費米股份有限公司

A good place to cultivate and improve yourself

Too many outsiders giving orders

Managers are promoted through connections despite having little experience or ability

There are far too many ineffective meetings

Employees are treated as disposable—used and then discarded

There’s no future development to be seen here. Come only if you’ve given up.

Those who want to develop their mental resilience can come here.

A small startup with incomplete systems,

lacking a transparent performance evaluation process.

It has all the usual problems of a startup, but none of the perks or benefits.

Afternoon tea at irregular times

The company's personnel management and systems are chaotic, and turnover is high

This is a common problem in startups: once a project ends, people are discarded and asked to leave

Performance evaluation and promotion criteria are a black box, and fairness is questionable

During the interview, HR verbally makes generous promises about benefits or compensation, but after joining, they can change at any time.

Some benefits or preferential policies are like empty promises and slogans: they sound great, but you can see them without ever receiving them.

Engineers are not valued, and newcomers are bullied.

There are significant differences in treatment among employees—for example, year-end bonuses may be paid late, and the timing of payment varies from person to person.

...

Wants to learn from foreign-owned startups and technology companies, but does not offer the benefits of a foreign-owned startup. It adopts that kind of foreign-owned startup technology company approach, with a company-wide ranking system in which those at the bottom are eliminated. There is little sense of solidarity; everyone is constantly on edge and alarmed, with low cohesion and team spirit.

Forms factions and bullies colleagues they dislike.

Deliberately selected employees to be laid off before the Lunar New Year, so they did not receive their year-end bonuses.

The severance pay upon departure was calculated unclearly and differed from the calculation required by the Labor Standards Act. Only after I questioned it did they admit that the leave calculation was wrong; I almost lost pay for my leave.

The office is spacious and bright.

The downturn in the housing market this year has slightly affected the company's market.

There is intense competition and significant internal friction within the team, with the manager being highly emotional and the atmosphere oppressive.

Flexible working hours

The supervisor is unprofessional

The interview questions were irrelevant

The probationary period standards differ from person to person

Working hours are flexible, and so is overtime—there is also implicit overtime after returning home

Many holidays

The system is not transparent

Advancement through connections is very apparent

The company clearly makes people feel disrespected

Those who are skilled at managing upward and enjoy creating idols may come

There are many job openings, so people looking for work can apply.

Product management and the division of internal responsibilities are unclear, and the distribution of benefits is uneven.

This leads to internal competition for free services and disputes and confusion in internal workflows.

Plenty of annual leave

The supervisor clearly doesn’t understand and is also disrespectful toward professionals in their tone

Arrogance

Treating interface design as graphic design or visual layout =.= |||

An outsider giving directions to an insider, issuing orders recklessly—sigh

Thankfully, I’ve left

1. The company does not grant leave even during major typhoons. Its policies are so “advanced” that they are just like Japan’s: even during a major typhoon, employees still have to use their own annual leave or personal leave. The company’s forward-thinking policies are astonishing.

2. People come and go quickly, so there are also many vacancies. If you are willing to stick it out, you do indeed have a better chance of getting a promotion.

1. Employees are often called in for one-on-one meetings, and the internal personnel climate is unpredictable, making people uneasy. Because management seems to take the attitude that even flat-structure supervisors are simply hired staff, they often fail to manage issues or mediate between parties, focusing only on managing upward. Other situations are truly difficult to describe.

2. The rules of the HR system and performance evaluations keep changing as policies are adjusted. How middle managers report your performance can indirectly affect the outcome, resulting in distorted evaluations. Overall, it often feels like a government agency, with everything repeatedly being adjusted back toward the average.

3. There is a significant information gap at the middle-management level, making it difficult for upper management to understand the real situation. Reports from middle managers are easily overly polished, so upper management has difficulty seeing what is actually happening, and problems encountered by frontline staff are often ignored.

4. The boss places greater emphasis on products and business operations, while contributions from engineering receive relatively little recognition. No matter how much you do, your work may still be put on the back burner, making it difficult to feel a sense of accomplishment.

5. The company considers itself a startup, but in practice its style is very traditional Taiwanese corporate, and even somewhat petty and stingy. It nitpicks over policies such as lunch breaks and typhoon leave, creating a major gap compared with the culture of genuine startups outside the company.

6. A single HR administrative order can arbitrarily transfer people from one position or team to another, showing complete disregard for people-centered management and lacking basic respect for employees’ dignity.

7. Changes in the company’s operational leadership feel somewhat suspicious. Many actions behind the scenes seem strange, as if they do not want employees to know what is happening. The signs are not good, so you should be prepared to leave at any time.

8. There is no guaranteed year-end bonus, only verbal promises.

9. The boss often appears to be a nice person, but when problems actually arise, they do not stand by the employees. The contrast is very noticeable.

The challenging work environment can foster rapid personal growth, while dealing with conflicts, pressure, and change helps develop emotional maturity and communication skills.

• High employee turnover

Managers and key talent leave more quickly than general employees, resulting in insufficient overall stability.

• Relaxed on the outside, tense on the inside

The atmosphere appears relaxed and lively, but the actual workload is stressful and the internal atmosphere is tense.

• Severe internal friction

Collaboration across departments and among colleagues is poor, with chaotic task allocation and unclear responsibilities, affecting efficiency.

• Lack of transparency

Decision-making is controlled by a small number of people, information gaps are substantial, and the direction of execution is inconsistent.

None

The systems are very poor

The startup's rules are opaque

One-person rule

Partial remote work available

Extra company holidays and summer vacation available

Overtime is prioritized for compensatory leave =.=

Information is not transparent; among colleagues and between subordinates and superiors, people use information asymmetry to get things done, creating a very strange atmosphere

The company has a high overall turnover rate, and people often suddenly disappear

The company implements OKRs and ostensibly encourages self-management, but in practice evaluates performance based on KPIs, with most decisions ultimately determined by managers

New graduates should beware

Many opportunities for raises

Lots of holidays (I recall there being summer vacation and new employee leave)

The HR team is enthusiastic and lively

I’ll confirm once I join

HR answers every question and arranges interviews efficiently and quickly

The CTO is highly professional

I wasn't selected...