"Corruption is rampant in East China; I've lost faith in it. I'm planning to go to China and see for myself!"

"..."

After giving everyone a minute to think, Rex Eden then loudly asked, "Anyone willing to work in Shanghai, China, please raise your hand?"

As soon as he finished speaking, within a short time, four-fifths of the people raised their hands, which was nearly four hundred people.

Rex Aiden nodded with satisfaction upon seeing this.

"Mr. Rex Eden, what are your plans for those of us who don't want to go to China?" someone asked, raising their hand with a hint of worry on their face. They were reluctant to leave their homeland, but finding work in East Germany was difficult, and they feared being laid off for not going to work in China.

Rex Eden smiled at the man and replied, "Don't worry, our group has arrangements for those who really don't want to work in China... They can stay in Germany. Wujiang Group is also establishing a large research center here. However, your benefits may not be as high as those of employees who go on business trips to China."

In fact, Wujiang Group has always focused its scientific research efforts on Shanghai.

As for this research center in Germany, its main purpose is to attract East German talent and prevent them from immigrating to the United States.

It is well known that Germany has always been very strong in precision machining.

Therefore, Zhao Ye planned to take advantage of the current unstable situation and economic recession in East Germany to poach talent on a large scale.

Tiangong Technology Company is desperately seeking talent in precision machining.

As the meeting was drawing to a close, Rex Eden had someone register a list of people who wanted to work in Shanghai, China.

...

...

The acquisition of East Zeiss by Wujiang Group caused a sensation in the East German scientific research field.

Many people are more concerned about the treatment of East Zeiss employees after Wujiang Group acquired East Zeiss.

"After Wujiang Group acquired East Zeiss, it invested 300 million East German rubles to purchase new research and production equipment for East Zeiss, and increased the wages of employees by 10% to 100%. It is said that the salaries of researchers who went to work in China were directly doubled!" East Germany's manufacturing technology level was actually quite high, and it wasn't just East Zeiss... For example, the East German People's Association Machine Works was very impressive. At this moment, Peter Eugene, a technical expert at the factory, couldn't help but sigh as he read the newspaper.

Peter Eugene's colleagues all looked on with envy.

"I'm so envious! Seeing this, I want to go too. The benefits are so much better than here. Our machine factory hasn't paid wages for months!"

"Yes, I wonder if Wujiang Group is still hiring?" someone asked.

At this moment, Peter Eugene spoke up: "Wujiang Group has been recruiting in East Germany. Not long ago, someone from Wujiang Group contacted me and asked me to switch jobs to them."

Upon hearing this, everyone was taken aback. Immediately, someone suggested, "Peter Eugene, why don't you take us with you and jump ship to Wujiang Group? The People's Union Machinery Factory hasn't paid us for months. If this continues, we'll starve!"

Peter Eugene thought for a moment, then nodded solemnly: "Okay, let's jump ship to Wujiang Group together!"

In fact, the choices made by Peter Eugene and others were just a microcosm of East Germany; similar things were happening in major East German companies at that time.

The wages of these East German research and technical personnel were actually terribly low. Even so, the factory often delayed paying their wages, so it's no wonder that these people wanted to leave East Germany.

Compared to Chinese researchers today, East German researchers' salaries weren't much better.

Zhao Ye is very willing to offer them high salaries to come to China to develop their careers.

Wujiang Group's products are mainly targeted at the European and American markets, its research and development personnel come from all over the world, and its salary levels are also aimed at matching those of Europe and America.

As the saying goes, "It is not scarcity that is a concern, but inequality." Many domestic researchers work in the same research institute as their counterparts in Europe and America. If the salary difference is too great, it can easily cause domestic researchers to feel unbalanced.

Of course, the more capable a person is, the higher their salary will be.

Zhao Ye's Wujiang Group adopted the same job title system, salary structure, and benefits as Huawei in his previous life...

For example, employees in Wujiang Group are divided into levels 13-22, with level 23 and above being high-level bosses.

From level 13 to 18, each level is divided into three sub-levels: A, B, and C. Most employees are at level 18 or below, and salary increases slow down for those at level 15 and above.

An average employee who has worked at Wujiang Group for ten years is around level 16-17, with an annual salary of approximately 50,000 to 100,000 yuan.

Newly hired undergraduate graduates typically start at 13C, and usually advance two levels per year. Of course, employees with exceptional performance can be promoted one level or even jump two or three levels in a single year.

Employee promotions are subject to assessments, which are divided into quarterly and annual assessments, and the details will not be described in detail here.

Broadly speaking, Wujiang has established a performance evaluation mechanism oriented towards responsibility and results, and a compensation system based on contribution.

Therefore, it is not difficult to see that at Wujiang, employees can change their destiny through two paths: hard work and contribution.

However, Zhao Ye currently has no plans to use Huawei's virtual equity system.

Currently, equity incentives are not yet popular globally.

Which business owner would want to easily distribute shares to employees?

Even Zhao Ye from his previous life was reluctant, so at this stage, the main reward is a bonus.

Once stock incentives become a trend in Silicon Valley, Zhao Ye will probably consider launching an equity incentive plan, specifically the virtual equity incentive model like Huawei's.

My dear reader, there's more to this chapter! Please click the next page to continue reading—even more exciting content awaits!