is intended to make Yudong better. If senior management paid attention, the people below would be more loyal. Instead, the senior executives only think about making money and answering to the shareholders. They have gone out of their way to establish a bunch of troublesome administrative procedures, write all sorts of strange documents, and call meetings at the drop of a hat. They even exclude dissenters, driving many people away. They have brought things to this point, and they really have only themselves to blame.

Lots of great food nearby, and commuting is very convenient

In fact, Yudong's geographical environment is really good, and with Chunghwa Telecom holding a stake, it has a lot of potential. So how can it still drive away so many popular employees? The senior management is really quite foolish. They could simply govern by doing nothing, but instead, as soon as the new officials take office, they insist on making a show of authority and interfering, doing ineffective work, and making things worse and worse. Anyone who watches movies or plays games knows that those interfered with by senior management end up worse off than the last.

At Yudong, basically all you do is miscellaneous tasks. I don't know what the current situation is like; anyway, I've already escaped. Otherwise, if there were a paid subscription to learn all the gossip, I'd be quite happy to subscribe.

It has managed to keep going downhill for an entire year, with people around it constantly logging off. When problems are pointed out, it pretends to be dead, deaf, and blind, evades the issue, and spends a lot of money hiring people to serve as ornaments. Yudong is truly amazing.

Convenient transportation?

The biggest problems with this company are probably the boss and the senior manager in the Product Department... One refuses to listen to any opinions and treats what is wrong as right; the other forms factions, isolates himself, and relentlessly implements erroneous management policies. Basically, the managers and employees under them either get driven away or run away, while those who remain are struggling and taking on multiple roles. They hire a bunch of highly paid, incompetent people who do nothing, and the system continues to blow up.

Flexible working hours; if you arrive early, you can leave as early as 5:30 p.m.

The company has little sense of cohesion, and the boss’s idea is to force everyone to participate in activities.

The company’s policies are wrong, but the boss’s idea is that the people under him are not putting in enough effort.

There are problems with the company’s products, but the boss’s idea is that the employees are out to get him.

When a company manager causes problems, the boss’s idea is that everyone has misunderstood the manager.

When the company receives a negative review, the boss’s idea is to delete the post or find and punish the person who posted it.

The company is heading down the wrong path, but instead of thinking about changing course, it always thinks about ways to make the wrong path sound right. It is never that the company took the wrong path; it is that the employees below misunderstood the goal, said the wrong things, or misunderstood.

That is what this company is like.

If you want to slack off until retirement and also have a mouth that can talk up your performance, congratulations—this is heaven for you. But if you are a normal person who genuinely wants to work, don’t fool yourself; there is nothing normal about this place.

So bad it makes your jaw drop. Going somewhere else couldn’t be any worse. Treat it as training.

The boss determines the company culture; managers determine whether the company lives or dies.

This company has an extremely poor culture and even encourages infighting and slacking off—just talking your way through is enough.

The company continues to lose talented employees, replacing them with less capable people retained at higher salaries, gradually moving toward collapse.

People who don’t understand technology are placed in technical roles, while those who like to smear and distort others, lack ability, and only know how to talk are made managers.

The rest, you can experience for yourself.

Maybe this is just my personal opinion.

The flexible working hours are nice. The earliest you can leave is 5:30 p.m., and the latest is 7:30 p.m., so you can avoid peak hours.

I’m not too sure about the rest, since I wasn’t there for very long.

For anyone thinking of applying for a graphic visual designer or visual designer position in the Marketing Department, please reconsider...

The supervisor is very conceited and difficult to communicate with. Joining would only be a waste of time. As for gaining experience, you won’t learn much either. Think it over carefully!

Wait until someone digs into it and then tells everyone.

When I first joined this company, I felt that it had a strong reform-oriented culture, and that some people were extremely serious about their work. Only after being there for a while did I realize that it was all a lie.

This is just the old boss’s way of dealing with anyone who voices dissent about the company.

In reality, instructions from senior management are chaotic, management is lax, and they have only a superficial understanding of the business model. Whenever something goes wrong, they shift the blame to the PM, while the technical managers also have only a superficial understanding of technical matters.

The workplace is full of smear campaigns and power struggles. Not long after joining, I realized that everyone who had seriously contributed to the company had been driven out, leaving behind a perfect world of internal power struggles. Now the system’s code is a complete mess every day, no one knows how to maintain it, and even the data is fabricated. I really feel sorry for those who spend money buying that data.

In addition, the boss turns a blind eye to problems, preferring to protect his own people rather than admit mistakes. The better you are at flattering the boss and packaging yourself, the more you can be promoted and receive unlimited raises.

People who work seriously are all driven away through underhanded tactics, while those who remain suffer every day as they wait for a chance to escape.

So, if you’ve read the articles here, don’t doubt them—they’re all true. Run while you can!

A good company to learn about power struggles.

The senior manager is very good at distorting facts and smearing people, and also gives arbitrary instructions. They neither understand nor comprehend the entire business model, and when things are ultimately done incorrectly or deadlines are missed, they shift the blame to us PMs.

The distortion and smearing do not occur only when assigning work or when something goes wrong with the content; they also happen in power struggles, with the senior manager constantly smearing and distorting the truth about anyone who does not comply with their wishes. They seem determined to drive almost everyone out of the company. Just a few months after joining, I deeply regretted it—I thought a company backed by China Development Investment would be more stable. The management is terrible, the senior manager is terrible, the boss does not care, and there are hardly any benefits.

Only when everyone was about to leave did they think of spreading the word that bonuses would be given to those who stayed, in an attempt to retain people. Using the hard-earned money of those who were “made to leave” to support people who cause trouble and accomplish nothing at the company—what a great setup. It is a company that slacks off, does nothing, and is full of power struggles.

You can learn about the harsh realities of society

The head of the product department is two-faced, not very capable, and often engages in underhanded tactics.

Almost all of the AMs, MDs, and RDs in the entire company have left. Correction! They were driven away by a series of underhanded tactics. Those who remain are suffering every day.

Yet the boss has done nothing—in fact, they have even joined in bullying certain employees. They only value a bunch of people who are good at running their mouths but incapable of getting things done.

Everyone at the bottom of the company can see who is good for the company, who works hard, who is causing damage, who is spreading malicious rumors, and who is twisting the facts. But the way those people are treated has left everyone feeling deeply disheartened and afraid. Those who remain are either looking for jobs or looking for excuses to resign; only those who have families to support cannot leave easily.

Everyone has seen how the company treats serious and responsible employees. We are all afraid of becoming the next one.

I do not know whether the boss is genuinely very slow to realize what is happening, or whether, as those who came before have said, they simply dare not admit their mistakes. Every time, they play along with the senior executives they personally poached, putting on an act. The entire company is being run further and further into the ground. You cannot wake someone who is pretending to sleep. The boss will not admit their mistakes; if they did, they would lose face and offend the executives they spent a great deal of money poaching. They have no ability whatsoever to distinguish right from wrong. Pathetic. Since the one person who cannot leave a company is the boss, those of us at the bottom should quickly find an excuse and run. Stay away from some terrible people.

?

To be honest, when I first joined, I felt that the atmosphere at this company was very good. Some managers and subordinates joked and chatted together, everyone got along like friends, and work proceeded smoothly with progress being made. There were no conflicts at all.

But I heard that at this company,

cloud engineers are treated like accountants,

ordinary engineers are treated like senior engineers,

and senior engineers are used as the entire IT department.

They seem rather pitiful, but they are also very responsible in guiding our PMs in their work. Whenever the PMs have questions about systems or business models, they ask them. Everyone has also become accustomed to and fond of this company.

Later, around the end of last year, after a manager was parachuted in, I am not sure whether it was because everyone had different ways of working or whether this was simply how the company operated behind the scenes, but many issues began to emerge involving the removal of benefits that had previously existed.

There were rumors that wages would be illegally deducted.

Some strange infighting began to appear.

There was also a “rumor” that a colleague wanted to resign, but the parachuted-in manager persuaded them to stay, telling them that it was fine even if they did no work, as long as they remained at the company and “were on his side.”

Clearly defined factions began to emerge within the company.

One was the reformist faction aligned with the engineers, seriously discussing every day how to fix and optimize the systems.

The other was the faction of the new manager, who could not stand the engineers having too much power and spent every day thinking of ways to target them, even deliberately separating them during meetings.

We began having to write a pile of documents and reports every day. I am not saying that writing these things is bad, but there were many more meaningless tasks, along with some strange procedures introduced seemingly just to divide people. It was truly petty. In fact, there have also been rumors in some industry circles about that new manager’s reputation—try asking around.

After the engineers’ reformist faction was driven out by these tactics of the new manager, things became even more difficult.

All development was delayed. The engineers could not be motivated to do anything, had a poor attitude, and knew nothing, yet insisted that they had only just joined. It would be one thing for ordinary engineers to say such things, but even the new manager says them. I do not know where their most basic technical competence is; they all say that others need to teach them everything from scratch. I do not believe that someone who applied for a managerial accountant position would ask the company to teach them arithmetic from the beginning.

whatever

Now the new manager’s faction has won. In fact, this is a major loss for the company. The entire company feels increasingly authoritarian and corrupt, and everyone is very constrained in carrying out their work. I hope the factional struggle will end and that the company can truly recover in the future and develop in a better direction.

Otherwise, I will have to look for a new job again.

You get to watch all kinds of amazing and unbelievable drama every day.

You people really should wake up by now.

How could the boss ever admit to his mistakes?

Haven't you learned from so many past examples?

It's not like they only appease everyone every time.

Yet they still only trust the people they brought in themselves,

because denying those people would also mean denying their own abilities and judgment.

So how could they possibly admit their mistakes and change?

All they can do is shamelessly force what is wrong into being right,

with skin so thick that even cannonballs can't penetrate it.

They only get angry when you point out their mistakes.

After all, even if they get rid of you, they will still have revenue.

You're just lowly wage workers, so stop barking.

Can't you see that the senior managers and the boss you're criticizing are all the same kind of people?

Birds of a feather flock together.

Why do you think complaining here will accomplish anything?

If it's just venting, it's even more useless.

I just don't know whether Chunghwa Telecom knows that they're making such a mess.

None

Everyone is being so honest—be careful not to get sued.

We agreed not to tell the truth.

Of course, none.

What was said above was very comprehensive; remember to read it.

Any?

The department head and the newly hired engineering manager love forming cliques and engaging in political infighting.

They are creating a retirement home for themselves.

The current engineering manager knows nothing and is also very difficult to communicate with. I don't know whether I joined as a project manager or as a lowly servant.

The newly hired engineers are all cut from the same cloth; not a single one can actually write code. I could read for a week and still be better than them.

They drive away good PMs, RDs, and even MDs. As mentioned above, the boss only believes the nonsense told by senior management and never pays attention to the thoughts or feedback of ordinary employees.

There was once a good manager who fought across departments for benefits, struggled with upper management to secure better benefits for everyone, and even proactively organized and advanced the progress of all our work. In the end, he lost that battle and was gone, while the department head took all the credit for those accomplishments.

But looking at it another way, I'm happy for him that he left this hellhole. If it weren't for the pressures of daily life and the need to accumulate experience, we couldn't stay here at all.

Here's a joke: Has anyone ever seen a company where the entire MD and AM teams were so infuriated that they all quit and walked out? Many thanks to the current department head—bravo.

Because they were short-staffed, all the engineers who joined afterward started at 100,000, and then didn’t have to do any work—something the senior manager accidentally posted in a public channel.

The senior manager they hired really likes forming cliques. If you support him, you can do nothing and slack off while collecting your salary.

If you don’t support him, he will keep working against you behind your back.

He is a complete two-faced person.

The worst part is that the company does nothing about it and drives away the people who actually do the work.

I originally reached an agreement with the senior manager to take over some systems in hopes of getting a salary adjustment and reaching the salary level of the engineers who joined later. However, because my direct supervisor was dissatisfied with the senior manager’s actions, the company directly forced my supervisor out.

After that, the team was supported by only one or two relatively senior engineers. The people who joined later all got in through connections, including people who couldn’t even set up a development environment.

The key point is that they still earn more than you.

The company never discusses whether its own practices are wrong. It only criticizes the engineers and has no respect for technology. It never listens to engineers’ opinions. After half a year, nothing had made any progress.

The only things making progress were the incapable backstabbers; the clique kept getting bigger, and the system kept becoming more and more of a disaster.

The saddest part is that the people who worked hard but were driven away are still being treated as targets by the boss and senior managers. Much of what you hear about them and the backstabbing is clearly unreasonable, but the boss doesn’t believe it, because the boss and the senior manager are the same kind of people.

1. You become good friends with your colleagues and supervisors here (the reason is explained in detail in the cons).

2. This is a company where you can generally leave work on time. The MRT is convenient, there are lots of good restaurants nearby, and the décor is quite comfortable and welcoming.

1. The turnover rate is extremely high. When I had just joined, I heard that the company had only recently gone through a crisis. Unexpectedly, I experienced another one firsthand later, ending up right at the center of the storm. Even after leaving, I still shudder at the memory.

2. New hires are forced to deal with a pile of problems left behind by their predecessors because the people before them failed to hand things over properly. As a result, it is always the new hires who suffer. The supervisor will even say that if the handover was incomplete, you have to figure it out yourself (because they do not know either).

3. The boss hired a new senior manager who worked hard to reform the company, but the entire company became even busier as a result. Every so often, we have to prepare presentations and report on a whole bunch of things. There are already so many routine tasks normally…

4. After the crisis happened, senior management started working hard to recruit people, but most of the people they hired were quite frightening and loved asking stupid questions. The answers were clearly all in the handover files, yet they would not even search online. After explaining things for ages, they would still act cute and say, “I don’t understand~🥰”.

5. The benefits are terrible. They deduct money for the benefits, yet snacks still cost 10 dollars, and the holiday and birthday bonuses can only be described as below market rate… You even get asked why you work overtime or take leave 🙄 (Who caused that??)

6. Everything the people before me said is true—don’t ignore the warning signs. Because the company is so chaotic, you end up becoming extremely close with your supervisor and colleagues 🫠

1. The relationships among colleagues are all great (at least those I encountered were pretty good).

2. Work is very relaxed, with no pressure, and you can leave on time.

3. There are lots of places to eat nearby, but it’s best to first assess whether you’re likely to pass the probationary period before going out to eat.

4. The manager and colleagues in the department I worked in are all very nice. I believe they will have bright futures ahead.

5. YD is a place willing to give newcomers opportunities to try things. It’s also because of YD that I grew up a lot.

6. In fact, all the colleagues and managers are very friendly and willing to answer questions. This is what I like most about the company.

First, let me say that I’m criticizing the issues, not the people....

1. Snacks cost NT$10—they’re so expensive.

2. Many past projects were handed over incompletely, so newcomers who join may suffer terribly.

3. It’s best to have some experience before joining; otherwise, you may be dismissed without warning.

4. As an employee, you don’t need Conqueror’s Haki, but you should train your Observation Haki well so that you can always predict when you’re going to be forced out.

5. There’s a habit here when teaching people: they prefer to teach verbally. However, providing written documentation would not only prove that the training was given, but also ensure that the person responsible for subsequent newcomers can review it.

6. I feel very uneasy about a company without a CPO or CTO.

7. You need to maintain good relationships with your colleagues. During work hours, it’s not a problem to sit and chat in other departments or watch the NBA.

8. The survival rule at this company is: never tell your colleagues about your dreams in life.

10. They want to implement Agile, yet insist on using a waterfall process. It’s very contradictory.

11. The manager has the final say in evaluations. As for the section at the bottom of the form stating “an opportunity for a second evaluation will be provided,” just take it with a grain of salt—it’s merely a formality.

12. In the past, the company gave newcomers many opportunities. As the number of newcomers constantly fluctuates, there aren’t many opportunities to try things anymore.

13. Newcomers absolutely must not take on subsidized projects; otherwise, you’ll need to estimate in advance how much time remains in your probationary period.

There really are none

1. It calls itself a data marketing company, yet the boss is stingy about spending on IT infrastructure. Before joining, you sign a pile of confidentiality agreements, but in practice, because the boss refuses to approve funding, employees all use free, publicly available document and progress-tracking software, to the point that all the information can be found in Google searches in plain sight.

2. Once you actually join, treat working here as your personal cultivation and a way to accumulate merit for your supervisors. After all, a subordinate has to inexplicably endure emotional manipulation from superiors, as well as endless work assignments and performance targets.

3. This company always tries to find a senior employee at a junior salary. If you suddenly encounter a high salary offer, do not hesitate—reject it outright. If you cannot successfully complete PLP within one month, you will definitely be fired, because the CEO will think the money was not worth paying.

4. Do not assume this company is young and energetic; that is just an act. At year-end, everyone has to cosplay, and monthly meetings include sports events. You cannot see the infighting among the older generation, but once you encounter it, you are done for.

5. As a coder, you are less likely to get promoted or retained than someone who is good at painting grand visions for the boss.

6. Veteran employees are arrogant and indifferent toward newcomers. Ask them a question, and they will throw back, “Didn’t I just give you a document to read?” Yet the document is extremely rough, looking like it was hastily compiled for some specific purpose, and newcomers cannot understand it.

1. The CEO pretends that the entire company places great importance on employees, but can be stingy even with taxi fares and vendor collaboration fees. Do not assume the company will be any more friendly toward employees.

2. You are either on the road to being disciplined through grand promises, or on the road to being squeezed for savings.

3. Salaries are between 30,000 and 60,000; those earning around 60,000 are precisely the people the boss singles out for elimination.

4. You can leave work on time, but for on-call duties or sudden overtime, there is no overtime pay at all—it is simply done at home, where the Labor Bureau cannot find out.

5. Five waves of engineers have already left the company. Handover information is incomplete, and the code is riddled with old, unresolved bugs. If you actually try to fix them, the program itself is not decoupled, so changing one thing will cause everything to blow up.

6. This is the most calculating exploitative boss I have ever seen. Employee travel expenses, progress tracking, and salaries all have to be painstakingly calculated with you. There is no trust between management and employees, yet they constantly emphasize team cohesion.

7. If you are an employee who was forced to resign, be sure to block the company’s phone number as soon as you see it. Be careful—they may record calls to use against you.

1. The company is in a convenient location for transportation. Finding food is fairly easy, but it isn't cheap.

2. As long as you don't make any major mistakes, you basically won't get fired. It's suitable for taking it easy, but not for pursuing ideals.

3. If you're a fresh graduate looking for a stepping stone, you could consider staying for a while, but don't stay too long—you'll end up with numb legs.

1. Like every company, it has people-related problems. But this company seems unable to handle even those problems properly, and it can still somehow make money.

2. Being exploited is common, and being treated emotionally is common. If you're very clear-headed, you probably won't be able to maintain a stable working state.

3. The quality of the products and services can only be described as needing improvement. Ultimately, it comes back to the basics: the kind of employees a company has determines how it will develop.

Objectively speaking, setting aside the drawbacks, the salary is actually about average. There are also some colleagues who are genuinely committed to improving the company’s work environment. Once certain people are gone, work can actually be quite enjoyable.

There is a senior executive who does nothing, usually treats himself as the PM, hides whenever something comes up, and tells everyone to listen to him when nothing is happening.

He adjusts the organizational structure himself, keeps expanding his own power, and takes on fewer and fewer responsibilities.

He plays office politics and still thinks everyone wants to play along with him. Little does he know that the people under him only want to work seriously.

He keeps trying to get rid of people who do not listen to him, so we have to play along with him and join him in targeting the engineers.

The engineers are truly pitiful. Even though we are understaffed, they are constantly attacked by him.

Nothing ever gets finished, and progress targets cannot be met.

Sometimes the business logic he comes up with is truly laughable.

A mid-level manager (who thinks they are a senior executive) is in a relationship with him, forcing us to take sides even more. How pathetic.

1. Very close to the MRT station, convenient for commuting, with lots of inexpensive food nearby

2. Half a day off before special holidays

3. Flexible working hours, allowing you to control your own clock-in and clock-out times

4. Company events, e.g., sports day, gift exchanges, etc. (They regularly use these as promotional material for their “happy enterprise” image—it’s hilarious)

That’s all I can think of for now

1. You only find out after joining the company that there is a welfare fund deduction. However, instead of deducting 0.5% of your salary as stipulated by the Labor Standards Act, the deduction is based on your individual salary bracket, which works out to approximately 1.3–1.5%.

2. There are hardly any benefits during the three-month probationary period (don’t even think about bonuses or year-end red envelopes). The welfare fund deduction only officially begins after you pass the probationary evaluation.

3. Bonuses and year-end bonuses are basically determined by how well you curry favor with the boss, right? The New Year’s work-start bonus, birthday bonus, and the three seasonal bonuses are all $600.

4. You need to provide your own laptop. The monthly subsidy for using your own laptop is $800 and is included in salary calculations. If you don’t have a laptop, buy one yourself before coming to work ^^

5. Coffee, milk, snacks, and drinks all cost extra, ranging from $10 to $20. Extremely stingy.

6. Flexible app-based working hours—for example, 9:00 a.m. to 7:00 p.m. with a 1.5-hour break. It feels like they nitpick over every half hour of working time.

7. After the probationary period, annual leave is granted proportionally at seven days per year in accordance with the Labor Standards Act. However, if your departure date is less than one year after your start date, all unused annual leave is deducted from your pay as personal leave.

8. You can’t resign in accordance with the Labor Standards Act; you have to notify your supervisor one month in advance?

9. Some of the company’s benefits look available but are actually inaccessible; you need at least two years of seniority to receive certain subsidies.

10. The company’s employees are young. As long as you stay long enough and win the boss’s favor, you can be given a managerial position—another kind of workplace superpower, I suppose ^^

Why are pros mandatory?

Everyone has fought each other out of the picture, leaving only our own people to continue fighting among themselves.

The senior management doesn't act like senior management, watching the people below make a complete mess of things without doing anything.

Wishing the former technical director, Jingwen, who doesn't understand technology, success in finding a new job. It should be hard to find a salary and title like the ones you had here elsewhere, right?

Can't think of any for now

On the surface, this company appears to consist mostly of young people, but the owner's mindset is like that of Liuhe, where employees' deaths from overwork made the news.

At its core, this company is a traditional industry company, and the owner has a traditional industry mindset.

At its core, this company is a traditional industry company, and the owner has a traditional industry mindset.

At its core, this company is a traditional industry company, and the owner has a traditional industry mindset.

This is important, so I'll say it three times. Hopefully, no more brave people will sacrifice their careers here.

If you know how to PLP the boss, that is an advantage.

People who leave usually carry some inner conflict, resentment, and bitterness with them.

Especially when you work seriously and diligently as a coder,

yet still cannot rise as quickly as those who know how to paint rosy pictures and boast about visions, it leaves you with very mixed feelings.

1. They do not respect expertise, and managers like listening to rumors.

2. The architecture is chaotic. Cloud VMs are compromised and used as mining machines every few days, yet they still do not hurry to strengthen information security.

3. The CEO appoints himself CTO. When faced with technical expertise, he says you are deliberately avoiding his topic. In his mind, there are only two options: do as told or get lost.

4. Parachuted managers at this company will not earn their subordinates’ respect, because they have already formed their own little clique. If you cannot break into that clique, you are simply choosing a dead end.

5. This company has already reached the embarrassing point of being unable to recruit professionals because of its extremely poor reputation in the industry and very low salaries. People with planning or business experience can switch over to work here as PMs, and as long as they know how to exploit engineers, PMs get promoted even faster than coders. You can therefore feel that expertise is not needed here—only the ability to PLP and paint rosy pictures.

If you’re not very smart, don’t come here. They violate labor laws and make a mess of things, so it’s impossible to do good work. The engineers are trying to introduce a new architecture, but there’s always someone blocking them. I feel sorry for the engineers; the lack of respect for their expertise is jaw-dropping to outsiders. This place is suitable for people who are very smart and good at dodging and evading—come quickly.

A lack of respect for expertise is common in workplaces. Rumors flying everywhere are also common in workplaces. Unreliable management is also common in workplaces. You can’t be too hard on people who lie here.

1. There are three bonus payments, a birthday cash gift, and most standard benefits.

2. The colleagues are all very young, the atmosphere is lively, and it is an open-plan office.

3. It is close to the MRT station, making commuting convenient.

4. There is one refrigerator, one rice cooker, and one microwave. If you bring your own lunch, you need to coordinate with colleagues so that everyone does not prepare food at the same time.

5. There is a coffee machine and fresh milk.

1. The benefits are ordinary, and the monthly benefits contribution is also relatively high—around NT$1,000 or more.

2. Overtime is supposedly voluntary, but of course you cannot refuse to work overtime; otherwise, who would take responsibility if something goes wrong? Whether you can claim overtime depends on your supervisor, and the rules may suddenly change after you submit a claim. In some departments, working overtime earns you “yin virtue”—oh, no, “domain virtue.” I suppose the underworld probably cannot calculate this, lol.

3. The employee turnover rate is high; very few people stay for more than a year. The supervisors’ management abilities are open to question. It is like a group of inexperienced people led by a few older inexperienced people trying to make a living. You only find out that there are performance thresholds when it is time to calculate performance, and then the senior managers simply shrug and say they have only just found out too.

4. The colleagues are very young, so there are inevitably cliques and occasional rude remarks. Those with some experience or age should assess the situation for themselves. There is no hand-holding for newcomers, and it is considered normal for them to be disliked or made fun of—after all, you are a newcomer.

5. In general, bonuses and recognition mainly go to the sales team, so do not overthink it; just do your assigned work well.

6. The base salary is whatever it is supposed to be. Performance bonuses are highly arbitrary and depend heavily on whether you are favored, and when they are paid is also uncertain.

None

The company's turnover rate seems quite high. Many colleagues around me keep leaving; some depart involuntarily or are asked to resign voluntarily. If they are unwilling to resign voluntarily, their supervisors may mention that they could encounter a reference check during future interviews and urge them to consider the matter carefully.

In terms of recruitment and hiring, the company advertises junior positions and offers junior-level salaries, but requires employees to have senior-level skills and experience. If an employee's performance does not meet the standards, various methods are used to pressure the employee, ultimately asking them to “resign voluntarily.” This approach seems not to give employees sufficient respect or consideration.

1. Very close to the MRT station

2. Flexible working hours with a two-hour window; in recent years, clocking in and out has been done via an app.

3. Most colleagues are lively and outgoing.

4. There is an annual salary adjustment system and performance review.

(At the end of each year, employees review with their supervisor, and salaries are adjusted the following March.)

1. The turnover rate is excessively high. It is not unusual for 1–5 people to leave in a month. Most employees are under 30, and most young employees resign after working for only six months to a little over a year. There are too many newcomers, and handovers between colleagues are not clear, so communication between departments is sometimes chaotic.

2. I only found out after joining the company that, after formal employment, NT$200–500 is deducted from each employee’s salary every month for welfare funds (the amount varies according to salary). These welfare funds are used for holiday bonuses, birthday gifts, and company welfare committee activities. After the probation period, you have to review with your supervisor and also memorize the very inexplicable “Ten First Principles of Domain Movement.” Holiday bonuses, birthday bonuses, and Lunar New Year opening red envelopes are all NT$600.

3. The company has been established for more than ten years, so I do not understand why most people bring their own laptops. Perhaps it is for meeting convenience? If you bring your own laptop, you must purchase a new computer after joining in order to receive a subsidy, which is NT$600 per month. There is no subsidy for using your own old laptop. A small number of employees have had the company help them requisition desktop computers. The company has been established for so long, yet everyone is expected to bring their own laptop. There should at least be a subsidy for everyone, or each employee should be provided with a laptop for work.

4. Every monthly meeting rewards sales staff for how much money they have made for the company. The sales staff thank everyone in the company for their assistance, but why is there no performance bonus for the entire company? Other departments are always left watching specific people receive red envelopes.

5. The company’s leaders constantly emphasize that employees should have a sense of unity. For example, colleagues are expected to play games at company events, supposedly as a symbol of being lively, but it is really just to satisfy the leaders’ personal whims. Even at the year-end party, everyone had to play five rounds of games before the final grand-prize drawing, which delayed everyone’s departure by 30 minutes. The year-end party has become increasingly inexplicable. It is fine to ask people to cosplay, but it should be flexible and voluntary. One leader said that there should be a punishment mechanism if people did not dress up seriously. The company provides no subsidy for year-end-party costumes, yet it still wants to punish people. That is truly lacking in human consideration. The winning costume group receives prize money, but when divided among the group members, it actually amounts to very little per person.

The top prize at the year-end party is NT$15,000 in cash for one person. The other prizes are mostly 3C products and gift vouchers, while the smallest prize is NT$600 (accounting for half of the available slots).

6. The overtime system is unclear. Some departments work a great deal of overtime but do not report it as overtime. I hope this can be improved.

I don't know.

I left after just one day. I don't know if I'm simply too sensitive, but it seemed like the company didn't have anyone handling HR (?).

When I went in during the morning, there seemed to be no indication that a new employee was starting that day. Before my first day, I was asked whether I needed a computer and replied that I did. On my first day, the desk was very dirty, and by the afternoon they brought me a computer that I had absolutely no idea how to use. I sat at my desk without anyone introducing me to the workplace, the leave policy, or anything else. They only had me sign the onboarding notice and confidentiality agreement. When I arrived, my supervisor had not even come in yet. In the afternoon, they briefly introduced what the company was currently working on, then said everyone else was busy and that the rest would be explained the next day. Maybe I'm simply too sensitive, but I really felt terrible about the experience, so I notified them directly after work that same day that I would not be continuing.

The environment is okay

If you resign within 10 days of starting work, you have to pay the company 25,000 or forgo your salary… This clause is really a bit strange.

Regular overtime, with no overtime pay—really scary.

Fortunately, I've already resigned and moved to a better company!!

None

Upon joining the company, you will be asked to sign a contract.

The most outrageous provision is that if you resign within 10 days of your start date, you have to pay the company NT$25,000 or work without pay…

In addition, if you need to resign, you must give one month's notice in advance…

Based on just these two points, shouldn't the Labor Bureau come and investigate…?

Given the company's situation, overtime is commonplace… so don't be too surprised.

So scary! A ghost! Everyone, please be careful! Don't mistakenly ruin your own career.

Luckily, I've escaped~~