Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
Read the community guidelinesI’m not sure, since I didn’t join the company, but regarding the salary and benefits...
The first interview was a video interview with a manager from central or southern Taiwan. I introduced myself and went over all of my work experience. After I finished, the manager began introducing the company’s current situation, future plans, and so on. It was very clear, but they did not explain the salary structure or benefits.
They showed little respect for the interviewee. While I was waiting on-site for the previous interviewee, I could already hear the manager repeatedly taking phone calls and discussing work matters, making the interviewee wait until the conversation ended before hanging up—about two or three calls. During my own interview, there were three calls. In the end, while the manager was still on the phone, they told me that everything was fine and that we could end the interview.
It gave me the impression that the manager might not know how to lead people after I joined, which made me worry about my future at the company.
During the second interview, the manager said that they were only responsible for the evaluation, and that I should discuss everything else with the HR department from the first interview. It felt like they did not care about their own assistant.
They also asked me, “Sometimes the atmosphere in meetings can become tense. How would you control it?” This was asked and answered in English during the second interview.
I thought to myself: Why is the assistant responsible for controlling it...?
The Kaohsiung boss was very nice and generous.
It was probably around 2017.
The Taichung supervisor had very poor project scheduling and management skills.
The project was taken on in June, I joined in October, and it was supposed to be closed out in November. Nothing had been done on it for four months. Planning only started after I joined.
There was no intention of mentoring or managing people; what they needed was someone who could hit the ground running.
Meetings to discuss things were infrequent, and there was little intention to do any planning. Everything was planned independently. The supervisor did not monitor progress; only when the vendor chased us for updates would they ask how things were going. When deliverables were not produced, they would proactively call at 10 p.m. to ask about the progress. They would proactively check in after working hours.
What I remember most clearly was when I asked about overtime pay, and the supervisor replied: “You want overtime pay? Then are you going to pay the project penalty for breach of contract?” Because I was very afraid of having to pay a penalty, I proactively resigned.