倫發科技有限公司

The HR representative was very beautiful (although that’s not the point). The interview was held in a small meeting room, so I didn’t get to see the company’s office environment, but people were constantly coming in and out of the office, giving the impression that there are quite a lot of employees. The company benefits seem very good: there are bonuses for the three major holidays, overtime pay, and even overseas employee trips!

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1. Salaries are paid on time

2. Little overtime

3. Plenty of annual leave

4. A moderate basic workload

5. Generally harmonious relationships among employees

6. Relatively well-equipped, which helps build experience

1. Lack of a training system

2. Many meaningless work assignments

Regarding the new foreign national information security manager: he is easy to communicate with when nothing is going on, but some of his qualities are truly hard to praise:

1. Laziness: Apart from meeting times, he spends most of his time in the office watching videos and eating snacks. Even presentations that he should handle himself are mostly assigned to employees, and he barely puts in any effort.

2. Passing the buck: When facing employee problems, he always shifts the responsibility to HR. When a security incident occurs, his first reaction is to pressure the team and manage relationships with upper management, rather than personally taking the lead in solving the problem. When questioned, he becomes impatient, simply gives up, and then pressures subordinates or other departments to take responsibility.

3. Incompetence: Despite having worked in the department for more than six years, he cannot clearly describe his own department's basic processes and is even unable to complete the most basic analysis. This places an excessive burden on senior employees; in terms of knowledge, technology, and management, he relies entirely on others to handle things for him.

4. Irresponsibility: He is irresponsible when hiring employees, forcibly retaining underperforming staff. When other departments apply pressure and a performance improvement plan is needed, he hands decision-making authority to senior employees while maintaining his own image as the “good guy.”

5. Concerned with appearances: He has a victim mentality. Whenever something requires him to step forward, he presents himself to others as a victim or a nice guy. Almost everything happens only because others pressure him to come forward, and he acts as though it has nothing to do with him.

6. LH: As a foreign national manager from outside the organization, he enjoys better待遇 than the local direct supervisor. Yet he receives the most generous resources while setting the worst example: arriving late, leaving early, doing nothing, and even making insulting remarks about young employees being unmotivated.

I wondered how I could have encountered such a textbook example of a negative role model. After looking into it, I realized—well, he really is a textbook negative example.

The person who should be placed on a PIP is not the employees, but him.

Key phrase: "Once we escalate to management, there will be no day no night"

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Let's start with the interview.

At first, the interview was conducted by an HR representative and a woman holding a laptop who had a very arrogant attitude. She typed throughout the entire interview and occasionally snickered at my answers. The HR representative's attitude was fairly good; I just don't know what this laptop lady, who showed no respect for the interviewee, was being so arrogant about. She often interrupted to ask questions completely unrelated to the interview. I later learned that she had just been promoted to supervisor. So this is what a supervisor is like—so inappropriate and promoted into the position like this.

After I joined the company,

this supervisor was always deliberately or inadvertently trying to sound me out, asking whether any colleagues had bullied or harassed me. She appeared gentle and friendly as she showed concern for me, but every sentence was an insinuation against other colleagues. She also hoped I would act as her informant. Whenever something went wrong, she would start shifting the blame onto the people beneath her. When things went well, she would take credit, saying it was all thanks to her efforts. Communication was often difficult: she would fail to express herself clearly and suddenly say something without any context or explanation, expecting everyone to read her mind and understand what she meant. You might have to be a spirit medium every day to know what she wanted.

To demonstrate her authority as a supervisor, she often used her position to pressure people. She would also say that everyone was united in working hard for the company and that no one should feel any pressure. Her statements were always contradictory. Once she realized that the people beneath her were not controllable, she began playing petty tricks to get people pushed out.

During the period of working from home, I was suddenly told one morning that my probationary assessment would be brought forward. This supervisor requested that it begin at 10:00, but I waited until nearly 12:00 before the assessment finally began. She required me to turn on my camera. Before that, I had already discovered that all my access permissions had been revoked and that my data had been altered. Her very first sentence was that I was unsuitable and would be dismissed. I asked her to explain the reason for the dismissal, but she kept mumbling and could not make herself clear. She just kept going around in circles, repeating that I was unsuitable, without ever being able to explain specifically why. She even showed me the evaluation form. This was probably the first time in my life I had received such a terrible score: every item was rated 1–3 points, resulting in a failing total. I asked her to explain why the scores were so low, but she quickly glossed over it and pretended nothing was wrong, saying that everyone had rated me. Then she pulled out her biggest claim, saying that many people had observed me and felt that I was unsuitable. I again asked her to name those people who thought my abilities were inadequate. At the beginning, she had even told the senior manager that I was capable and wanted to apply for me to transfer over to her side to provide assistance. Now, while we were working from home and she could not see how I worked, she said my abilities were poor. She started contradicting herself again, saying that she had asked the department heads, who all said I was incapable; asked everyone in HR, who also said I was incapable; and asked all the engineers, who likewise said I was incapable. It makes me wonder why so many people had to be mobilized over someone in such a minor position, and how I was so fortunate to have the whole company pay attention to me. When she realized she could not refute any of the questions I raised, she shifted everything onto HR, saying HR had told her to say those things. All I can say is that HR is truly pitiful: they already privately badmouth her countless times, yet when something goes wrong they still have to take the fall for her. However, the HR manager seems to treat her like a sister and has no idea how many times she has been stabbed in the back by her, or how many harsh things she has said about her. (Ah, the story of these sisters came to me in a dream—the scenes were so vivid.)

After the malicious dismissal, this neither-tall-nor-thin lady was extremely guilty and began getting uninformed colleagues to rewrite the story. By the time the rumors reached me, I felt she could already become a director. If she wants to play the tragic heroine so badly, I'll help her. Those applying for a job should be careful—she also causes trouble across departments, and you may not even know when you have been set up. If you want to know the other details, feel free to leave a comment below.

Ah, I just remembered: at the beginning, to establish that I had an ability problem, when I had only been on the job for one or two days, a mistake that occurred in the group chat was blamed on me. She even had HR pass along the message that, since I had already joined the group, I should bear responsibility for the mistake. She also said that newcomers were not allowed to make any mistakes at all. She was a supervisor and could make mistakes, but a new employee could not make even one. What a wonderful company—new employees are not allowed to make any mistakes. During the initial interview, they said it was normal for new employees to make mistakes; when dismissing me, they said not a single mistake was tolerated.

Also, you absolutely must not watch videos during your lunch break. I watched videos with a colleague while eating and was accused of spending the entire workday laughing and watching videos. She deserves an award for Best Story Rewriter.

She complained all day about other people leaving work on time. If you worked overtime, you had to write an improvement report explaining the problem of poor efficiency, how to improve efficiency, and how to reduce errors. Her approach to work was contradictory and inconsistent: once the work is finished, why can't people leave on time?

Oh, right. After all, this position was taken from someone else, so everyone has to cooperate with whatever she wants to do. (She dreamed this position into existence too—the scenes are still so vivid!)

There are water dispensers and vending machines.

There is nothing to learn, and the company cannot keep up with the industry. The managers, especially those of foreign nationality, lack sufficient technical knowledge. Much of the work is only half-done and incomplete.

The lighting is bright

HR will ask personal questions

The work atmosphere is poor

Extremely stressful

The departing supervisor delays things

Overtime is the norm

You still have to reply to messages after work

Polite, the process was fast, and they were very straightforward about making an offer.

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Getting involved in gambling-related money flows means free room and board in prison.

https://www.104.com.tw/company/1a2x6bk2ip

A subsidiary of the Philippine gambling company GB2BC, 26HR is extremely arrogant and bullies new employees. They are very difficult to deal with and always seem impatient. During the initial interview, they lie and tell you that you will not have to pay compensation. However, when you resign, they trick you into returning to the company, have men in black escort you there, force you to hand over your passport, and make you sign compensation documents. They will also threaten to blacklist you so that you cannot leave the country. The Singaporean T, the technical supervisor, is extremely cold-blooded. When employees resign, he deliberately does not inform them of the timeline for the visa downgrade process, then only comes looking for them and offers help after taunting them with, “Now there’s a problem?” Otherwise, he says that you are making things very troublesome for him. He completely disregards employees’ welfare, kicks them out of the dormitory, and leaves them homeless. An extremely frightening company. They also use a six-month probationary period to suppress your salary, cut your benefits and bonus for half a year, and keep your salary very low. They look down on Taiwanese people. Amazing, amazing.

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Cons

a. HR spoke quickly, arrogantly, and with a poor attitude.

b. Crossed their legs while interviewing the candidate.

c. The interviewer’s attitude was extremely cocky and careless.

d. The interviewer required the candidate to answer on the spot and kept interrupting them.

e. The interviewer expected you to know a whole lot of things.

f. The answers did not address the questions.

g. After the interview, they called again and lectured the candidate at length.

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1. Major HR issues

a. Arrogant, poor attitude

b. Crossed their legs while interviewing the candidate

c. You cannot discuss annual salary, only monthly salary, and you cannot find out about the bonuses for the three major holidays.

d. Occasionally sneered at the candidate.

e. Very domineering attitude and constantly interrupted the candidate.

2. Manager interview

a. They found an interviewer who does not hold the same position I applied for to interview me.

b. They expect you to know a whole lot of things, but the salary is ~.

c. Answered questions that were unrelated to what was asked.

d. They want very obedient employees to work for them.

e. Lectured the candidate with a bunch of grand principles.

Summary: These were my overall impressions from the entire interview. Later, I accidentally went to the Ministry of Labor’s website and saw some interesting things in the search system for business entities (employers) that violated labor laws. Hmm~.

There is water to drink

(1) Internal engineers say it is a gambling company that also handles payment flows, but HR will deny it and then ask you, “If it were, then........”

(2) It feels like the work pressure is very high

(3) Overtime is required

(4) A high ability to withstand pressure is necessary

(5) HR has a very poor attitude

Full of politically challenging experiences

There is a particularly capable manager who likes to make threats and attack people behind their backs, and who focuses on office politics instead of getting things done. The company operates in gambling and also handles payment flows, yet under the banner of a startup it had a turnover rate of nearly 40% in just three months, along with one round of malicious layoffs. Brave souls, welcome aboard~