優仕得顧問有限公司

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I would like to remind job seekers who are currently looking for work, or who may soon be matched with job openings through the Youshide Consulting Company, to first check the company’s public records.

After reviewing the relevant information, I found that this company has previously been subject to penalties for violations. I also found in the public information released by the Taoyuan City Government Employment Services Office that Youshide Consulting Co., Ltd. was penalized for “an employer recruiting or employing employees through false advertisements or disclosures.”

The relevant penalty information was published by the Taoyuan City Government. Interested job seekers can review it themselves:

https://ws.tycg.gov.tw/001/Upload/104/relfile/12481/2495/d2d67f87-c247-487d-ba2a-0337111367ba.pdf

I would like to remind all job seekers that, whether you are considering joining this company or being matched with a job opening through it, it is recommended that you carefully confirm the actual job duties, salary and benefits, and relevant employment conditions before applying and deciding whether to report for work.

After all, a private employment service institution is itself a professional organization providing recruitment and job-matching services. In my view, it should exercise even greater care in reviewing relevant regulations and job information.

If the company itself has previously been penalized by the competent authority in connection with recruitment-related matters, it is quite natural for job seekers to have concerns.

I also found that this company has publicly disclosed penalty records with the Bureau of Labor Insurance of the Ministry of Labor. I would like to remind job seekers that they can check the relevant information as well before applying.

All of the above information can be verified through public sources and is provided for reference to those currently seeking employment. There are many job scams these days, so I would still like to remind everyone to do more research and confirm more details before applying, in order to protect your rights and interests.

Don't come.

I only received the three holiday bonuses after reporting the company after resigning.

They only gave them because they were afraid of being fined. Those who didn't report the company didn't receive anything.

When treating employees, they report it as the employees' personal income.

There aren't really any systems in place either—maybe it's a tiny company.

It's a family business; the accountant is his wife's relative.

If performance doesn't meet his expectations within a short period, he wants to cut employees' salaries.

Don't come. That person seems to be recruiting again, dangling empty promises.

Those of us who have been through it have already had our fill.

I only received the three holiday bonuses after reporting the company after resigning.

They only gave them because they were afraid of being fined. Those who didn't report the company didn't receive anything.

When treating employees, they report it as the employees' personal income.

There aren't really any systems in place either—maybe it's a tiny company.

It's a family business; the accountant is his wife's relative.

If performance doesn't meet his expectations within a short period, he wants to cut employees' salaries.

There are absolutely none.

It has been a disaster from the very beginning of employment.

The salary has never been clear, the bonuses are unclear as well, and there are no holiday bonuses or year-end bonuses.

Even during leave, we are required to answer company calls.

We are required to work overtime voluntarily (and are even asked to tell new hires to work overtime voluntarily).

Typhoon days are not treated as days off; we must work from home and remain reachable by phone at all times.

If a candidate is qualified enough, the boss takes them directly.

Choose this company carefully!!!!!

None at all

I’d like to share a recent nightmare.

I dreamed that when I had just joined the company, I saw that 104 listed “monthly salary of NT$35,000 or more.” I was also interested in the job duties, so I applied.

After the interview, the boss offered me the job but said, “During the probationary period, we’ll start you at under NT$35,000.”

I reminded him, “Wasn’t the amount listed on 104 higher?”

He immediately said, “Then let’s not sign the contract.”

He walked back to the office and tore up the offer letter. The noise was loud enough for the colleagues outside to hear.

Later, he changed his wording: “Fine, then we’ll adjust it somewhat. We’ll make up the difference after you pass probation.”

I thought the job duties were fairly good, so I decided to start anyway.

They did make up the difference later, but only enough to “just meet the minimum threshold.”

After I passed probation, I only received an email saying, “Congratulations on passing. Your salary has been adjusted to NT$XXX.”

There was no discussion and no advance notice. I was genuinely stunned when I saw the number.

When I tried to negotiate for reasonable compensation, all I got were empty promises.

A colleague at the managerial level was very obedient to the boss and said, “The boss is really nice. He previously gave me an extra NT$5,000 or so.”

But the other senior colleagues only complained…

(The boss really was unusually good to that person—maybe because they were obedient? The boss also had them carry out unreasonable treatment of other employees.)

Unreasonable practices and concerns

1️⃣ The resources and names of two companies were mixed together

Companies A and B were used interchangeably on paper. Colleagues were enrolled in labor insurance under Company B but actually handled business for Company A.

Only after Company B was shut down were we informed that we had to transfer our employment registration to Company A—and they took the opportunity to cut our salaries.

The boss even said, “Isn’t it true that I pay you a salary?”

Isn’t paying salaries simply what an employer is supposed to do?

2️⃣ Gray-area tax practices

For group meals, employees were required to report the expense as personal income, while the receipts were issued using the company’s tax ID number.

When I asked why, another obedient (?) colleague replied, “Otherwise, pay for it yourself.” I was even called petty for asking.

I could simply have chosen not to eat. ==

3️⃣ Underreporting the labor insurance salary bracket

After I raised the issue, I was emotionally blackmailed: “This money would have to be deducted from HR. Would you dare take that kind of money?”

But I only had questions and wanted to ask HR, because HR is more professional in this area.

And if I hadn’t proactively raised the issue, would the company have simply pretended that nothing had happened?

They even demanded that I read out the regulations clause by clause, in an agitated tone.

Workplace culture and PUA

• “Motivational letters” were actually pressure letters.

• Employees who took leave were mocked with comments like, “There are hardly any working days” (although October naturally has many national holidays).

• Asking for a salary increase got me labeled “ungrateful” and “not a team player.”

• Asking for a raise got me called “stupid.”

• Even though my performance was good, I was told, “You’re just lucky,” and threatened with, “If you can’t do it, we’ll cut your fixed salary.”

Business ethics?

When I found a candidate, the boss would simply take them away by saying, “I contacted them before too.”

Candidates I found myself through LinkedIn were also “taken over.”

The biggest competitor in this company wasn’t anyone else—it was the boss himself.

How clients were treated:

After only a few minutes of a call, he would start asking which school the other person attended, comparing them with his own children, and saying things like he had bought a car for his child because the child attended school farther away. He even called the client “little junior.” 😩

As a consultant, shouldn’t he have provided professional advice instead of making clients listen to his personal gossip?

Discriminatory remarks during the interview

One of the reasons I was hired was apparently that I had a “normal family” and “no financial pressure.”

I was also asked where my parents worked.

When introducing me to everyone, he even volunteered where my parents worked.

What exactly does “normal family” mean? Are single-parent families or families under financial strain considered abnormal?

Or did he think that because I had no financial pressure, he could offer me a low salary?

Attacks after I resigned

After I resigned, I was initially very happy, and the handover between both sides was amicable.

Unexpectedly, that managerial-level colleague—the one who was more obedient to the boss—brainwashed the employees who were still there: “The boss did nothing wrong. Employee turnover isn’t his problem.”

They said that within just a few weeks of joining, I had “voluntarily” told them that I wanted to leave. But at the time, I had clearly only been trying to negotiate a raise. You left work at 5:30 p.m.; I left at 6:00 p.m. You stopped me after work and spent half an hour brainwashing me…

They spread rumors that I had a “huge drop-off after passing probation,” was “not proactive,” and “didn’t respond to messages”—but I was on leave during those days.

Besides, the candidate’s attitude was genuinely terrible. The candidate didn’t respond to me, so there was nothing I could do to provide an answer.

While I was on leave, they took my candidate and used them themselves.

If they had just said something at the time, I definitely would have handed the candidate over!

Within only a few months, four or five colleagues resigned,

while the entire company had only a dozen or so employees.

When retention efforts failed, they started defaming people. It really showed me what they were like.

Some companies fail not because they lack talent, but because they lack sincerity.

This experience made me even more certain:

When choosing a company, its systems matter more than its salary, and respect is rarer than sweet talk.

I hope those who come after me can avoid taking this kind of detour.

None

When I first joined the company, I saw that the listing on 104 said “monthly salary of $35,000 or more.” I was also interested in the job duties, so I went.

After the interview, however, the boss said, “During the probation period, we’ll start you at under $35,000.” I reminded him that the 104 listing said it was higher, didn’t it?

He then said on the spot, “Then we won’t sign a contract.”

He walked back to the office and tore up the employment offer, loudly enough for the colleagues outside to hear. Later, he changed his tune: “Okay, then we’ll adjust it a bit. We’ll make up the difference after you pass probation.”

I figured I was interested in the work, so I would do it first. They did indeed make up the difference later, but it only “barely reached the minimum stated on 104.”

After I met the performance target, my salary was adjusted.

At the time, I asked about the three traditional holiday bonuses and year-end bonus. He said matter-of-factly, “Nope.”

Then he added, “But we do have monthly and quarterly bonuses~”

In the end, they were nowhere to be seen or enjoyed 😇 (the monthly bonus was extremely small).

After the probation period, the boss sent only one email: “Congratulations on passing. Your salary has been adjusted to XXX.”

There was no discussion and no advance notice. I was truly stunned when I saw the number.

When I tried to ask for more reasonable compensation, the boss only knew how to make empty promises;

even longtime employees joined in the feeding frenzy: “The boss is really nice—he previously gave me an extra $5,000~”

Concerns about unreasonable and potentially illegal practices

1. Two companies operating under the same management

　There are two companies, A and B, but employees are enrolled in labor insurance under Company B while doing business for Company A.

　After Company B was shut down in mid-September, employees were only then told that they had to be transferred to Company A—and the company “took the opportunity to cut their salaries.”

　They even said, “It’s not like I didn’t pay you, right?”—isn’t paying salaries what they are supposed to do in the first place?

　There are two Class B employment service certificates, one assigned to A and one to B, yet resources are mixed and contracts for Company A are signed.

2. Gray-area tax practices

　At company dinners, we were required to write our own names on the receipts and report the expense as personal income, while using the company’s tax ID number.

　A colleague asked, “Why does this have to be reported as personal income?”

　The supervisor replied, “Otherwise, pay for it yourself. You can also choose not to eat.” We were even accused of being petty.

　Then we can just not eat ==

3. Labor insurance salary-bracket issue

　HR underreported salaries, causing excessive labor and health insurance deductions.

　After I raised the issue, the boss emotionally manipulated me: “This money would have to be taken from HR. Do you dare take this kind of money?”

　He even demanded that I recite the regulations clause by clause, speaking agitatedly and losing emotional control.

PUA and workplace culture

• The boss often sends emails under the guise of “motivational messages,” but they are actually a source of pressure.

• When employees take leave, they are mocked: “There are very few working days in October,” even though it is a fact that there are many national holidays.

• Employees who ask for salary increases or reasonable rights and benefits are labeled “ungrateful” and “not team players.” Anyone who suggests a raise is labeled “a moron.”

• I was told it was “just luck,” and also: “If you can’t do it, we’ll cut your fixed salary.”

The boss steals the candidates found by employees

When a consultant found a candidate, the boss simply said, “I had contacted them before too,” and took the candidate away.

Even candidates I found myself through LinkedIn were forcibly “taken over” by the boss.

He doesn’t just take a share—he takes the whole pot.

Before my colleagues had even passed probation, all the candidates had already been snatched away.

The biggest competitor in this company is actually the boss himself 🤣

A consultant is supposed to provide clients with professional advice and information,

not, upon meeting a young woman,

ask her all sorts of questions, call someone “junior schoolmate,”

say that he also attended some university and that his son also attended some university,

and even say that his son had poor grades after getting into some university.

The school is in XX, and he specifically bought him a car.

Then he went on and on about running here and there, blah blah blah.

Do you think a client wants to spend time hearing about this nonsense?

I feel sorry for clients who encounter this kind of pervert.

Even I, listening beside him, felt quite embarrassed.

And that person was even my client.

Shame on you for being both a consultant and the boss.

Discriminatory remarks during the interview

One of the reasons the boss gave for hiring me was actually:

“Normal family, no financial pressure.”

He also asked where my parents worked.

What exactly does “normal family” mean?

Are single-parent families or people struggling financially abnormal?

If that isn’t discrimination, what is?

Or do you think that because I have no financial pressure, you can pay me a low salary?