天旭國際科技有限公司

101 The environment is very good

Over the past two months, I have interviewed with more than a dozen companies, all for Java backend positions.

I have currently been offered a position at a Singaporean company, and I have a lot of free time these days while in quarantine.

I started writing down some of my interview experiences.

The interview process at this company really opened my eyes.

I hope sharing this will help everyone avoid stepping on landmines.

Let me start with the conclusion.

The overall impression was extremely bad; you can save yourself the time and skip the interview.

They probably were not actually hiring and were just trying to inflate their interview numbers.

After spending an hour on the written test, I waited 20 minutes before the manager finally came to interview me.

The interview ended hastily after only 15 minutes. I spent more time waiting for them to show up than they spent interviewing me.

They had not looked at my résumé beforehand and only found a few questions to ask from it after I arrived.

This was extremely disrespectful. The interviewer's time is time too.

The entire process took two hours.

Also, they posted 10 Java positions on 104, which is quite strange.

Interview result

No response.

Interview process

At the beginning, an HR representative came in and chatted for about 20 minutes.

Next was the written test (1 hour).

1. Most of the multiple-choice questions tested basic Java syntax.

2. Coding questions:

Implement a singleton.

Implement binary search.

Overall, it was fairly simple and not very discriminating.

During the interview, the interviewer did not ask any Java-related technical questions.

He looked like the kind of manager who had not written code in a long time and only talked.

Final interview (15 minutes)

Two managers came in to conduct the interview, and they looked somewhat old.

One of them barely spoke, so I do not know why he was there.

The other was impatient from beginning to end.

He asked about the projects I had worked on, but did not ask very deeply.

It felt like he had entered the interview without looking at my résumé beforehand.

After asking a few random questions, he just wanted to end the interview.

He was probably only there to pad the numbers.

You really do not need to waste your time interviewing with them.

It was only after I got home and searched online that I found out about all the negative reviews.

And they were all from people who were not hired.

* Environment: Excellent location—101 Tower, 15th floor; spacious and upscale; lunch provided; snacks available

* Supervisor: From Hebei, mainland China; friendly and speaks slowly

* Colleagues: Unknown

* Salary: NT$40,000–45,000

* Performance bonus: 2–6 months

* Benefits: Excellent

Company operations goals and status:

* The group operates in partnership in Cambodia and is listed in mainland China

Interview questions:

They did not ask many in-depth questions about the concepts and processes of interface design.

The supervisor said I could initially choose whether to work on Web or app interfaces (the company is gradually recruiting nine people).

Areas the company needs me to strengthen:

* iOS and Android guidelines

Company equipment: ASUS products

I gave the advantages above an objective evaluation, but below I would like to explain the reasons why I ultimately declined the offer.

I also believe I have a responsibility to share my review here so that people interested in this company can evaluate it carefully.

First, before going to the interview, I had browsed through all the negative reviews about this company on various forums.

My previous company had a long period of severe infighting among employees, and the supervisors were also unprofessional, with policies changing constantly.

I know clearly that these kinds of problems can occur. Sometimes they are not necessarily the company’s fault; the employees’ condition and psychological resilience may also play a role, especially in reviews that use emotional language online. After getting a general understanding of the situation, I went to the interview intending to see the truth for myself. After all, I am accustomed to verifying things personally before commenting.

Without further ado, I’ll begin sharing my “interview” experience.

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First, an HR representative briefly introduced the company and got a basic understanding of my salary expectations and whether I wanted to work on Web or app interfaces after joining. Since HR was also somewhat aware that people coming for interviews had likely seen the online reviews and might be influenced by them, they proactively explained the background. They said that initially the owner had chosen a manager who did not understand the various technical aspects well to lead the R&D department in Taiwan. As a result, many technical staff had no one to consult when they encountered problems. Another issue was that there was a large gap between the products developed in Taiwan and those developed by the Cambodian team. The company therefore decided to send Taiwan’s technical staff to Cambodia for exchange and collaboration. They said that the salaries and allowances that should have been provided were all paid, but disputes among the staff continued. According to HR, the technical staff resisted learning new software technologies, so the company had no choice but to let them go.

Hearing this, I roughly understood the situation, but I still remained skeptical and did not accept it all without question.

A short while later, the supervisor came in for the interview. The supervisor appeared to be in their thirties, was from Hebei in mainland China, and spoke slowly. I assumed that was simply a personal habit. However, when reviewing my UI portfolio, the supervisor did not ask the kind of in-depth questions that other companies had asked during interviews, such as questions about the initial concept, color arrangement, or layout issues. At the time, I thought perhaps these things simply did not matter to them. The supervisor said that after joining, I could first choose whether to work on Web or app interfaces, and that I would need to learn more about iOS and Android design guidelines, because even the supervisor had only recently been trying to understand them. It was difficult.

At this point, I began to worry. From beginning to end, this supervisor gave me the impression that many things were uncertain. My supervisor at my previous company had also not come from a professional background, so I often had to solve many things myself. However, if the issue today were simply that I needed to self-study technical matters, I would have been fine with that. What really worried me was an attitude of uncertainty even about policies, because I cannot follow a supervisor who does not know where the train is headed.

After the interview, the supervisor said they would provide a test assignment, mainly to see how I designed an interface. They also looked at the salary I requested and said that, given my abilities, I deserved that salary, and that since the benefits here were so good, I should not hesitate— I should come work for the company.

Finally, I asked the supervisor to show me the office, because I know very well that even in just a few seconds, you can quickly sense certain conditions from the atmosphere among employees, their expressions, and so on—your intuition.

In summary, I am someone who lists all the good and bad conditions of every company after an interview.

When I thought it over again, the salary and benefits were indeed very tempting. Even my boyfriend, upon hearing about the compensation, immediately asked worriedly whether it was one of the “eight major industries,” because only companies in those industries would be so generous. The work location was also excellent, and the office was exactly the kind I liked.

However, looking back, there were three points that conflicted with my principles. First, Tianxu itself is a company that develops gambling games (this is the main point of this article). Based on the information I found about the gambling industry, because conducting R&D in China is illegal, groups generally choose Cambodia, Taiwan, or the Philippines as development bases. But here is the problem: gambling is itself an industry in a gray area. You may work as a technical employee and have no direct relationship with the company’s financial flows or listing operations, but the product is still developed by you. If there were a crackdown, you could not completely escape the connection. You cannot claim that you had no idea, from beginning to end, that you were developing gambling games.

Second, I plan to work in mainland China in the future. I must point out that mainland China is particularly strict regarding applicants’ previous work experience. If your employment record shows that you worked in this kind of illegal industry, it can seriously disadvantage you when looking for a job. (Large Taiwanese companies also investigate this.)

Of course, some online commenters may say, “With that much money, go work there first and worry about it later,” or that during future interviews, you could simply avoid the issue by explaining that it was an online game. But I believe that if the other party is determined to investigate, it would not be difficult to find out.

Third, the supervisor’s uncertainty about technical matters made me question HR’s claim that “each department has found a technically knowledgeable supervisor to lead it.” The other point is more a matter of personal intuition: I tried to imagine working with a supervisor with this kind of style, and I felt that we would not get along very well.

Therefore, this review is only a commentary on my interview experience. It may not be precise or completely objective, but I have one piece of advice for anyone considering joining this company: this is a genuine gambling company. Gambling is a legal industry in Europe and the United States, but it is illegal in Taiwan. If you want to take a gamble and work there to make money, I have no objection. But if, like me, you consider your employment record, the company culture, and having a good supervisor, then do not go.

Exploitation

That senior employee with a refined appearance and perpetually immaculate hairstyle looks calm and reliable, but is actually both the referee and scorekeeper of the entire game. He holds life-or-death power over announcements and whether online payments are approved; who bears the blame and who gets promoted all depend on his mood that day. He often says the system needs flexibility. Translated, that means: rules are like German sausage—the way they are sliced is up to him.

The silent type with glasses and a gloomy gaze is like a venomous snake coiled among piles of documents. His specialty is leaving ambiguous gaps in contracts and online interview procedures, allowing newcomers to naturally slide into traps when they make mistakes and become perfect scapegoats. More ironically, the victims often still thank him, grateful that he “helped revise the documents.”

The old hand with a slight belly and a slick smile constantly says, “We’re a family.” He pulls newcomers into projects he knows cannot be saved and demands overnight demos, like being forced to eat three plates of tear-inducingly spicy pad krapow on a street in Thailand at midnight. When the project explodes, he merely pats his chest and says he has also worked very hard, then rolls the blame toward the entire team like a bowling ball, with pinpoint accuracy.

The tall, thin man who is always looking down is the quietest yet most lethal presence in the meeting room. He never uses harsh words; a single “additional comment” from him can get thoughts of resigning labeled as an “attitude problem.” In private, he reminds supervisors: this person is unstable; hold off on the promotion for now. As he watches others fall into pits, an almost imperceptible smile appears at the corner of his mouth.

As for that woman, after the company came under investigation, she suddenly “disappeared.” Messages are read but unanswered, meetings are taken off, and her office seat sits empty, as if she had flown to an island for a mindfulness retreat.

In the past, she was best at wrapping cold policies in a gentle tone. She often said, “It’s just procedure,” or “It’ll be faster if you sign here,” guiding employees into signing documents for voluntary resignation or salary adjustments. In reality, she was laying out a bowling lane for the company to evade responsibility. She once announced 🏆 high-performing employees in the group chat, yet never mentioned those who had been exploited to the point of being hospitalized. Now that an investigation has arrived, she has chosen to hide, leaving everyone else to face it on their own.

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The year-end bonus was reduced by a lot. The company only says business operations are poor, but the favored employees still get the same as before or even more........ Anyone who believes the announcements and emails is an idiot.

I've been with the company for 4 years. Every year's salary adjustment is even smaller than in traditional industries. Is this really a gambling company?

And every year, the year-end banquet is rigged. The people receiving over 100,000 are always that same group... H5, QA, HR, art, app, frontend and backend.

I have impressions of people receiving it two or three times... They're all favored employees. Maybe their year-end bonuses weren't deducted at all... For people like us, getting only 1.5 months' pay is miserably bad.

This year, we went to watch the rigged event again. The deductions were taken from the marginal employees... But this time, even the year-end bonus was extremely small. Afterwards, they said they didn't make any money. Heh.

None

Quite a lousy company

Articles can't be edited here, so I had no choice but to repost this.

My sources include current employees, former employees, headhunters, and people from the gambling industry, faithfully presenting the facts.

Too many people have asked me whether they can join, so from now on I'll just tell them to read this post.

If you can accept the things below, go for an interview—but don't go in only to discover that you've been deceived.

Continuing from the previous post:

https://www.qollie.com/comments/60e094c8a5f2860218702357

Congratulations to the people on the 49th floor for renting another floor. Many teams have moved up there. There are no adults there, and the view is beautiful.

At the year-end banquet, they invite a big-name celebrity to the W Hotel, but apart from the celebrity, the food is worse than at a wedding banquet. Is the budget insufficient?

The grand prizes include NT$100,000–300,000 in cash and cars.

What is strange is that for the past three years, the grand prizes have always gone to team leaders and mainland Chinese employees.

The veteran award went to Kaiyan. Currently, all the veterans are mainland Chinese.

Let me clarify something: Ponpon, who replied to the comments, is one of the COCOS team leaders.

First, I respect you for commenting under your real name, but does saying “we're all on the same side” mean you can simply pretend nothing happened?

First you smear me, then say that we're all on the same side and shouldn't quibble. What kind of logic is that?

COCOS team leader M, why don't you apologize for suppressing others?

Team leader B, why don't you apologize for specializing in stabbing people in the back?

The other team leaders, L, O, and Ponpon, shouldn't play dumb either. How could you not know when you attend team-leader meetings every day?

Which of you has stood up to speak? You're just a group with shared interests,

covering up one another's dirty deeds and securing your team-leader positions together.

The person who originally taunted people in the comments by saying they wanted to collect two salaries was probably also from COCOS.

Please go check 104 and see how large the gap is between the h5 and COCOS job openings.

You should also know that Apple has been strict about cracking down on monthly packages for shell accounts, while h5 has had no problem getting listed at all.

If a team leader hadn't resigned, how could there possibly be one more team leader?

Brother Ponpon is quite something too: he was able to return after resigning, even though someone else had taken over the team-leader position.

Two months later, senior management still created a team-leader position for him.

Clearly, when you have connections at the company, problems aren't problems.

For example, when the HRD isn't around, the other HR staff go shopping and don't come back to clock in until the end of the workday.

Another HR trick for cutting salaries is to divide your annual salary by 16 months; the offer only guarantees 13 months.

If that's the case, they might as well divide it by 13 months to raise their own base salaries—that would be the proper approach.

Anything not included in the offer can be withheld from you at any time.

They keep telling everyone all day that the company is legal and stable.

I remain skeptical about that. I'm only stating the facts; everyone can make their own judgment.

1. RD and QA both use 4G dongles at the company to connect to the production environment, avoiding connections through the company's IP address. Is that legal?

2. Some employees put their salaries into the company's e-wallets to pay less income tax. Other companies pay in cash or USDT. Think about it.

3. The HR staff who helped mainland Chinese employees apply for visas have all resigned, and were replaced by a recent graduate. Why?

4. Mainland Chinese employees currently can't come over. If something happens, they can shut down and open another company; the core members are still there.

5. Sin Hua, a company in the same group, moved from Taipei 101 to Neihu, and Da Niu has recently gotten into trouble too.

However, this company's culture is that the team leaders are all talkers; COCOS isn't the only one.

QA team leader D specializes in suppressing colleagues who did not come from Orange.

Automation QA team leader W: the least troublesome department, with no one resigning.

Backend team leader D: a bunch of people in their forties are collecting a pension at the company. Whenever a bug appears, they blame QA, or they treat frontend developers as QA and don't test anything themselves. About five people have resigned this year.

H5 team leader Y hired a bunch of random people to expand the department; five senior employees left and N junior employees were brought in.

They even told one team member that if they stayed, they would recommend them to become the second team leader. Of course, the result was…

Even more impressive is that the things they developed caused the previous company to lose a lot of money.

When you come for an interview, remember to discuss the technical details with the interviewer. Then you'll know.

The entire company has about 300 people, and around 40 have resigned this year—over 10%. Decide for yourself whether that is reasonable.

All departments:

QA

COCOS

h5

vue

app

Frontend

Backend

Planning

Art

Reception

MIS

Golang: everyone is gone

AI: I've never known what they were doing

Sports betting: an independent department recruited at a high price from Xuanang

I've written so much, so please leave lots of comments—and press “Agree” too.

If this gets 50 agreements, I'll add more revelations.

Please like, subscribe, and share.

You're welcome to send in revelations or curse me:

[email protected]

Additional basic knowledge about the gambling industry:

Don't listen to supervisors or HR when they say the company is safe and won't be raided.

HR just lies with their eyes wide open; many recent graduates are deceived into joining this way.

Then, when the company is raided, their first job leaves them with a criminal record.

The most reliable thing is to read the judgment. It's five pages, so remember to read it all:

https://www.lawsq.com/book/46367317315

Today's additional news:

https://www.chinatimes.com/realtimenews/20210910003184-260402

This is a pretty good gambling company; you could call it a happy company.

The prerequisite is that you know how to dodge responsibility, drift along, pretend to be busy, and flatter people.

You generally receive around 16–17 months’ worth of salary per year. During the interview, HR will say 19 months to attract you here.

Everyone negotiates their salary as high as they can. After all, people join the gambling industry for the money. If your annual salary isn’t over one million, you might as well go to a regular company.

You get a 150 meal allowance whenever you come to the office, plus another 150 if you stay past eight.

The company doesn’t care whether you work overtime, which counts as a benefit, I guess.

Many single employees come back to clock in after dinner or working out.

300 × 20 = 6,000. You get it in cash, and it isn’t even taxed.

The boss spared no expense hiring a lot of people. Testing is the only department that’s relatively grueling; the other departments are very comfortable.

With so many people, the workload is distributed, so basically you don’t need to work much overtime.

There are still quite a few people who like to pretend to be busy and stay after work to earn overtime pay.

At this year’s year-end banquet, they added a 50,000 “Niu Niu” award to reward the company’s top ten overtime workers.

Earning it yourself is the most practical.

The advantage of negotiating a higher monthly salary becomes clear: overtime hourly pay is calculated based on your monthly salary.

Maintain a good relationship with the senior executives from mainland China, and you can take unauthorized leave and clock in fraudulently.

You can come to the office at noon, and no one dares say anything.

Team-building activities can even exceed the allotted budget.

Meal allowances and overtime pay are small change to the boss.

The boss himself owns several dozen supercars.

It’s very suitable for friends who want to make money to join.

The drawback is that all the department-leader positions were filled two years ago, so there are no opportunities for promotion.

That’s why they’re afraid of being replaced; anyone whose achievements outshine the leader gets suppressed.

There are only a few technically strong department leaders, while there are quite a few strong team members.

However, there has been a wave of resignations this year, with more than a dozen people leaving the company every month.

The mediocre drive out the talented, and the people who remain are those who can’t find higher-paying jobs.

Department leaders also have extra tax-saving benefits, and some of them like to brag about it to everyone:

“I earn more than you, but pay less tax than you.”

The people who can throw their weight around in the company are the HR ladies. See the other post for details.

They lack professionalism and expertise; the early experts were all recruited by headhunters.

As for the people who joined later… it’s hard to say.

If you offend them, you’ll be warned even for buying breakfast at ten o’clock.

Then there’s COCOS, which is also extremely overbearing.

M Management really has a way of doing things: bypassing the leaders of other departments to manage their team members directly,

and requiring others to submit progress reports to them.

When H5 was first established, they kept suppressing the H5 leader.

They even proposed merging H5 into COCOS, apparently very afraid that their own position would be threatened.

However, they treat their own team members fairly well.

The one who specifically targets his own people is Team Leader B.

When a team member bought breakfast for some female colleagues, B told HR that someone was harassing the female colleagues.

Another team member from National Taiwan University wanted to transfer internally. At first, B said he would provide full assistance.

In the end, the backend team was willing to accept him, but B went to HRD and reported him, so the transfer fell through and he resigned on his own.

COCOS also has a very clever method: after a while, team members are switched to different leaders.

On the one hand, this prevents senior management from seeing that any particular team is especially capable.

On the other hand, team members think they just need to endure it for a while until the leader changes.

Next is the app team.

If you can get in, you absolutely should. There are seven people each for iOS and Android.

They launched only one app in three years.

Tell me, isn’t this a cushy department?

Next is H5.

It can be considered to have withstood pressure from the COCOS leader

and became an independent team—the department whose headcount grew the fastest last year.

However, because they recruited so many people so quickly, anyone and everyone joined.

It became the least selective department in the company.

Technically, though, they chose PixiJS instead of CreateJS.

I’m scratching my head too.

Finally, the backend team.

The backend team here is also quite impressive.

They say an API is ready, but calling it returns 404 or 500.

They clearly haven’t called it themselves and use the frontend as QA.

When someone asked why the server couldn’t connect, they said nothing had been changed.

Then, mysteriously, the server started working.

I sat near the backend team, and the backend leader directly and repeatedly berated team members at their desks.

I thought that only happened in traditional industries, but it happened right before my eyes.

I’ve never seen any colleague go looking for him. It’s an extremely cold-blooded department.

One morning, that person arrived at the office and was called away by HR.

When he returned, he packed up his things and left.

Be very careful when applying for a backend position.

I wrote this much, so please reply frequently and help this post reach number one.

Otherwise, at least click “Agree.”

If you think I made this all up, clicking “Disagree” is fine too.

Good location, convenient transportation, and flexible working hours

The department manager actually comes across as professional and is easy to talk to

They may ask some simple technical questions; you just need to explain them briefly on a whiteboard

Honestly, the written test had more trick questions than any other test I’ve taken

My first impression of HR was that they seemed quite distant

I had a very interesting dream while taking a nap today, so I’ll share it with everyone~

Three years ago, the Taiwan CEO messed things up and couldn’t make a product, resulting in the company being taken over by the mainland CEO.

The executives in every department were mainlanders, and all employees had to take exams. Those who failed were immediately dismissed, and many people were laid off at that time.

The company then recruited heavily again. Its reputation was so bad that it could only recruit through headhunters, bringing in many highly capable people.

A period of stable development followed, and many mainland employees gradually moved to Taipei.

At the time, the HRD was unexpectedly fine, and recruited another junior HR employee (W) to their side, driving away another HR employee who was competing with the HRD.

W also did quite well, got together with mainland executive C, and immediately became the second-most powerful person in HR.

W also brought in her best friend as an HR employee (C), who also got together with mainland executive Y.

After that, there was another HR employee (A), who also got together with a senior mainland employee.

Is this a coincidence?

There was also a mainland planning executive (S) who directly treated the front-desk receptionist as his mistress.

S was the most outrageous of all the executives. Before getting the situation straight, S would start yelling to demonstrate authority.

S’s strongest skill was noticing when an image was misaligned by one pixel—truly impressive.

When hiring, S only hired women who were attractive enough, while men had to know how to flatter.

S even arranged a female assistant for a sycophant. She was harassed until she could no longer take it and resigned in less than a month.

HR also covered up the incident, while the sycophant still received an Outstanding Employee Award. When you have connections, nothing is a problem.

The HR team treated Taiwan employees with sour faces; if you offended them, they would find all sorts of ways to make trouble for you.

They were completely different with mainlanders, chatting and laughing together.

HR organized dinners for mainland employees and would also invite women from different departments in the company to attend.

Perhaps it could also be considered matchmaking.

In the company, mainlanders were the heavenly dragons, HR was the navy, and women and Taiwan managers were ordinary citizens.

The remaining Taiwan employees were slaves.

Even annual salary increases only happened after several brave people demanded them repeatedly.

In 2020, during the COVID-19 pandemic, mainlanders could not come at all, leaving only Taiwan employees.

The HRD was the most senior person in the Taipei office, with no mainland executive stationed there.

Taiwanese managers in many departments began acting up and suppressing dissenters.

Because the company had low base salaries and high bonuses, bonuses became a means of driving people out.

They would cut your bonus to force you to leave; some people were more strong-willed and ignored them.

So they had no choice but to forcibly lay off several people, eventually causing someone to file a complaint with the Labor Bureau.

Starting in 2021, the atmosphere at the company became very bad.

Factional infighting spread across more and more departments.

In HR, W and C were protected by mainland executives, so the HRD could not control them either.

The HRD was too busy looking after themselves and had no time to manage the company anymore.

Can Taiwanese people show a little more backbone and stand together?

Then I woke up with a start and realized that I’m not Taiwanese after all.

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Earthquake hazard zone

The benefits are pretty good

A monthly sports allowance of 1,500

An annual travel subsidy of 15,000

I was forcibly laid off today in December.

Before me, there was also someone else who was forced to leave.

I worked in the testing team for over a year. Things were fine at first, but later, because my work performance was considered average and not outstanding, they started calling me in for interviews. Then, every month, I had to submit an assignment. Under the pretext of helping me improve my abilities, they required me to write an assignment every month on top of my regular work. Meanwhile, they did not address the people who actually had problems and instead started nitpicking. They would then begin suggesting that I resign, and in the end, leave you with only two options—resignation or being laid off—so that you would leave before the Lunar New Year. As a result, all your hard work over the entire year would be for nothing. They would not even provide the 13 months of salary as post-employment compensation, and I had to make a trip to the Labor Bureau for labor-management mediation.

They turn anything that is not a problem into something that is supposedly your fault. In the end, I really could not hold on any longer and had no choice but to ask the company to lay me off directly. If you are passionate about testing work and are considering joining, please think carefully. There are many other issues that I will not go into. In any case, after joining, you will lose confidence in this work and will not want to do similar work again. Therefore, please think carefully.

[Interview] [Position: H5 Front-End Web Game Developer] [Written Test] [Not Hired] [7-Day Notice]

* Candidates with web front-end experience should be a good fit. This position is suitable for people who have studied and explored JavaScript syntax in depth and have memorized CSS thoroughly.

* When evaluating teamwork, they place importance on the size of the applicant’s previous companies and the scale of the projects they participated in, but delve less into abilities such as communication across different roles and exposure to various technical domains.

* The salary is paid over 16 months, but the bonus in the compensation structure is based on the base salary and has a relatively large range of fluctuation, so you can expect the base-salary proportion not to look particularly good.

* The written test consists entirely of handwritten code and short-answer questions, and candidates are required not to use a computer or phone, which feels somewhat pointless.

---

More web-oriented than game-oriented

Overall interview process:

[HR] (Nearly 1 hour)

1. Past experience > information about previous companies > position and compensation > team > reason for leaving, etc.

2. Current company situation > salary calculation method and related benefits > position overview > relevant regulations, etc.

3. Expected salary

4. Candidate’s questions

[Written Test] (Nearly 1 hour)

1. It mainly tests the fundamentals of the JavaScript language used in web front-end development, with no connection to game development or practical applications.

2. The questions are generally about JavaScript fundamentals and characteristics, as well as basic algorithms.

3. It is entirely handwritten, and candidates are required not to use a computer or phone.

[Technical Manager] (Nearly 1 hour)

1. Self-introduction > past experience > technologies used in the past.

2. Explain the logic and concepts behind the answers to the written-test questions.

3. Current company situation > current team situation (projects and technologies used)

4. Describe career and learning experiences > present/explain the portfolio

5. Personality-test questions and answers

6. Candidate’s questions

Suggestions:

1. Although the position is listed as game development, based on the written-test questions and the future development direction, the work still appears to focus primarily on web front-end technologies.

2. When evaluating teamwork abilities, they place importance on the size of the applicant’s previous companies and the scale of the projects they participated in, but delve less into abilities such as communication across different roles and exposure to various technical domains.

3. The overall interview process takes quite a lot of time, and talking for that long can be tiring. If there are topics you want to discuss, prepare them in advance to avoid forgetting them.

4. According to the compensation structure, the bonus has a relatively wide range of fluctuation, so the base salary probably will not be particularly attractive. It is not recommended to set expectations based on general market standards.

Overall impression:

I personally lean toward game development. I rarely write web applications and have not practiced coding problems, so I answered quite a few questions incorrectly, and my understanding did not always align with theirs.

However, candidates with web front-end experience should be a good fit for this position. It is suitable for people with a thorough understanding of JavaScript, the ability to handwrite code and perform calculations on paper, and CSS memorized thoroughly.

The office environment feels very comfortable. The interview ended right around noon, and it seemed like everyone got along well and was heading out in groups of three or five to have lunch. The interview process was also quite smooth. The HR representative made a genuine effort to understand my background, and the manager was technically knowledgeable rather than the type who only talks. I received the offer notification that same day. I’ll share more if I end up joining.

It’s a bit troublesome to get upstairs... You have to exchange your ID card and fill out a health questionnaire.

Achieving the goal of working in Taipei 101

The art department men and women who act as if punch-in records don't exist—does no one handle this??

Just as I had heard. Because they earn high salaries, they have nothing to fear, so if you have connections, you can do whatever you want.

Then everyone might as well secretly take days off.

I haven't seen anyone in the group get fired either... If you have connections and money, nothing will happen. As long as you're a woman, even helping someone else clock in can be brushed aside. You can even get a salary raise and continue staying at the company having fun... .....Are there any other companies this great???

It's a company that's always looking for people～It doesn't fire people XD

I heard that someone can hand their employee ID card over to someone else...and then..........that person clocks in for both of them after work. They don't even have to take leave！！！！！！！

I heard it's the male and female artists..accomplices＋repeat offenders, and no one does anything about it. Apparently it has happened many times～so envious (灬ºωº灬)‎:

The worlds upstairs and downstairs are completely different. The men keep saying the salary is very high..If the company has the guts, go ahead and cut it！！！！Their voices are also very loud in the morning...A group of people are noisy and boisterous without any concern

Making small games is exhausting, and I still have to discuss things with this man and the other artists...Now I also have to provide support for H5, yet my salary was only adjusted slightly. It's very unfair

There’s no supervisor upstairs anymore, so you can play video games at work. It’s great—you don’t need to request leave; you can just have someone swipe your card for you.

No one knows when you go home, which feels great. Having connections really does make a difference.

Anyway, as long as you’re a woman coming to the company, all you need to do is flatter people and happily chat about gossip.

101 offices on the 15th floor. All I can say is that the office is very luxurious XD

The restroom is also very luxurious (?

The lobby on the first floor makes you feel like a high-tech elite (?

The water in the meeting room was good, and the snacks were delicious... (?

I'm thinking about whether I can come up with a few more advantages... QQ

This company has no intention of recruiting people; it simply wants to collect government subsidies.

No matter how well or beautifully you write the test answers, it's useless, because the supervisor will say that what you wrote isn't what they wanted. But essay questions like that really don't have one definite answer—you just write as much as you can. QQ

Actually, I didn't even get to meet the supervisor who was interviewing me before I was sent home. At most, I had an interview with HR, wrote the test, ate cookies, and drank bottled water.

Every receptionist had a nasty expression. Although interviewees are there for an interview—even if they were invited in to help meet performance targets—they are still customers in a sense.

The reception desk is people's first impression, and with those nasty, condescending expressions... Anyway, I'm just a deadweight otaku. QQ

Then there was the HR interview. Sorry, I'm not from Taipei—is everyone who isn't from Taipei looked down on in Taipei?

As for the supervisor conducting the interview~ Since I never met them, I won't give any evaluation. A supervisor who tells you to go home without even giving you the chance to interview—are you kidding me? Anyway, people who submit their own résumés for interviews are apparently considered the lowest level..

By the way, a former colleague of mine also applied to this company for an art position and received the same treatment. However, her UI design mockups were adopted and used, but in the end she was still sent home by a supervisor she never even met.

The written-test questions also made absolutely no sense. Perhaps failing to write them was a convenient excuse to send you home.

It's easy to imagine that this company actually treats interviewees as free labor to help design art interfaces or test games.

Interviewees don't cost anything, can even help you earn government subsidies, and will also make interfaces and test games for you for free.

1. Punctual working hours

2. There is a fitness subsidy so you won’t turn into a couch potato

3. Lots of snacks, but they’re repetitive—if you don’t mind, you can keep eating them without worrying about getting tired of them

4. A monthly meal allowance of around 3,000 (under normal circumstances, excluding some unusual exceptions)

5. You have time to further develop your professional skills

6. They don’t seem to fire people very often? XDD

1. I’ve heard that the parachuted-in HR manager and the previous general manager had poor reputations in the industry, and they don’t honor signed contracts for overseas assignments

2. All of the senior management are Chinese, but these people disappear after a while. Are they here sightseeing?

3. Chinese employees make up more than one-third of the workforce, and they also disappear after a while, only to show up again. Are they still here sightseeing?

4. Communication is unclear, decisions are poor, and there are no clear company policies or schedules. They don’t respond when asked, and often answer questions irrelevantly

5. Senior management specifically targets and attacks the employees in charge, without reflecting on whether they themselves are incapable or derelict in their duties.

5. Employees who neglect their duties are not disciplined, allowing malicious employees to spread all kinds of inappropriate rumors around the company, driving a wedge between senior management and rank-and-file staff

6. The culture of flattery and sycophancy in the workplace is becoming increasingly prevalent, but senior management seems to care only about that

That should be about it. However, the large-scale hiring campaign to whitewash the company’s image over this period should gradually erase this company’s sordid history. Maybe holding a few more sports-car-and-beautiful-women parties at the end of the year will be enough to put it on a pedestal (lol~)

1. The probability engineer interview questions were challenging—among the three most difficult ones I’ve encountered at gaming companies.

(But for an interview, they were completely pointless, especially since not enough time was given.)

A young interviewer (the probability engineer) and an older one (the PM) interviewed me. I explained the knowledge and skills I had used in my previous work experience (mainly game theory). The older interviewer merely chimed in and filled in some rules I had forgotten (because I’m not very familiar with the game settings in gambling; whenever I design something, I review the rules carefully from scratch).

The younger interviewer kept shooting me down, repeatedly saying: “It feels like you’re just using some terminology, but you don’t understand the content behind it.”

Before I left, he even asked me to summarize what I had explained (game theory) in “one sentence”—like those gimmicky book covers that say “Understand quantum mechanics in one sentence,” the kind of books that deceive children. It’s not impossible, but it only gives a childlike understanding.

I answered: “Find the intersection of the solutions.” But it was obvious that he didn’t agree after hearing it and left, seemingly thinking that I was too incompetent or something.

In the end, HR also asked to take the materials I had presented, saying they wanted to use them as a reference. At the time, I didn’t think it through and assumed they wanted to review my work content, so I agreed (but there was never any follow-up). Looking back, they probably just stole them outright and couldn’t be bothered with me.

The young interviewer was afraid that someone would take his job, so he repeatedly shot people down without any substance to secure his own position. It was truly ridiculous.

The workplace location is excellent—it's at Taipei 101.

The benefits also sound good.

After three months, the salary will include an additional one-third bonus.

Second-round interviewer: Very knowledgeable about process, website, and app planning—quite different from the Taiwanese female manager in the first round.

The company operates in the gambling industry.

The position I interviewed for was PM.

First-round interviewers: one man and one woman.

The woman was extremely unprofessional and did not understand process-planning specifications at all.

They gave the interviewee a test, but after I completed it, they turned around and asked whether I had written a spec. (I could only respond with a black-question-mark meme.)

They said the job requires working 24 hours because there are colleagues all over the world. (Have Phnom Penh and mainland China now become “all over the world”?)

After I finished describing my experience, they also asked my age, birthday, and zodiac sign.

They then asked some irrelevant questions. The fact that they did not understand professional processes yet still questioned the interviewee was already extremely disrespectful.

Pros

1. HR is very friendly!?

1. The company HR has a very condescending attitude when responding to issues.

2. They love hanging up the phone.

May I ask approximately how many people there are in the company currently?

Also, approximately how much salary can senior colleagues negotiate?

Something like N+? or so.

None

I’m a junior member of the art team. After reading the negative reviews from the previous reviewers, I was also very uneasy when I first joined the company. However, for some reason, I’ve now been here for two months and haven’t experienced the turmoil and instability described by the earlier reviewers in my own work.

1. The supervisor is easy to communicate with and get along with.

2. The company provides benefits straightforwardly and doesn’t make things difficult for employees.

3. When your work skills aren’t quite up to par, the supervisor also teaches you seriously and helps you improve.

4. There are lots of snacks.

5. The 101 work environment is spacious and excellent, and the restrooms are very clean—perfect for sitting down and taking a relaxing dump.

5. The colleagues are also easy to get along with.

It’s easy to gain weight, but there’s a monthly exercise allowance, so all the overweight folks can encourage one another.

1. The interview communication process was straightforward and did not waste much time. Personally, I found it went quite smoothly~

2. Strong R&D capabilities

3. Spacious and comfortable 101 office; lively work environment with plenty of snacks

4. Good product development atmosphere, with smooth communication and mutual respect

5. Those with the ability can negotiate compensation that meets their expectations; for the gaming industry, it is considered above average (this should be the most important point)

1. I have been here for a little over a month, and I think it is quite good. Every choice comes with its own risks, and so far I have not felt dissatisfied with anything.

1. The benefits are excellent, with bonuses paid every month and a guaranteed annual salary equivalent to 16 months (under the newly announced policy)

2. My colleagues are all highly capable, and the R&D efficiency is very good

3. The office environment is extremely spacious and comfortable

4. A daily meal allowance of NT$150, so you don't have to worry about food being expensive here

5. Regarding the concerns mentioned in the previous comments, the new management team has done its best to handle them properly since taking over. Everyone is currently very enthusiastic about doing a good job, making work really enjoyable

1. I've only been here for three months, and honestly, there isn't really anything in particular that I'm dissatisfied with yet.

Collecting the Infinity Stones—currently at four.

With a snap of the fingers, the company lost half of its employees.

1. You can achieve the dream of a lifetime: “working at Taipei 101” and “using Taipei 101 as an Internet café.”

2. Unlimited snacks and drinks until December, when a high-ranking executive decided the drinks were too expensive and canceled them (that person is currently the only high-ranking executive here).

3. There are no fixed working hours. Some people arrive after 10 a.m., while others do not come in until after noon, and no one notices. You can even go exercise halfway through work without anyone noticing. No matter what time you arrive, you still leave at 6 p.m.

4. The HR person is very pretty?

5. You can get hired without much experience.

6. You can bring a PS4 to the company, connect it to a monitor, and play; you can also bring a Switch to the company and play it directly—of course, all day long.

7. The company’s benefits are indeed better than those of its competitors.

1. Four CEOs in 10 months. I have not even met the fourth one. Of the first three, only the second one seriously did the job, but was smeared and gone after a month. The other two only thought about “making money.”

2. At this stage, HR has unchecked power.

3. Every recently hired employee thinks they are above everyone else; original employees are treated like trash.

4. The entertainment area in the front is just for show. You even get nagged at for going up front to play.

5. Employees are laid off for all kinds of bizarre reasons. The planner responsible for the lottery project was laid off because they supposedly did not need to work on the lottery, and then they worked on the lottery again three months later; an art RD was laid off because that position supposedly did not exist, yet the position was still being advertised on 104.

6. Someone inside the company stole documents and took them out, but only received a warning letter. Clearly, management does not want to deal with it.

7. During interviews, HR first clears its own name by saying, “None of the information on Tianyancha is true.”

8. It is a shame that Tianyancha does not have an “extremely poor” option; otherwise, I would definitely choose it.

The higher-ups are a complete mess and have no intention of doing any R&D or development, so once you join the company, you can basically treat it as a high-end internet café.

1. The higher-ups only want to mess around and engage in inhumane dealings.

2. Some people only want to steal other people's data and collude with the higher-ups who engage in wrongdoing, so bad behavior never gets dealt with.

3. A company with fewer than 40 employees has five HR staff—isn't that strange? There are tons of figureheads and fence-sitters.

4. The direction changes every day. The higher-ups never have any foresight; all they can do is tell you that companies in the Golden Triangle are highly profitable.

5. The HR manager thinks they are the CEO. They know nothing, yet they come to manage R&D!

6. All kinds of unrelated people keep showing up at the company, as if they were coming and going from their own home.

7. Don't casually provoke the figureheads, because as soon as you do, they will use all kinds of excuses to bully the people who are supposed to be doing R&D.

8. They will cut benefits without saying anything or holding any discussion. Don't believe what ghosts say.

9. Anyone who wants to join this company should be mentally prepared, because your reputation will be ruined afterward....

1. Flexible working and meal times; leave arrangements are better than required by the Labor Standards Act—just apply according to the rules.

2. Compensation depends on the individual’s background and negotiation; I won’t comment too much on this.

3. If you want to, the atmosphere at work is cheerful and relaxed. Once you finish your work, no one cares whether you play video games, read, use your phone, or browse the department store (?).

4. The environment in Taipei 101 (it can only count as a benefit if I include it).

1. The company appears to be something of an overlooked member of the group. It may initially have had some development opportunities, but presumably personnel changes occurred due to political struggles as well as workplace ethics. At present, the company appears to serve as the back-office center for an R&D unit within the group. It is also presumed that the company temporarily lacks capable professional managers, so assigned work changes constantly, including seating arrangements. The company currently has no clear personnel or departmental KPIs, and the tasks assigned are generally highly replaceable and can be adjusted or changed at any time.

2. For some like-minded groups internally, the experience is good. The R&D capabilities and atmosphere are strong, and employees’ work needs are well supported—for example, equipment and computer purchases and upgrades can be fully planned and efficiently implemented even in a company without annual objectives, which is quite remarkable. (As for software...)

3. Setting aside the desire to learn through work, I highly recommend that employees interact more with people inside the company. This is a very relaxed company where you can meet new colleagues across departments and learn how much BC or work-related professional experience they have (or management experience, haha). Everyone seeks improvement through dreams, communication, practice, and mistakes. I think this is the greatest benefit this company can offer everyone.

1. Free snacks are available

2. Sports subsidies are provided

3. The office is in Taipei 101—really big

4. No one cares what you’re doing

1. Management keeps changing; every time someone new takes over, they bring a new set of talking points

2. There’s no clear direction, and a large number of employees have nothing to do

3. Ordinary employees never know what the group’s senior management wants to do; if middle management starts messing around, it’s game over

4. Employees are dismissed arbitrarily

5. HR has a terrible attitude

6. Every now and then, they try to send employees to Southeast Asia ^_^

Suggestion: If you have too much money, you could donate it to Greenpeace or an association supporting children’s development in rural areas, doing your part for the planet and humanity while also working off some negative karma

The company looks very large (you have to write something positive to submit, lol).

First of all, I went to this company for an interview at the beginning of this month.

I just want to say that the entire interview process was too strange and didn't make much sense. It felt very much like a routine, box-checking process for employees to get their work done.

According to what HR said, because the interviewing manager was not in Taiwan, the interview would first be conducted by HR. Then, after the questionnaire was completed, they would check whether the manager's schedule worked and conduct a remote interview by phone.

First, it goes without saying that HR must lack expertise in the relevant position. In addition, HR focused mainly on introducing the company and defending its reviews on GoodJob, and they did not even ask the interviewee to introduce themselves, let alone try to understand the interviewee's past experience and background.

Therefore, it felt as though the entire interview was based solely on that questionnaire. Since it was impossible to interview directly with the manager, it is easy to imagine that this company is too superficial. I believe it would also be difficult for them to find truly suitable talent.

1. You can say you work at Taipei 101, which seems pretty cool.

2. There are designated dining and game areas, but in reality, I never saw anyone playing.

1. The interview time was suddenly changed beforehand, and even after arriving at the agreed time, I still had to wait more than half an hour before the interview could begin.

2. During the interview, they did not learn much about the interviewee’s work experience or relevant background; they only introduced the company.

3. They did not mention the written test beforehand and suddenly produced an exam. Most of the questions used Mainland China-related terminology, making them difficult to understand. The programming questions also had to be written by hand, so you could be in serious trouble if you did not bring a computer.

- I've only been here a short time so far, but it feels pretty fun XD

- Communication and discussions are very direct

- Task objectives are clear

The situations mentioned above by other senior colleagues seem to have been completely resolved (the policy direction has been established and the professional managers have started working), so the manager was so candid during the interview that I was a little surprised. I could ask questions directly and then receive detailed, straightforward answers without any evasiveness.

- Riding a scooter around the 101 area is really inconvenient

- Lunch......Does anyone know if there are any small noodle stalls or something similar nearby......

I’m an employee who just joined this company. The problematic managers have all been replaced. The previous manager didn’t seem to have a relevant background and had hired some people who weren’t quite suitable. Now there’s a new technical leader. The projects they’ve worked on have already been extremely profitable in China, and there’s no talk of going to Cambodia either—we all work at Taipei 101.

Lunch is a bit expensive.

There is a monthly sports allowance.

Employees who work hard internally have no opportunities for promotion because the company likes to bring in outsiders. Leadership changes frequently, policies are unclear, project timelines are very short and staffing is insufficient, yet in the end, the people at the bottom are held responsible and made to take the blame.

There are many rumors and idle gossip among frontline staff. Currently, roughly half of the workforce is idle. On the one hand, people from headquarters believe they are very experienced, but on the other hand, they send people to the Taiwan branch to discuss how to collaborate... (which clearly shows they have no experience at all).

When the first consultant arrived, he said he would protect everyone (which was quite touching), but after the second consultant took over, several middle managers were laid off.... In addition, the job grades and salaries of frontline employees are arranged rather abnormally. For example, someone at grade 1 may be doing work corresponding to grade 4 or 5, or a manager may be only grade 2 while their subordinate is grade 3 (salaries are determined by job grade). Employees with lower salaries even have to teach higher-paid employees how to do their jobs.... There are many such disorderly situations.

Very friendly during the interview, but it was all fake... mostly just making things up.

A useless parachuted-in messenger manager holds unchecked power, excels at shady, opaque dealings, and even dares to say at the company-wide meeting that they are transparent—utterly shameless... They had never worked on a project before, yet still brazenly claimed to be highly experienced—and that part is absolutely true! What’s even more laughable is that this power-hungry manager, who swears constantly, is clearly in HR but thinks they’re the CEO... truly one of the strangest of the strange....

There are snacks, an exercise allowance, massage sessions, an empty office, and a manager who’s very good at talking, along with employees who pass off incompetence as talent.

1. Promised benefits are canceled as soon as someone changes jobs; there is no integrity whatsoever.

2. There is no direction at all. The person in charge is merely a messenger and has little ability.

3. Many people believe rumors without verifying them.

4. Policies change from one day to the next, yet they blame poor communication; inexperienced leaders are put in charge of people with ability and experience.