創空間概念股份有限公司

None.

1) The marketing manager who conducted the interview was more than half an hour late and was extremely rude as soon as they sat down.

2) The interview lasted only 10 minutes. After hearing my self-introduction, they ended the interview and asked whether I had any other questions. I didn't, and the entire process was extremely rude.

3) When I asked about the job responsibilities, they replied, “It’s written on 104; that’s what it is.”

After years of navigating workplace battlefields, I live like a war correspondent, covered in bullet holes and skilled at digging a bunker before making a move.

There have been more mishaps than fireworks, but that has honed my lightning-fast firefighting skills and, incidentally, developed my “lie detector radar”—I’m right eight or nine times out of ten.

After going so long without receiving a bonus, I realized the true meaning of the workplace:

“Going to work isn’t about making money; it’s about cultivating oneself and building up good karma.”

I’ve been ground down until I’m covered in scars, so now I can calmly put out fires even when things go wrong.

On top of that, I’ve learned to instantly tell truth from lies—basically, I’ve attained enlightenment.

I can't believe it, but I actually can't think of any pros.

1. Employees often play along with the company’s self-promotion, helping create a bunch of ideas that employees may not actually agree with. The company loves creating an image of being very powerful, but in reality, it’s really nothing special and not actually that strong. Its advertising impact exceeds its actual capabilities.

2. The people seen in the company’s advertisements all seem to be the same types of people. That’s right, because they’re either people the boss likes or company managers. There really aren’t many long-term employees. Everyone can observe this for themselves—I’m honestly not making this up.

3. What I find most puzzling is that they can even publish a book?? Everyone can read the book first and then try working at the company to see whether it really is as polished and glamorous as described. You’ll have your answer.

4. This is a company that needs to improve its salary levels, back-office operations, and interdepartmental communication and coordination. Designers, please think carefully and don’t waste your time. You’d be better off trying your luck somewhere else first.

1. Convenient transportation

2. You will learn how to present yourself

1. The administrative procedures are cumbersome, and it takes a long time for the company to reimburse expenses paid in advance by employees. If the deadline passes the end of the month, the invoice cannot be used, and employees must bear the costs themselves.

2. Long working hours, but no overtime pay; overtime pay is only provided when attending meetings with clients.

3. Company policies are changed frequently. New policies are constantly introduced, while old policies are repeatedly revised.

4. Because the turnover rate is very high, it is often necessary to deal with problems left behind by colleagues.

1. Great company location (convenient access to the MRT and buses)

2. Colleagues get along very well, possibly because they have a common target to attack.

1. The office location is different from the location where meetings with clients are held, which is very inconvenient when it rains heavily and we need to go to a meeting.

2. There are many rules for submitting reimbursement requests. If there is any error in a request, it will be rejected outright without specifying the reason for the error, and payment will be deferred to the next disbursement. If the error is not discovered, the employee has to absorb the cost themselves! Because the reimbursement deadline has passed, this is quite inhumane, and there is no clear guidance! Also, if a request is submitted early but approval is delayed because the supervisor signs off too late, it is directly deferred to the next disbursement as well! When I asked, I was told that employees should follow up on the request themselves? (Then what is the point of electronic signatures? I followed the process, but was still affected because the approver did not act according to the schedule, which was extremely frustrating.)

3. Urgent requests require a hard copy to be personally signed by a senior executive, but this executive is often not in the office. They tell us to leave it on their desk and say they will handle it after entering the office. Subsequent adjustments to the electronic approval are also handled very slowly. Is this still considered urgent? What is the purpose of an urgent request?

4. We are chased every day for sales performance and collections. The company previously adjusted the number of internal employees, but the sales targets remained the same??? Are you trying to drive everyone to death?

5. Although the bonus percentage is good, it is basically money you can see but cannot get. You can only claim it after a case is closed, and it takes 3–6 months to complete a case. After adding in the base salary, the monthly average is merely just enough. (Base salary + bonus system)

6. There are many internal meetings, but most of them are meaningless. We are already busy enough, yet our time is still taken up by meetings.

7. The benefits are truly as ordinary as they could be—they are just the basics. The company keeps saying they are better than those in the same industry??? So can they only compare themselves with the same industry? The benefits at other companies in the industry that I know are even better.

8. The company has an extremely high turnover rate. The people who stay are probably mostly senior management and those with family connections, who just talk without doing anything.

9. Your company’s philosophy is to put people first, but as an employee, I do not feel this at all. The designers work unpaid overtime until the early hours every day, and even the greatest enthusiasm will be completely drained here.

1. Basically, the managers of every department in this company know how to tell stories and make grand promises. Having ideas is a good thing, but if they cannot be delivered, they are nothing more than fantasies—just listen and move on.

2. The advantage is that there are no standards, which is also the biggest disadvantage.

3. The boss creates an atmosphere that seems to show a lot of love for employees, but in practice, the turnover rate speaks for itself—it is truly astonishing.

1. The senior executives and affiliated-company managers basically get things done with talk alone. Everything sounds simple when they explain it, but when problems arise during actual execution, they have no answers whatsoever. To handle one issue, you have to go through a whole chain of people; by then, either the employee has resigned or you cannot find the right contact. It is utterly ridiculous.

2. It may look like a group-style operation, but in reality it is currently a small-scale organization that keeps drawing up large-scale plans. Perhaps the company and its private stakeholders have other investments and plans that employees simply do not know about. The benefits, salaries, and bonuses are all mediocre—mediocre among the mediocre, and on average lower than those in the industry—while there is far more work than in the industry. Much, much more.

3. The company’s philosophy seems to be that it is employees’ duty to help the company make money immediately, but when it comes time for the company to give employees bonuses, everything becomes incredibly difficult. There are plenty of design companies with more extensive group-style management systems, so take a look at them and you will see how far behind this company’s back-office operations are. Reimbursement claims are especially troublesome: even after finally completing the approval process, you still have to wait for payment and follow a whole set of back-office processing timelines dictated by accounting and finance. Everything favors the back office. To put it bluntly, isn’t a considerable portion of the back office’s salaries earned through the hard work of frontline employees? Yet frontline staff have to accommodate the back office in everything, making it feel as though their salaries and bonuses were something they had to beg for.

4. The company previously required us to have clients choose furniture brands operated by the company itself. However, turnover among the furniture brand’s sales staff is also extremely high, so it is often impossible to find the original sales contact. Otherwise, there are quality problems when the furniture is delivered to the customer’s home. In the end, they do not even dare try to push the blame onto the customer. There is no need to mention the supposed bonuses for internal referrals—they are an absolute nightmare, and there are even more problems to deal with afterward!

5. This is only the tip of the iceberg; there are so many drawbacks that they cannot all be described. If you want to have a good New Year, choose carefully.

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Absolutely not recommended. It would be hard to find a worse job.

A whole lot of empty rhetoric.

For anyone considering working there, please study Taiwan's Labor Standards Act carefully.

There is no "Taiwan's most beautiful scenery" inside.

They will teach you how to create polished design presentations and how to market yourself.

1. There will be endless meetings, but they often have little conclusion or meaning. You will probably spend two or three hours listening to senior executives make impassioned speeches or remind all the designers to work hard to meet their performance targets.

2. The company emphasizes SOP procedures, but many of them are meaningless and may even lead to rework. Moreover, during employee training, not all procedures are taught, and there is no SOP manual to consult. You have to ask about everything yourself, and you may not necessarily get an answer.

3. You need to fill out a large number of ISO documents, but these documents are merely for obtaining ISO certification. Whether the projects actually comply with ISO procedures is another matter.

Designers spend almost all their time on these three things: paperwork, going through procedures and approvals, helping vendors submit payment requests, and coordinating with various departments. Then, in the evening, they work overtime under the duty-based system to draw construction plans and 3D renderings—the work designers are actually supposed to do.

4. Rather than designers, we are more like salespeople. Regardless of whether the current workload can be handled or whether the project type is actually feasible to execute, senior management always says to sign the contract first and worry about the rest later.

To meet contract-signing targets, senior management often offers unreasonable discounts or prices. But in order to achieve the company's required high profits and gross margins, designers are often asked to negotiate with vendors and demand low prices with high quality. If the required gross margin is not achieved, designers will not receive bonuses or may even be formally reprimanded. The designers are not the ones giving the discounts, but they are expected to bear the responsibility when profits fall short.

It is truly difficult to demand both an excellent horse and that it not eat grass.

As for project pricing and quality, you constantly feel as though you are compromising your conscience while serving clients.

5. Internal struggles within the company are also very serious. On the surface, everyone uses bureaucratic language and acts amicably, but in reality, everyone is looking out for themselves.

After the design department signs a contract, it throws the problems to the engineering department, which then has to find a way to deal with them.

Reserve managers, in order to climb the corporate ladder, always dump work and problems on the designers below them, then take all the credit for themselves. Designers who are difficult to control or have too many ideas will be smeared and pressured into resigning.

6. Bonuses are also difficult to claim. You must complete the project-closing report within the deadline and pass an audit before you can receive the bonus.

Sometimes, to make the figures for each project look good, expenses from other projects are assigned to projects with good profits. This causes profitable projects to become ineligible for bonuses, but allows every project to be kept within the company's gross-margin targets. This way, senior management will not be criticized by the company, but designers and engineers will not receive their bonuses.

7. There is also the vendor payment system. Individually, the amounts are not very large, but simply going through the procedures takes a month, followed by issuing two-month promissory notes. Sometimes the accounting department fails to notice a vendor's invoice, delaying payment for several months. There have even been cases where vendors had completed the work but still had not received their deposits. I sincerely recommend not introducing your own vendors to this company; it will only harm them.

If you dislike internal conflict or are not very calculating or politically savvy, I recommend that you do not get involved in this mess.

Can't think of any advantages to speak of

1. The various work processes are cumbersome, and some departments dump all of their work onto the designers. Basically, there isn't enough time to actually do design work unless you are very willing to work overtime on your own.

2. The abilities of the various managers are nothing special. For example, the director of one department only cares about their own performance and bonuses. They sign contracts by cutting prices, making it look as though they are very capable at closing deals, when in reality they obtain project contracts by offering design fees and engineering profits below market rates.

3. Clocking in and out is mandatory. Being late, leaving early, or forgetting to clock in will result in a salary deduction, but you will not receive overtime pay for working overtime (except for overtime spent in client meetings).

4. The bonus system is clearly defined and appears generous, but whether the bonuses are actually paid readily is a matter of opinion. You have to calculate and apply for the bonus yourself, and also provide a project completion report and proof of all contract attachments. The bonus is paid after the project is completed, the completion report is submitted, and all financial settlements are finalized. There is a very large gap between the bonuses for meeting and not meeting targets. Evaluate this for yourself.

5. There are many miscellaneous tasks beyond design-related work, as well as many reports and repetitive forms. In practice, this simply means that each manager's work is distributed among the designers. Most of it has no direct relevance to actual design work and is purely intended to make things easier and save time for management.

6. The company constantly advocates SOPs and standardized processes, but in practice everything depends on what the boss feels like. If a client makes unreasonable demands today, the company will still comply by producing drawings and quotations within the client's unreasonable timeframe. In reality, everything is done backwards, and when problems arise, the designer is blamed for negligence and incompetence. Simply put, this is a company where the boss has the final say; the SOP is just a slogan.

7. Management appears to be electronic, with all forms and attendance and leave management handled electronically, but it is actually full of flaws. There are a great many irregularities to accommodate the company's efforts to evade inspections by the Bureau of Labor Insurance.

8. The boss will talk to you all day about discussing design, but in reality you simply do not have the time to discuss design with them, nor are you given extra time to revise and review your designs. Supervisors only help debug your drawings. If you want to learn and pursue design in depth, evaluate this for yourself.

9. The company is essentially a large echo chamber. It appears warm and welcoming, with like-minded people, but in reality everyone is merely comforting one another while living in the same echo chamber. All the managers simply follow orders and lack autonomy; no one dares to contradict the boss.

10. Also, once you have decided to resign, the boss basically will not pay any further attention to you. They will not even help sign off on your resignation form. This is actually rather laughable: according to the vaunted SOP, everything is supposed to be approved by the managers of each department, yet the boss does not sign it themselves.

11. When you raise many issues with your direct supervisor, you receive no substantive feedback. Higher-level supervisors will only blame you for not reporting the matter further up, but the actual situation depends on whether the company carefully considers matters when making decisions, and whether your supervisor really raised your issue with their superiors or simply let it sink without a trace.

Conclusion: If you are considering joining this company, it is recommended that you ask around and learn about it from multiple sources before deciding. The turnover rate among junior employees is exceptionally high, the compensation is mediocre, and you should assess the working hours for yourself. If you are as durable as a De Li Ka card, then...

1. All the expected benefits are provided, and there is also an annual domestic or overseas company trip.

2. Colleagues get along harmoniously and amicably.

3. Since the new CEO took office last year, they have been willing to give designers a platform to showcase their abilities. When entering international awards, the designer’s own name is included, along with opportunities to travel abroad to accept awards, rather than having all the glory go to the creative director. This is an exceptionally valuable opportunity in the industry.

4. There is at least one design seminar every month. The chairman, who also comes from a design background, personally guides each designer on the concepts behind their projects and helps strengthen their presentation design skills.

5. Designers are led in discussions about the preferences and styles of international awards, gaining a broader perspective and greater confidence in their design work.

6. In the past, senior executives who had been with the company since its early days would not be dismissed no matter how poor the situation was. Since the new CEO took office last year, however, they have maintained a neutral and objective stance, eliminating those who are not a good fit. For frontline employees, this is undoubtedly a morale booster: opportunities go to those who are prepared.

1. Because the work processes have been digitized, operating the system was somewhat difficult when I first joined the company, and it took one or two months to become proficient.

2. The design department regularly holds a design sharing session one Friday evening each month. Although the event is interesting and fulfilling, having to work overtime on Friday evenings is a little frustrating.

3. From time to time, there are large, urgent projects that require proposals. Producing designs within a short period is mentally exhausting. Although it is challenging, it disrupts the originally scheduled work and significantly reduces efficiency.

4. Although there is a regular evaluation every six months, there is no specific promotion system or standard. How can one get a raise or promotion? There is no way to know.

5. The department is busy, so employee gatherings are not very frequent.

Colleagues get along well.

The bonus system is relatively transparent (Design Department).

Cons

1. As a design company, the senior management’s design capabilities are generally extremely poor. They often nitpick the work carried out by capable designers. The directors seem only concerned that they cannot control the designers, so they are constantly on guard against and suppressing them. Designers have little chance of enjoying a high-quality work environment, let alone achieving positive growth within this company’s system.

2. The company’s senior management is always overly ambitious, painting a very grand picture. However, to employees with more experience, their claims are full of obvious empty rhetoric. The company may appear highly action-oriented regarding these policies, but a policy often ends after just three to four weeks, and no more than six months at most. Yet implementing a policy usually requires a certain investment of manpower, material resources, and money, so the company’s revenue is constantly being depleted without anyone noticing.

3. A company with a sound structure and positive mindset will usually establish a clear direction for its operations and cultivate new talent. However, this company seems intent on taking shortcuts and has no systematic training for new employees. As a result, employees’ tenure is just as short-lived as the company’s policies, leaving them in a disposable state.

4. The company’s business strategies and理念 are extremely strange. During my tenure, I heard more than once that it planned to merge with other companies. However, a slightly closer look reveals that these merger plans are essentially no different from selling the company. This can easily create a sense of insecurity among employees.

5. Infighting among managers is common, but it is rare to see tactics this childish. There are countless routine and ad hoc meetings, and meeting efficiency is extremely low. After a meeting, the problem it was originally convened to solve often remains unanswered, while people criticize one another and even become tearful during the meeting.

6. The company’s leadership has a narrow outlook. Many policies or business directions that have already been implemented in the industry for years are only now being introduced, but because the company is overly ambitious yet lacks the ability to execute, they ultimately come to nothing. Managers also fail to fulfill their responsibilities by providing leaders with accurate information and advice. In the end, the company becomes a one-person decision-making system, with the leader taking the entire company in bizarre directions, only to encounter obstacles and turn back.

7. The company is rife with nepotism. Many senior employees and high-level managers are part of the same circle of relatives and friends. As a result, there are many people who contribute no value and simply coast along. Because of these relationships, many people are too comfortable to care about conditions in the outside industry, burying their heads in their work and behaving like frogs in a well. This further causes the company to lose competitiveness and makes it even less willing to explore externally, ultimately creating an insular echo chamber where a group of people simply comfort one another within the corporate group.

8. The company lacks integrity toward its employees. The compensation agreed upon during interviews is discounted by the time employees formally start work. For example, when negotiating a salary adjustment after the probationary period, either the increase does not reach the promised amount, or employees must repeatedly follow up and actively chase the matter before it is handled slowly.

9. The company’s view of the value of design is much the same as that of ordinary low-level clients who do not respect design. Design is therefore treated as extremely cheap: the company considers design acceptable as long as it is merely an instinctive, reflexive response and serves engineering interests. Concrete and well-considered design is regarded by this company as nothing more than a designer’s unnecessary self-satisfaction.

In conclusion, if you work in design, I strongly advise against wasting your time at this company.

For less experienced designers or assistants, it is difficult to receive training or gain experience in this environment.

For mid-career designers, it is difficult to find room to perform well at this company, and the income is not particularly generous.

For more experienced designers, personal interests among senior managers can easily prevent them from fully applying their abilities. The company also lacks a platform where designers can thrive, and it continues to operate a design company with the mindset of a fit-out contractor from more than a decade ago—one that merely possesses drafting skills.

Pleasant relationships among colleagues

1. The person in charge is overly ambitious but underqualified, does not respect expertise, and lacks leadership ability. Senior executives have almost no independent thinking skills and blindly follow the boss, while company policies change constantly.

2. Job titles are changed according to the boss’s mood. Employees are basically divided into two major groups: loyal senior executives who have been there for more than 10 years, and new employees who have been there for less than 3 years. Long-term employees are essentially never dismissed no matter how bad the situation becomes—a pseudo-family business.

3. Senior executives are occasionally parachuted in and given excessive authority despite being unfamiliar with internal circumstances, allowing them to direct frontline employees to work for them.

4. After joining, the promised salary adjustment was not implemented after the first three months. Overtime pay is not proportional to the actual hours worked, and impromptu meetings frequently take up employees’ time.

5. Meetings often do not discuss substantive matters. Senior executives blame and attack one another; in serious cases, they even cry and vent their emotions, wasting time.

6. Male senior executives and the boss frequently make dirty jokes toward female employees, showing disrespect toward women.

7. During holidays, employees are contacted through messaging apps and pressured to give their opinions, sometimes even being told to reply by a deadline.

8. The company allows the bosses of partner companies to verbally sexually harass employees.

9. Employees’ workloads are frequently increased, including tasks outside their responsibilities, effectively amounting to a pay cut.