華貿電機股份有限公司

“The outcome of working hard at this company = cleaning up other people’s messes + always being prepared to be laid off.”

“Employee value = being replaceable, exploitable, and able to take the blame.”

“No bonuses for the three major holidays, year-end bonuses are up to chance, but severance is guaranteed.”

“Working here isn’t about building experience; it’s about exhausting your patience.”

“Senior management’s pride = employees’ graves.”

The real situation inside the company (for future job seekers’ reference)

This company appears low-key on the outside, but is plagued with problems internally. The situation over the years has generally been as follows:

▍An extremely opaque and unfair salary system

There are procurement staff members who have been with the company for more than three years and earn only 38,000 per month, yet are responsible for training multiple new hires. Starting salaries can easily be 43K, 45K, or even as high as 52K or 53K. Even people without a procurement background can be parachuted in as managers, with salaries going directly to 65K.

Even more outrageous, senior but low-paid employees are forced to train newcomers. In one case, a manager tried to secure a symbolic 2,000 raise for an employee, but the general manager rejected it outright. The gap between the salary structure and basic respect is enormous.

▍Promotion and performance-review systems are merely for show

The company claims that salaries are adjusted every July based on performance reviews, but in reality, the extent and timing of adjustments depend entirely on senior management’s mood and personal relationships. Performance reviews are merely a routine formality and have no reference value whatsoever.

An employee once submitted a resignation, and the company verbally promised a raise in an effort to retain them. However, the adjustment was delayed for several months, and in the end, the increase was less than the amount promised. Verbal promises can be discounted at will, leaving the system with no credibility whatsoever.

▍Even core business personnel do not receive the treatment they deserve

One sales employee had worked at the company for three years, taking on a large number of tasks assigned by the general manager and effectively serving as the general manager’s right-hand person, yet received no sales bonuses at all during those three years.

Every time they asked, they were brushed off with “wait for the year-end bonus” or “wait for the performance review.” In the end, they received nothing. If even core revenue-generating staff can be ignored to this extent, there is even less chance that indirect departments will be valued.

▍Senior employees are not valued; a habitual parachuting culture

The company does not cultivate talent and is accustomed to replacing long-serving employees with parachuted-in managers.

The previous plant manager had worked there for six to seven years and worked under a responsibility-based system until midnight, only to be laid off outright in the end.

The general manager even said to him: “You’re so rich; it’s fine if you take a little less severance.”

This lack of basic respect is no longer an isolated incident; it is a reflection of the company’s culture.

▍Benefits are virtually nonexistent

There are no bonuses for the three major holidays and no holiday benefits.

For the Mid-Autumn Festival, the company orders nearly a hundred gift boxes, but gives them all to clients, leaving employees with none. Only after the boss receives gift boxes from other vendors will he bring them out for employees to draw lots to “divide up what’s left.”

Employee birthdays are not a regular benefit either. Only when an employee’s birth month happens to coincide with the boss’s birthday month will the company “take the opportunity” to celebrate with employees born that month. There is nothing at all in other months.

▍Financial and management turbulence

It is reportedly said that the chief financial officer/finance manager was replaced three times within one year. Outsiders suspect that this may involve poor financial conditions, disputed accounting, or no one being willing to sign and vouch for the accounts.

This frequency of personnel changes is already enough to make people question whether a financial black hole exists inside the company.

▍Rumored cybersecurity incident in February 2025

In February 2025, word spread internally that the company had suffered a major cybersecurity incident. The servers and NAS devices were allegedly hacked, resulting in a data breach.

The most ironic part is that employees’ suggestions for improvement had never been taken seriously. After the incident broke out, instead of reviewing its systems and strengthening management, senior management responded by following its usual practice of shifting blame and laying off frontline employees as the solution.

This approach perfectly highlights the company’s consistent modus operandi: problems originate from senior management’s flawed decisions, but frontline employees are always the ones who pay the price.

📌 Conclusion

This company may appear stable on the surface, but in reality its systems are lax, its culture is distorted, and its decision-making is arbitrary.

It lacks integrity, does not value employees, refuses to face problems, and only knows how to shift blame and lay people off.

Whether in sales, procurement, administration, or other departments, anyone who is not part of senior management brought in from outside will basically never be regarded as “important.”

For those seeking career development and fair treatment, this place is absolutely not worth wasting your time and youth.

“The outcome of working hard at this company = cleaning up other people’s messes + always being prepared to get laid off.”

“Employee value = being replaceable, exploitable, and able to take the blame.”

“No three-festival bonuses, year-end bonus is up to chance, but severance is guaranteed.”

“Working here isn’t about building experience; it’s about exhausting your patience.”

“Senior management’s pride = employees’ graves.”

The real situation inside the company (for future job seekers’ reference)

On the surface, this company is low-key, but internally it is full of problems. The situation over the years has generally been as follows:

▍An extremely opaque and unfair salary system

One procurement employee had been with the company for more than three years and earned only 38,000 per month, yet was responsible for training multiple new hires. Their starting salaries were often 43K, 45K, or even as high as 52K or 53K. Even people without a procurement background could be parachuted in as managers, with salaries directly set at 65K.

Even more outrageous, experienced but underpaid employees were forced to train newcomers. In one case, a manager tried to secure a symbolic 2,000 raise for an employee, but the general manager rejected it outright. The gap between the salary structure and the level of respect shown to employees is enormous.

▍Promotion and performance evaluation systems are merely for show

The company claims that salaries are adjusted every July according to performance evaluations, but in reality, the extent and timing of adjustments depend entirely on senior management’s mood and relationships. Evaluations are merely a formality and have no reference value whatsoever.

Once, an employee submitted a resignation, and the company verbally promised a raise in an attempt to retain them, but delayed the adjustment for several months. In the end, the raise was less than the amount promised. Verbal promises can be arbitrarily discounted, and the system’s credibility has completely collapsed.

▍Even core business personnel do not receive the treatment they deserve

One sales employee had worked at the company for three years. During that time, they took on a large number of tasks assigned by the general manager and had effectively become the general manager’s right-hand person, yet had not received a single sales bonus in three years.

Every inquiry was met with dismissive replies such as “Wait for the year-end bonus” or “Wait for the evaluation.” In the end, they received nothing. If even core revenue-generating employees can be ignored this way, there is even less chance that indirect departments will be valued.

▍Disregard for experienced employees and a culture of parachuting people in

The company does not develop talent and habitually replaces long-serving employees with parachuted-in managers.

The previous plant manager had been with the company for six or seven years and worked under the responsibility-based system until midnight, only to be laid off outright in the end.

The general manager even told him: “You’re so rich; it’s okay if you take a little less severance pay.”

This lack of basic respect is no longer an isolated incident; it is a reflection of the company’s culture.

▍Benefits are virtually nonexistent

There are no three-festival bonuses and no holiday benefits.

For the Mid-Autumn Festival, the company orders nearly a hundred gift boxes, but gives them all to clients, leaving employees with none. Only after the boss receives gift boxes from other vendors will they be brought out for employees to draw lots to “split up the leftovers.”

Employee birthdays are not a standard benefit either. Only when an employee’s birthday happens to fall in the same month as the boss’s birthday will the company “celebrate them together while they’re at it.” There is nothing at all in other months.

▍Financial and management turmoil

It is reportedly said that the chief financial officer/finance manager was replaced three times within one year. Outsiders suspect that this may involve poor financial conditions, accounting disputes, or nobody being willing to sign and provide backing.

This frequency of personnel changes is already enough to make people question whether a financial black hole exists inside the company.

▍Rumored cybersecurity incident in February 2025

In February 2025, news reportedly circulated internally that the company had suffered a major cybersecurity incident. The servers and NAS were suspected of having been hacked, resulting in a data leak.

Most ironically, employees’ suggestions for improvement had never been taken seriously. After the incident broke out, instead of reviewing its systems and strengthening management, company leadership responded by following its usual practice of shifting blame and laying off frontline employees as a solution.

This way of handling the matter perfectly highlights the company’s consistent approach: the problem originates from mistakes in senior management’s decisions, but frontline employees are always the ones who pay the price.

📌 Conclusion

This company may appear stable on the surface, but in reality its systems are lax, its culture is distorted, and its decisions are arbitrary.

It lacks integrity, does not value employees, refuses to face problems, and only shifts blame and conducts layoffs.

Whether in sales, procurement, administration, or other departments, anyone who is not part of senior management brought in from outside will basically never be regarded as “important.”

For those seeking career development and fair treatment, this place is absolutely not worth wasting your time and youth on.

LOL

Generally, companies choose to stay quiet when they see negative reviews,

but your company actually sends the “Management Department” out to issue PR statements to put out the fire,

and the result is stale and completely fails to address the key points.

Senior management is extremely concerned about saving face, and posting statements is faster than solving problems.

If employees dare to speak the truth in their daily lives?

They’ll probably end up being sidelined or laid off.

Nope

Other companies usually choose to remain silent when faced with negative reviews,

while this company is the only one that specifically assigns the management department to issue a statement to “put out the fire.”

This instead further highlights that senior management cares more about saving face than solving problems.

This shows that when ordinary employees genuinely raise issues or criticisms,

senior management’s first reaction is probably not to listen and improve,

but to find reasons to refute them and figure out ways to suppress them.

Therefore, this “official response” is nothing more than a routine PR statement,

and the real issues have not been addressed from beginning to end.

Isn't the company's way of addressing criticism simply to lay people off across the board?

The management department has come out with a statement?

At a glance, it's obviously a standard PR statement, full of canned phrases like “we take this seriously,” “please send it to the HR mailbox,” and “improvement takes time.”

The problem is what?

After all that talk, not a single point addresses the issues.

Salaries, year-end bonuses, promotions, parachuted-in hires, and high turnover—

all completely avoided.

The facts are clear to everyone:

There are no bonuses for the three major holidays.

Most year-end bonuses are less than one month’s salary; some people even get 0.

Parachuted-in managers earn more than veteran employees, while long-timers still have to train them.

The salary adjustment system is effectively a sham; there is only room for negotiation after resigning.

Someone worked in sales for three years and received 0 in bonuses.

The CFO changed three times in one year. As for what is really going on behind the scenes with the financial statements, everyone knows.

Then the management department says, “We really value everyone’s voices.”

So what happens?

Isn't their method of improvement simply to lay people off across the board?

Those who dare to speak the truth are either frozen out or dealt with.

These problems are not minor flaws in any particular department at all;

they are all rotten fruit directly caused by decisions made by top management.

The management department is merely coming out to clean up the mess; it has no right to claim that things are “under improvement.”

So please, everyone, don’t let yourselves be manipulated by this narrative.

The reality is: the company culture has collapsed, and the systems are merely decoration.

As long as they aren’t parachuted in, employees are all treated as disposable once they have been used.

The Management Department issued a statement, and anyone can tell at a glance that this is a standard PR release, focusing on platitudes such as “We value your feedback,” “Please raise concerns through internal platforms,” and “Improvement takes time.”

But they completely failed to directly address what the actual problems are.

The Management Department can now only tell everyone to “email the HR inbox” or “raise concerns through the internal platform.” The problem is that these reports have never been resolved in the past; they are simply ignored or even used against people later.

These situations are employees’ real experiences, not some kind of “misunderstanding.”

Please don’t let the Management Department’s PR spin influence you; the actual situation is worse than what they wrote.

Thank you for your comments and sharing regarding our company’s management systems, compensation and benefits, and workplace atmosphere. We highly value all feedback, whether from within or outside the company, and regard it as an important driving force for our continued improvement.

We sincerely invite you to share your valuable suggestions through our internal communication platform or by writing directly to HR at [email protected]. Whether your thoughts concern our systems, benefits, or workplace atmosphere, they are all extremely valuable references to us.

Improvement takes time, and we are working hard to adjust and optimize the relevant mechanisms. We sincerely hope for your support and patience as we continue to create a better work environment and corporate culture.

Respectfully,

Administration Department

-

This company is a joke

The second generation of the company has no understanding of business operations or management at all. The first generation is already well into their seventies, yet still insists on coming into the company every day to “keep watch.”

Every now and then, they invite feng shui masters to inspect the wealth position and adjust the seating arrangements, so employees are constantly being asked to move their workstations around.

They love to boast about their educational backgrounds, saying, “One graduated from National Taiwan University’s Department of Electrical Engineering, and the other from National Chiao Tung University’s Department of Electrical Engineering,” but in reality, the two brothers’ management abilities are deeply concerning.

They should first complete a proper EMBA program before taking on roles as general manager or assistant general manager. Otherwise, at most, they are only suited to be sales managers and are completely incapable of shouldering the company’s overall operations.

Can't think of any.

This company does not provide 3-festival bonuses or any holiday benefits.

Before the Mid-Autumn Festival, it orders nearly 100 gift boxes at once, but they are all sent to vendors and clients—employees do not get even one box.

Whether employees can get a gift box depends on the boss's mood—

if the boss happens to receive gift boxes from other vendors, they may show some "mercy" and take them out for employees to draw lots for distribution.

Since the items sent by each vendor are different—some are pomelos, while others are pineapple cakes—the Administration Department arranges a lottery to decide who gets what.

To put it bluntly, employees cannot even touch the gift boxes ordered by their own company. They can only rely on a "lottery" to get leftovers sent to the boss by others, and this is what the company calls employee benefits.

As for celebrating employees' birthdays? The company only "conveniently" celebrates employees whose birthdays fall in the same month as the boss's birthday. Employees born in other months do not have any birthday activities at all.

Here, employee benefits are either ignored or treated as an afterthought just to make up the numbers.

What is even more puzzling is that the company's Chief Financial Officer / Finance Manager changed three times within one year. People outside the company are speculating about whether the company's financial situation is problematic, or whether the accounts were questionable and someone left because they were unwilling to sign off and take responsibility.

Nothing worth mentioning

⚠️ Inside Information About the Company Revealed｜For Those Still Considering Applying

This company may appear low-key from the outside, but internally it is full of problems and its systems are in disarray. Don’t be fooled by its superficial stability. The following is the harsh reality inside—laid bare for you to judge whether it is worth wasting your time here.

▍Salary Chaos: Senior Employees Reduced to Cheap Trainers

One employee had worked there for more than three years but earned only 38,000 per month. Yet they were expected to train a whole group of new purchasing staff on their own. These newcomers started at 43K, 45K, or 52K–53K; some did not even understand what purchasing was, but could still be parachuted in as managers and comfortably earn 65K.

Most outrageous of all, senior management even believed that “training others is simply what you should do.” A manager once tried to secure a meager 2,000 raise for this veteran employee, but the general manager rejected it. The experience of long-serving employees is considered worthless, while newcomers get high salaries through connections. This is the norm here.

▍Promotion System? A Complete Joke

The company claims that salaries are adjusted every July based on performance evaluations. The reality is: whoever is best at flattering the bosses gets a raise; those without connections are left to be ignored.

When someone submitted a resignation, the company hurried to retain them, verbally promising to match the salary offered by outside companies. But it took three months before the adjustment was made, and the amount was even lower than originally promised. Verbal promises are worthless here. You would have to be a fool to trust what the company says.

▍Major Contributions to the Business? Still No Bonus at All

One employee generated substantial business revenue over three years, practically carrying the operation, yet did not receive even a single business-performance bonus during that entire period.

Whenever they asked, the answer was always: “Wait for the year-end bonus,” “Wait for the performance review,” or “We’ll see.” After reading this, do you still think this company will respect your contributions?

▍Senior Employees Are Just Lambs to the Slaughter; Outside Hires Are Always Preferred

This company does not develop its people. It prefers to poach outsiders and parachute them in as managers, while using internal employees as disposable tools.

The former plant manager worked there for six or seven years and was pushed to work until midnight under a duty-based system. In the end, they were dismissed without hesitation. The general manager even said: “You’re so wealthy—wouldn’t it make no difference if you received a little less severance pay?” If someone can say something like that, where is the humanity in this company?

🧨 Conclusion: This Isn’t a Workplace; It’s a Frog in Boiling Water

The system is merely wall decoration, promises are just tactics for buying time, and promotions are nothing but empty fantasies. This company does not lack employees—it lacks a conscience.

Unless you are willing to be cheap labor plus an emotional dumping ground, send your résumé somewhere else. This place is not worth it.

If what you want is a company that recognizes you, values you, and helps you plan your future, this will absolutely not be the answer.

If you still want to apply after reading this, all I can say is: “Take care.”

陳季鴻 = 陳俊杰

The things the company will never tell you

(True insights from internal employees)

【Salary and Year-End Bonuses】

You must wait until the “7th” of every month to receive your salary.

Most employees receive less than one month’s worth in year-end bonuses; some employees even receive “NT$0.”

The performance review system is merely a formality; actual payouts are unrelated to performance.

The amount of the year-end bonus depends entirely on the general manager’s mood and preferences, with no system whatsoever.

【Hiring and Company Policies】

The company is extremely “fond of layoffs,” especially when it comes to senior employees.

To avoid paying severance, it often uses workplace bullying to pressure employees into resigning.

There is no promotion system and no substantive salary adjustment system; everything depends on the attitude of senior management.

Senior employees are not valued, while new hires often have higher starting salaries.

The company treats employees as replaceable “resources,” believing that as long as it has money, it can find replacements at any time.

The “system” appears to exist, but in practice everything depends on personal relationships and individual emotions, with no transparency whatsoever.

【Culture and Management】

The company atmosphere is quiet and deserted—not because it is expanding, but because turnover is extremely high.

Nearly all managers are parachuted in from outside, leaving frontline employees with virtually no hope of advancement.

The company’s average employee tenure is less than two years. Long-serving employees either resign or are forced out.

The company neglects its culture and the transmission of experience; the management team lacks practical ability and vision.

It is a typical family business. The second-generation successor has no management experience, and the entire company operates under a “one-person rule” model.

The general manager cannot accept differing opinions. Everything is based solely on personal subjective judgment, without institutional support.

【Events and Benefits】

The top prize in the year-end banquet raffle is only an NT$8,000 red envelope. It appears lively on the surface but is actually stingy and merely for show.

The essence of the year-end banquet is to “thank the distributors,” with no connection whatsoever to appreciating employees.

The employee trip is actually the boss’s private itinerary. It requires employees to use their holidays, including Friday through the weekend; those who do not participate even have personal leave deducted.

On the last working day before the Lunar New Year, the general manager is always the first to leave, while employees remain until the very last moment.

【Work Culture】

It is called a “responsibility-based system,” but in reality it is a high-pressure system. Although leaving on time is ostensibly allowed, employees who do so are actually labeled and placed on a blacklist.

The management department has a great “sense of humor.” It is inconvenient to say more; anyone interested is advised to experience it for themselves.

🧾 Conclusion

This company is not without policies; rather, all of its policies exist merely for appearances.

What it truly lacks is the most basic respect and trust for its employees.

Employees’ contributions receive no substantive rewards, the company has no genuine intention of implementing its policies, and the overall culture has been reduced to oppression by senior management and a self-centered management style.

If you are considering joining this company, think carefully:

Are you willing to stake your time and career on a company like this?