I can't think of any advantages.
1. After completing the basic information, they set the applicant aside.
2. They show very little respect for job applicants. The salary is probably very low—they use an operator's salary for a supervisory position's responsibilities.
3. For three consecutive weeks, it was the same job content, with the position level lowered several times.
4. It feels like they select people based on their salary expectations, rather than their abilities.
Suggestion: This is not a company with vision or broad perspective. Don't be happy if you get hired—you'll be expected to do the work of two people. Think carefully.
Convenient to take leave
Low salary, high employee turnover, and managers only want to retain people who are obedient. They keep spending money on interior renovations, but the results are not apparent; after the renovations, the space is hardly used, which is extremely wasteful. Colleagues are not very willing to teach new employees much and use high-pressure tactics to force you to leave. They have laid off all the good talent, leaving mostly newcomers. If they are unhappy with you, they will tell you to leave. It is a very unstable job, and there are also many cliques. I suggest not wasting too much time at this company; things are a complete mess inside.
Never felt happy.
When you ask for help, they only tell you to figure it out yourself. I really don't know why the company hired you managers.
When I joined, the entire department shared two computers, and there weren't even any desktop PCs....... I'm speechless.
No spicy food!
MDFK, I suspect this company uses interviews as a front to investigate market salary ranges. When I interviewed there before, they insisted on asking about my salary at my previous company, and asked in great detail—both monthly and annual salary. Before the interview, it was "starting at 28,000," but after the interview, it was lowered to "starting at 25,000." How stingy can they be?
The air conditioning indoors makes it nice and cool~ Much more comfortable to go to an interview in summer.
Interview summary:
1. After receiving the interview notification, you first have to fill out an aptitude test in a Google Form they created.
2. Applicants are asked to bring a résumé, but upon arrival they also have to fill out the company’s résumé form. During the interview, they then look at another résumé the applicant brought, printed from a job bank.
3. It takes about 10 minutes to finish filling out the company résumé form. You then notify HR, who asks the applicant to wait. This stage takes half an hour.
4. During the HR interview, they review the résumé. It does not matter if height and weight are left blank, but personal information about past experience—such as employment dates, salary, ID number, and family situation—is required.
5. The HR interview consists of a questionnaire they apparently copied from somewhere online. They write down the answers to each question, with almost no follow-up questions. Most of the time is spent watching them write.
6. HR proactively explains the company’s salary and also asks about the applicant’s salary expectations, but HR will in turn ask whether the applicant knows about the company’s benefits.
7. Remember to ask HR whether the salary listed on the job bank is the base salary, or whether it includes a bunch of miscellaneous bonuses—and whether the figure is before labor and health insurance deductions and the required contributions.
8. Only after HR finishes recording the information they need will they ask the hiring manager to conduct the interview. Basically, it is a standard professional interview: a brief explanation of the job duties, followed by an opportunity for the applicant to ask questions, and that’s it.
9. The hiring manager then asks another manager to conduct an interview, but the interview atmosphere and depth of the questions are relaxed, like those at a small business.
10. Interview duration: nearly 2 hours.
No need to wait; ring the doorbell and someone will escort you in.
It took 15 minutes to fill out the information, while the interview lasted about 2 minutes.
The supervisor didn’t show up. HR simply glanced at the personnel information form and ended the interview.
A waste of job seekers’ time. If you’re not actually looking to hire, don’t post an opening and invite people for interviews.
A terrible company.
Taking leave is easy, and returning to the company after leaving is also convenient. There is freshly ground coffee in the pantry...
1. Low salaries with little growth
2. No smooth promotion channels; the staffing structure is like a stagnant pool
3. Benefits are not great, and the year-end bonus is small
4. Relatives and those with personal connections occupy senior positions directly. Personal opinions interfere excessively with professional judgment, decision-making is not objective, and the company’s growth has stagnated or even regressed.
In short, it embodies the common decline of Taiwan’s traditional manufacturing industry today: it wants to shift from contract manufacturing to its own brand, but the management’s thinking and actions have not progressed accordingly and remain short-sighted. On the surface, it has spent a great deal of money building the brand, but at its core it is still burdened by the legacy of the OEM success of 20 years ago. It is also unwilling to raise employees’ salaries and benefits and does not value talent development. Low pay and a lack of room for growth drive talent away, while high salaries are reserved only for those at the center of power. The company is left with long-serving senior employees and constantly changing newcomers, creating a severe generational gap.
The company as a whole cannot be called terrible, but at best it hovers around the passing mark (some unspoken rules are on the subtle borderline of illegality). As a job choice, it is suitable for people who seek stability and are not looking for much more than a steady life.