噗浪股份有限公司

Speaking only for myself, there was an annual salary increase. Working hours were initially fairly flexible, and the atmosphere was also relaxed. At first, everyone could offer opinions and discuss matters.

1. Later on, the head of personnel left Taiwan and managed HR remotely. After other members raised concerns about the capabilities of a new employee, the supervisor secretly speculated that those members were bullying the new employee behind their back, and arbitrarily accused them together with the boss without verifying the facts. The supervisor refused to communicate with employees and was unwilling to address the issue.

2. Because the contract terms were handled casually at the beginning, benefits such as the three-festival bonuses were later deducted under pretexts such as “everyone must weather the difficult times together.”

3. The company claimed that working hours were flexible, but the supervisor then set working hours for certain employees according to personal preferences, resulting in unclear company rules.

4. There was no overtime pay; it was a responsibility-based system, and working hours were not fixed.

5. The supervisor did not understand certain professional matters related to employees’ duties and did not trust them. If something did not go well, the supervisor blamed the employees for lacking ability.

6. Because responsibilities and authority were unclear, regardless of the position held, it was best to be prepared to do everything. However, it was also possible to end up accomplishing none of the main tasks, because the supervisor was the person least willing to do any work.

7. The company was understaffed, so new hires had to figure things out on their own. There was not even a handover of responsibilities, let alone anyone to provide guidance or training.

1. Snacks provided

2. Occasionally allowed to bring pets to work

3. Birthday celebrations

4. Employee benefit: one P coin valid for 10 years

5. Quiet office

1. The process of signing the offer for conversion from an intern to a full-time employee kept changing

(1) Late June: The internship was nearing its end, but my supervisor did not say whether I could become a full-time employee.

(2) Early July: I told my supervisor that I had received an offer for another job. A few days later, they suddenly said verbally that I could become a full-time employee, with eight-hour workdays and a monthly salary 3,000 lower than the other offer. Because I understood that running a small company was difficult, I agreed out of my affection for the platform.

(3) Late July: When the offer was formally signed, the workday became nine hours, the salary was reduced by another 1,500, and a new three-month probationary period was added. The start date was set for September 1.

2. Doing full-time work while being paid as a part-time student worker

Before officially starting work, I continued to be paid hourly as I had been during my internship in July and August. At my supervisor's request to reduce labor costs, I was also required to come to the office only two days a week.

While I still had to perform my internship duties, because I had already signed the offer, my supervisor assigned me a full-time employee's workload. The tasks, responsibilities, and working hours became unclear, with pay and duties based on a responsibility system.

4. At my supervisor's suggestion (possibly also due to labor cost considerations), I took leave to travel in late August. I had reported in advance that I would be traveling to mainland China and would be unable to stay in immediate contact because of internet access issues. After receiving approval, I went on the trip. During the trip, however, my supervisor criticized me for having a passive attitude toward handling work because my messages had not received immediate replies.

5. I was notified by email during the trip that I needed to sign the offer again

As mentioned above, I had informed my supervisor in advance that I might be unable to use Plurk and Gmail while traveling in China. However, two days after I left, I was asked to contact them via private Plurk message.

On the third day, my supervisor notified me by email that, due to the company's financial difficulties, I needed to sign a new offer with a further salary reduction. By that point, the monthly salary had been reduced by approximately 20% from the amount promised in the original verbal offer. They asked me to respond as soon as possible regarding whether I would accept the new offer.

6. Because I did not respond immediately, I was notified by email five days before my start date that the offer had been canceled.

7. They said 技技 hated me

My supervisor said that the team's senior 技技 had also participated in the decision to fire me. As a result, I only thanked him the day before yesterday for the wedding cookies I had received from him two years ago.

1. More generous than the minimum requirements of the Labor Standards Act

2. Flexible hours

3. The atmosphere is fairly relaxed

4. The leave-request process is not complicated

5. The office is very quiet

1. The supervisor’s feedback is scattered and cannot effectively guide new employees

2. The supervisor is abroad for long periods and cannot understand the on-site situation

3. Because there is no one to provide guidance, the supervisor often cannot figure out what is going on either. The workload is not particularly heavy, but after some time it becomes very boring. If you want to learn from the job, there are few avenues for doing so here

4. The supervisor does not state opinions directly, so you have to infer them

The company culture is relaxed, working hours are flexible, there is a generous amount of leave at the beginning, and there are salary increases.

1. Managers lack planning, cannot accept new ideas, and make arbitrary demands

2. Remote HR management arbitrarily fires people and does not necessarily comply with labor laws

3. Does not respect other professions and does not necessarily respect engineers

4. Claims to offer freedom and not require clocking in, but also provides no overtime pay; it is simply a responsibility-based system, while time requirements may be arbitrarily added based on personal preferences

The office culture is fairly relaxed.

1. Although the team is very small, there are inadequate channels for effective communication.

2. The pay is too low.

3. Unused annual leave cannot be cashed out.

4. There is no overtime pay.

5. The “remote HR” manager is rarely in the office, yet takes the lead in sowing discord among employees and even fires employees based solely on personal preferences.

6. They do not respect professional expertise and do not accept employees’ suggestions for improvement.