緯謙科技股份有限公司

It seems to have everything

In reality, it has nothing

A company whose turnover rate is “extremely astonishing” and far exceeds its gross margin

None

Have you ever seen a Black person at a high place holding a white sheet of paper and telling you to run away quickly?

A wealthy parent company, the Wistron Group

https://www.bnext.com.tw/article/61528/ct-telecom-wistron?

In February 2021, Chunghwa Telecom acquired a stake in Wistron NeWeb. Wistron NeWeb said it would achieve great results and go public in three years. By mid-2024, nothing has been seen. It really only knows how to boast.

People inside the company are still continually leaving, and the turnover rate is frighteningly high.

Dr. Hsia only knows how to appoint incompetent people as senior executives, say the flattering things he wants to hear, and then drive out employees who are actually doing the work. As for the talk of an IPO—it can apparently only be realized in a dream.

Living off the Wistron Group’s support

The experience of working at the company is difficult to describe: there is far more to criticize than to praise.

In Lu Xun’s The True Story of Ah Q, there is also someone who, even after being beaten, still looks smug and self-satisfied.

Main text:

1. General Manager Xia came from a business background, regards himself highly, has a strong sense of self-esteem, and has ambitious, highly inspiring dreams. The vice presidents cooperate by flattering General Manager Xia and making him feel very comfortable. This results in abundant goals but meager execution: things are handled impractically, with the constant hope and demand that employees work extraordinarily hard to approach the ideal goals.

2. It is a fact that a group of people were dealt with around the time before and after the Lunar New Year. Every possible effort was made to get employees to resign voluntarily; during daily “meetings,” they were repeatedly persuaded to submit their resignations. Later, even when they had not submitted resignations, the system independently sent out resignation applications, while employees were urged every day to complete handovers.

3. The company does not conduct business in a down-to-earth manner. It represents a large number of foreign major-brand software products and only tries every possible means to obtain free subsidies from those companies. In terms of actual execution, it has not properly planned business promotion programs or staffing arrangements. In short, it is dishonest.

4. There is severe buck-passing between departments. The presumed root cause is that the goals are too ambitious and resource planning is also inadequate, so every department head is afraid of being saddled with the blame.

5. The presumed reasons resources are always inadequate (summarizing the phenomena observed in the points above): Investment brought in from the parent company and shareholders was rapidly consumed by huge losses, resulting in:

a) The constant hope and demand that employees work extraordinarily hard to approach the ideal goals

B) The lack of proper planning for business promotion programs and staffing arrangements in actual execution

C) Severe buck-passing between departments

I am a full-stack engineer in the development department.

I have been with the company for three years. Although I have had many different managers, every manager has been extremely serious about planning my career. I have personally received many opportunities that would have been almost impossible to obtain at my age, and they have all helped me grow very quickly. Recently, because of the various skills I learned at the company—skills that go well beyond what would normally be expected at my age—I received a rare opportunity from a U.S. company. Senior colleagues in my department tried to persuade me to stay, and even managers from other departments who did not know me invited me to talk, which made me feel highly valued. In the end, however, they all sincerely wished me well in my choice. President Hsia also cares a lot about me. This is the best company I have worked for so far. Having a broad perspective is very important, and I gained an incredible amount at Wiwynn—not only technical skills, but also lifelong friends!

It is true that capable people tend to be overworked. I do have more work than others, but I have never really felt overworked, because I am very capable. Overtime is extremely easy to apply for at this company, and I have never worked overtime unwillingly. Arriving late or leaving early does not affect anything either; there is a great deal of freedom, and I have never missed out on any overtime pay.

It sounds great, right? But I did feel a little unbalanced before. I never delay anything, while people with less work seemed to be able to delay things without any consequences and still claim overtime pay. It was somewhat frustrating, and occasionally a little voice in my head would say, “Hey, why don’t you stop maintaining your record of never delaying anything and just claim overtime along with them?” But of course, my desire to take time off kept me from doing that, haha.

The second point is more complicated. My managers have all been incredibly nice, but they may not have grasped the technology quite as quickly, which often caused discussions to go in circles. I frequently had to spend a long time persuading people. Of course, I may also have problems expressing myself, but my managers did not provide much help either. Later on, my managers did not even tell me what I could improve technically; they could only comment on my attendance and say that I had a lot of bugs. This made me feel that there was limited room for growth, or perhaps it simply was not what I wanted. That was how I felt toward the end of last year, but things have improved recently after the organizational adjustment that assigned me to support another team.

Finally, this is just a humble suggestion. Most of Wiwynn’s PMs come from business backgrounds. Sometimes, during client meetings, clients ask questions that are not very respectful of my expertise. I actually want the PM to protect me, but the PM just looks at me and asks me to answer. I often cannot help but go off on the client. I think the fact that I personally end up going off on clients is a shortcoming of the company. I apologize to the PMs who have been affected by me. I heard that having PMs sing karaoke with clients can solve problems, so if anyone needs a singer, feel free to ask me, haha.

Conclusion

If you want to join, set clear goals! This is a great place to build yourself up. Engineers usually let their abilities speak for them. If you have the skills, nobody here cares how old you are, and there is no problem with older-generation employees looking down on you. I have been very comfortable here.

1:1 Wistron Dad benefits

Recent internal culture = Men in Black culture!!!

Before the Lunar New Year... employees were handled in batches.

The layoff process was like Men in Black handling a social incident!!! The HR supervisor was ordered to deal with people, interviewing the employees involved to negotiate.

Some employees wanted to leave by voluntary resignation, and management agreed. After the details had been settled, two days later they suddenly changed their minds!!!

They would not let employees resign on their own after the New Year; instead, they changed it to statutory layoffs under the Labor Standards Act during the week of Lunar New Year's Eve!!!

During the latter part of the process, the company and HR showed the attitude of “I’ve got you by the throat; I’m not here to negotiate with you”!!!

During this period, they also frequently made relentless calls and sent N+ emails reminding us!!! They kept pressing us: Had we applied in the resignation system yet? Which step of the resignation approval process had it reached?

A reminder to anyone thinking of coming here: You understand how society works, and your relatives and friends have powerful connections!!! Only then should you apply.

If the HR supervisor has a conscience and does not want to help evildoers,

look for an HR supervisor at the Slave Bank

https://upload.cc/i1/2023/03/01/MJDq4E.jpg

Apart from sharing Wistron’s resources, I really can’t think of any advantages.

The culture of this company is:

People who do nothing have the authority to evaluate those who do things.

Those who work themselves to the bone are criticized and lectured by people who do nothing.

People with nothing to do keep an eye on those who are working and gossip about what they do,

making it impossible for them to get things done or do them well.

So the boss praises the people with nothing to do because he sees someone failing to get things done.

Then the boss reprimands the people who are working because they really didn’t get things done.

Some people who have nothing to do always have nothing to do.

Some people who work always have more work than they can finish.

Some people with nothing to do cause trouble and stir things up, forcing those who work to do even more.

As a result, good things become bad things, small matters become major matters, and simple matters become complicated matters.

That is the overall assessment of this company.

Share Wistron Group resources

Working here = “the capable are overworked”

People with ability work themselves to the bone, until they are half-dead!

And more value and more workload without more pay

There are tons of tasks, with no overtime pay or compensatory leave

　　Even if you apply, your request will be rejected by senior management

https://upload.cc/i1/2023/01/24/rgm1Lp.jpg

↑↑↑Take a look at this position

Work as an RD, concurrently serve as a PM, and ultimately handle your own QA and FQC

You must possess multiple skills at the same time

And also communicate with internal and external users

Seriously, fuck this fucking shit, blah blah blah blah blah blah blah blah blah blah blah

If you feel hopeless about this world

and want to end your life,

this company is a very suitable place to join

and head toward the end of your life here．．．

I can't think of any advantages

There is a post downstairs saying that the company is being poisoned by interns. The reason these interns are so bad is entirely because their boss enables them.

Their boss claims to have led many software projects and solved countless problems. Even though he has been a manager for N years, he still thinks he knows how to program, and his software development concepts have remained stuck in ancient times.

As long as an engineer's approach to developing a project differs from this Big Boss's philosophy, the Big Boss will constantly suppress them, driving all capable engineers away.

In the end, the only ones left are these part-time workers. Unfortunately, the project is still underway and someone has to carry it out, so this Big Boss can only let these part-time workers do whatever they want.

A PM once reported to this Big Boss that these part-time workers were continually uncooperative on the project, that the project was making no progress, and that the schedule was seriously behind. But the Big Boss blamed the PM, saying, "As long as you treat them a little better and become like brothers with them, they will do their work properly."

This Big Boss really did act like brothers with these part-time workers, often treating them to food, as if an older brother were looking after his younger followers. As a result, a toxic culture formed within the development team: whenever an excellent engineer joined, they were ostracized without exception.

On top of that, this Big Boss constantly suppresses these talented new engineers, so the capable engineers keep leaving.

So on the surface, it looks like the problem is the part-time workers, but in reality, the biggest problem is this Big Boss. I heard that this Big Boss and the general manager were classmates when they were students. Perhaps he thinks he has invincibility stars, so he does whatever he wants at the company.

Comparable to Wistron’s benefits

Business personnel often dump things on the finance and accounting department on the last day of closing.

In addition to frequently having to catch errors, the accounting department has to handle three times its usual workload on closing days.

Reporting the issue to management is useless.

After joining this company’s back-office department,

many people will become “martyrs.”

Recently, they have also been recruiting on Slave Bank.

This position may offer the opportunity to

be buried alongside the 72 Martyrs of Huanghuagang.

https://upload.cc/i1/2022/12/30/rBWnIg.jpg

None

Last year, the boss repeatedly vowed that the company would offer salaries higher than the market rate to attract capable engineers.

In reality, salaries were still determined using Wistron's salary-setting system, with almost no room for negotiation. More importantly, the final salaries were not actually higher than the market rate.

In an effort to save money, the boss came up with the idea of recruiting third- and fourth-year students majoring in information management or computer science from some lesser-known private universities as interns. After these students joined the company, no senior staff were assigned to mentor them; instead, they were allowed to participate directly in the development of official projects.

Because no one supervised them, these students began picking up bad habits. They had no regard for project schedules and did not care whether deliverables were submitted on time. When the things they produced caused problems—or when they did not do the work at all—the PMs were helpless. As a result, the quality of what this company produced was truly terrible.

After these students graduated, the men could become full-time employees directly after completing their military service. However, the toxic culture created by these students continued to spread throughout the company. The excellent engineers brought in from outside were all driven away by them.

The boss always claimed that these people would be dealt with, but they are still at the company to this day, poisoning its projects.

Since January 2021, the company has continually recruited engineers, while engineers have also continually resigned. Those who remain are still the employees who were converted from interns to full-time staff back then.

So humble that they can only share Wistron’s benefits

Starting in November 2021, this company required all new employees, regardless of their position, to pass Microsoft’s AZ-900 certification exam during their probationary period.

Even HR, finance, marketing employees, and assistants all had to pass the AZ-900 certification exam.

If you failed, the consequences were:

1. Your probationary period would be extended by three months; if you failed again, you would be asked to leave.

2. Your probation would be approved first, but if you still failed within one month, you would also be asked to leave.

At first, I thought this exploitative boss had some grand ideal behind requiring everyone to pass AZ-900. It turned out to be nothing more than an attempt to take advantage of Microsoft’s subsidies. The company seemed to be so poor that it was on the verge of starving and had to rely on Microsoft’s meager subsidy to survive.

Life is short, and there are plenty of good jobs in Taipei City. Non-IT employees have no reason to waste their lives preparing for a certification unrelated to their professional expertise just to keep this company alive. After leaving this company in the future, AZ-900 will provide no benefit whatsoever to non-IT employees.

Moreover, even if you pass AZ-900, the exploitative boss will not give you a raise.

Share Wistron’s resources

The turnover rate is very high—even HR is affected.

A male HR employee left, and then a female HR employee joined.

Many people in BU1 and BU2 have been quietly opening 104...

The company has merely broken even or lost money over the past few years; everything in the news is just a facade.

It’s basically the tech-industry version of Lian Chien-yi == paying for news coverage.

Internally, they keep promoting the message:

Vietnam and ASEAN are the next business opportunities.

Standing at the forefront of Vietnam’s growth, even a pig can fly.

)~ Very much Xia Zong’s style.

Recently, they’ve also been aggressively recruiting Vietnamese sales staff on 104. Hehe.

https://upload.cc/i1/2022/11/05/QM7SHu.jpg

None

This company has been operating at a loss ever since it was founded. It incurred a particularly large loss last year, and this year’s expected loss is about the same as last year’s.

A while ago, the company sought an investment from Vietnam’s largest telecommunications provider. To make the financial figures look better, it had no choice but to impose headcount (HC) controls.

That said, so far, I haven’t heard of any company making an equity investment. In addition, given that the company incurred a large loss this year, HC controls will probably continue.

Apart from sharing Wistron Group resources

There are no other advantages

Internal controls = a complete mess

Workflows in each department are chaotic

People are constantly coming and going

The company has no core values of its own

No core products of its own

Takes on many projects

It is like buying and selling empty promises

Finds N contractors to do the work

Other than access to Wistron’s shared resources, there are no other advantages.

Six months ago, the sales team began complaining that it was extremely difficult to secure new projects, and the company’s revenue started experiencing major problems.

Five months ago, after finally recruiting suitable engineers to join the company, the incompetent boss said that headcount control had begun. As a result, the incompetent boss stopped recognizing the manpower requisition forms that had originally been approved by the same boss.

HR had already made verbal offers, but could only awkwardly apologize to the candidates.

Because performance continued to decline and the company had no incoming revenue, the incompetent boss kept saying that everyone should have an entrepreneurial spirit and hoped that people would not be concerned about their current salaries. At the same time, each person was expected to handle more than three people’s workloads, but the company was unwilling to allow employees to report overtime.

The incompetent boss constantly called the senior managers under them on holidays. The senior managers then had no choice but to repeatedly call their own employees.

Some senior managers even told their employees, “Why aren’t you sending and receiving emails or answering phone calls on holidays?”

The incompetent boss had no clear goal for the company’s direction. As a result, new hires were often inexplicably reassigned to different responsibilities, which differed from what had been discussed during the interviews. For example, someone hired as a sales representative might be required to handle marketing operations, while the original performance evaluation targets for the sales position remained unchanged.

The boss also kept saying that the company was a startup—even though it had already been operating for seven years and had more than one hundred employees—and repeatedly emphasized that constantly adjusting employees’ responsibilities was normal for a startup.

Four months ago, the company’s performance still showed no improvement. The incompetent boss ordered that all new hires who completed their three-month probationary periods would fail probation. They either had to accept an extension of the probationary period or resign voluntarily.

Three months ago, there were increasingly more vacant seats in the office. At first, people thought the employees were working from home due to home isolation or had applied to work remotely. Only later did they learn that these people had already resigned.

Two months ago, the incompetent boss came to the office and directly monitored junior employees’ work progress, even beginning to yell at them. The entire office could hear it clearly.

To this day, headcount remains frozen. The work of employees who have resigned continues to be taken on by those who remain.

This is the current situation at Wiwynn.

Most employees do their work while thinking about avoiding responsibility,

and they use email and cc a whole bunch of people for everything.

You come to work here, and spending the whole day receiving, sending, and replying to emails is enough.

Some people even have to answer the phone when they are infected,

feel extremely unwell,

and are forced to get up and work.

The turnover rate is quite high.

There is no dedicated HR team; Wistron’s HR handles it concurrently.

It was not until 2021 that there was one HR staff member.

Before and during 2021, the employee turnover rate was close to 40%!

In 2022, the employee turnover rate was close to 20%!

Company culture... The boundaries between working hours, leaving work, and days off are blurred.

The general manager calls mid- and senior-level managers late at night,

and the mid- and senior-level managers do the same,

creating a culture in which employees are expected to answer the phone at any time.

Employees have no right to disconnect—it is comparable to a convenience store.

Shares Wistron Group resources

The company itself has no proprietary products; all are代理.