艾普拉斯數位顧問股份有限公司

The only advantage is that it is very close to the MRT station.

The company is very small, and there are not enough projects.

The technologies used are extremely outdated. They take pride in their old technologies and have no interest in seeing how far things have progressed today.

90% of the framework usage is Angular, which differs from what was stated during the interview—that Vue and React would be used.

They use the extremely old NJK method for slicing layouts.

The workflow involves writing the components in HTML first.

When slicing an entire page, they "copy" code from the component library and paste it in (yes, you read that correctly).

They also do not connect to any API data and do not use component libraries such as Bootstrap.

The boss is also the head of the R&D department. He only wants to hire people whose coding style is exactly the same as his.

He also says that he thinks layout slicing is the most important thing (this part depends on each person's values).

He also says that he does not know why frameworks are needed.

All operations must be performed directly on the DOM.

Every small thing has to be written as a very large chunk of code, making everything cumbersome and difficult to maintain.

However, the boss is also a perfectionist and does not really allow you to arrange code differently.

If you want to grow, avoid this company. The longer you stay, the further you will drift away from modern technologies.

P.S. The building is very old, and the restroom is quite terrifying.

Close to the MRT station. I can't think of anything else.

1. Things that happened according to reviews from several years ago are still happening in 2023.

2. No overtime pay.

3. Resigning is seen as trying to escape.

4. The interview paints an overly rosy picture that does not match the reality.

5. Every now and then, sounds of snoring, swearing, and forcefully pounding on keyboards can be heard in the office.

The company is next to an MRT station

You can gain experience working on major projects

I started rushing to meet project deadlines on my very first day, before I had even learned the company’s processes.

The project schedules arranged by the PMs are extremely, extremely tight. They often come to my desk to ask when something will be completed, and they also suddenly add tasks from other projects and ask for help.

The PMs love booking meetings. Most of the workday is taken up by meetings, so if you cannot finish the project on time, you can only work overtime to continue, and there is no overtime pay. The company’s system requires employees to enter their working hours and project time every day. Even when constantly working overtime to meet deadlines, you can only report 8 hours!

Employees are treated like robots, with the timelines for every project squeezed extremely tightly.

After I submitted my resignation, the department manager and PMs treated me as if I were invisible, and their attitude changed 180 degrees.

Conclusion: This company is only suitable for fresh graduates who want to quickly build up their portfolios and experience!

Colleagues at the same level are all easy to get along with.

Advice for people just entering the workforce who are attending interviews:

1. Does the actual job content match what was described after joining the company?

2. What is the basis for a salary adjustment after the probationary period ends? Is it based on KPIs? It should be clear so that there are rules!

3. Do you have control over the application process for compensatory leave for overtime? Is it possible for the amount to be reduced during the application process?

4. Find out whether overtime and compensatory leave are calculated on a 1:1 basis. Does one hour of overtime mean one hour of compensatory leave? Can compensatory leave be taken in small increments? Is it calculated by the hour or by the day?

5. You should also learn about the company’s turnover rate, although managers can lie to you about it.

6. Is the year-end bonus fixed? Is it one month’s salary? Will deductions be made under other names?

7. Can you actually receive the employee travel benefits, or are they just out of reach? For example, there may be a subsidy after one year of employment, but if more than half of the employees do not participate, the trip will not take place and cannot be organized.

8. Is there training after joining the company? Will someone guide you so that you can quickly understand the project process? Is someone really going to guide you, or will you simply be left to fend for yourself?

9. A problem that every design company encounters is the production schedule. Pay attention to the number of pages, content, scale, and scope of revisions involved in the work. All of these need to be communicated and negotiated with the relevant departments. If anything exceeds the agreed scope, be sure to raise it.

10. Pay attention to your supervisor’s attitude and sense of responsibility before submitting proposals and after receiving a project. Can they stand on the same side as you?

11. Are the production requirements clear? Will they keep changing them repeatedly? What amount of revisions is considered reasonable? Is there a situation where multiple people are giving conflicting instructions? It is recommended that client requirements and the execution plan be integrated during meetings.

12.

Advice for anyone looking for any job:

Regardless of the type of job, you should first set learning goals. How long can you tolerate doing non-project support work? A year? Six months? If the job does not meet your expectations, should you start planning your next step?

Relationships between people are important; helping one another is important; and carefully observing and learning to read the atmosphere is important. If you feel that you are not being recognized or trusted, believe in yourself.

The projects the company takes on are quite good and provide opportunities to gain experience.

A company that, regardless of whether you have work experience, will only start salary negotiations at the minimum salary listed on 104.

I learned during the interview that they are still recruiting newcomers for the same position.

A company suitable for fresh graduates; not recommended for those with work experience who are merely looking for a compromise.

(Interviewed for the Marketing Manager position; 104 stated that 3 years of experience were required.

The salary range listed on 104 was already quite low, yet they were only willing to negotiate starting from the minimum salary.)

Colleagues around the same age

Convenient company location

A sweatshop for static webpage production. If you want to experiment with various interesting web effects or build fun websites, skip this company and don't consider it.

The customer comes first. They require overtime without paying overtime, and will exploit employees in every department as much as possible. If you are unwilling to accommodate the PM's schedule, it's your fault—it's because your abilities are inadequate. Why don't you stay up late to help everyone through this difficult period?

Colleagues of similar rank and age are very kind

The office is conveniently located in Zhongxiao Dunhua

The office is spacious and comfortable

First, let me explain how this company is structured.

Several shareholders formed the company as partners, and it is then divided into the management department (shareholders + shareholders’ close friends), sales department (shareholders + shareholders’ close friends), PM, planning, design, and development (front-end + back-end) departments.

It is a project-based company that uses waterfall development—extremely waterfall-oriented, with PMs being pressured to desperately push clients to sign confirmation forms before proceeding to the next step.

If the client does not sign off according to the schedule and the schedule is delayed, the PM will still be scolded by the management department for not leading the team properly and for the team members’ poor efficiency and slow speed, with absolutely no room for flexibility.

If you proceed according to the schedule before the client has signed off, just wait for the client to request changes afterward, after which the management department will scold you for not following the process. The changes then have to cut in line ahead of other projects, and you will be asked whether you know how to manage a project.

But honestly, PMs here have very little to do: manage contracts, manage schedules, manage invoicing, urge the people below them to get things done, and then hand everything over to the next department.

If your project happens to belong to the senior PM (a shareholder’s friend), congratulations—you have to go through the requirements with the client yourself, while the PM will only forward the client’s revision emails to you. Not only that, congratulations, you also get the opportunity to develop your documentation-writing skills.

In short, although this senior PM holds a management title, they basically just talk, file petty reports behind people’s backs, and—relying on their title—interfere in many matters they do not understand. They disappear from the office all day, then return after six and say they want to hold a department meeting (our scheduled end time is 6:30 p.m.). Even if you refuse, you will still be dragged into attending.

The planning, design, and IT departments do not really need much explanation. They are almost the same as those at other project-based companies: they say there are flexible working hours, but if you arrive too late, you will be questioned. If things are unreasonable, you work overtime to finish them, and the next day they just smile and say, “Thanks for your hard work.” If these three departments are acceptable to you, you could settle in here until retirement.

Also, an experienced PM joined last year. They did not give this person any major projects. Seeing that the person had a lot of other experience and could do things they could not, they also refused to offer a particularly high salary—indeed, it was well below the market rate. They used things the company knew as leverage, saying the person did not know UX or the processes for large projects, and that they should join to learn. After the person joined, they desperately asked them to teach them many things and share the SOPs, proposal presentations, quotations, and other materials they had previously used, relentlessly extracting whatever knowledge they had. They still paid them a low salary, so naturally the person left for better pay. But every time an employee leaves, they believe it is the employee’s problem.

That is all. You can go for an interview, but after talking with them, remember to carefully consider whether you really want to join.