In the next few days, Wu Hao held a number of special seminars with the expert group, and had a very heated discussion on the application of intelligent voice technology in the military.

The focus of the discussion is also on the direction of military application of this technology, as well as the related role and positioning.

One of the most is also the most recognized, that is, this intelligent voice system can indeed provide more real-time information data to combat units. This kind of simulated real-life broadcast can greatly reduce the fatigue of combatants with complex data and information, and make them more concentrated.

As an expedition team led by the Air Force Equipment Research Institute, everyone's focus is still on aircraft.

Through a series of discussions and demonstrations, everyone still gave great affirmation to this intelligent voice assistant to improve the combat effectiveness of pilots.

But even if the expert group is very optimistic about this technology, Li Weiguo can't immediately sign a contract with Wu Hao and them. Because there are still a series of procedures to go, and the task of the expert group this time is mainly to inspect the demonstration report, and the real decision-making power does not lie with them.

However, judging from the successful cases of previous cooperation, this cooperation should be nine out of ten. So Li Weiguo also asked him to make relevant preparations when he left, and waited patiently for news.

After all, when a major scientific research project is launched, it is not just a simple mouth, and all aspects of preparation are needed in the early stage. For example, venues, personnel, funds, etc., not to mention that this is still a military project, and there is more related preparations.

Wu Hao naturally knew this, and he also had to make relevant preparations on his side. You must know that once this project starts, he will have to draw the backbone from the current R&D team, which will inevitably affect the progress of the current project.

Therefore, he has to take advantage of this time to make adjustments, on the one hand, recruit and train new technical researchers. On the other hand, it is to speed up the process of existing projects and ensure that when new projects begin, these key personnel can get out of the way to work on new projects.

Of course, the most important thing is Wu Hao himself, if he can't spare time to host the project, then the project can't be carried out.

These technicians have only been with him for a short time, and their current technical level is still very limited. Therefore, many times it is personally directed and controlled by Wu Hao, and even many key places need to be completed by Wu Hao himself.

Since their intelligent voice assistant, or directly pushed to the follow-up research and development of the previous cluster control technology, many companies have hit the idea of these technicians.

Of course, it has also succeeded, for example, the cluster array technology R&D team was poached by two very good technicians.

It's just that these people's wishful thinking has come to naught, although the two people who poached have been exposed to relevant technical content, but they do not belong to the core technology. The core technology has always been in the hands of Wu Hao, and what these two people have mastered is only scratching the surface.

After realizing the risks in this regard, Wu Hao still felt something, and Zhang Jun began to take measures. The first is the relevant non-disclosure agreement, which must be signed by all employees who come into contact with the company's projects and related technical information.

The second is some important technical personnel who have access to core technical information, and these people have signed relevant non-compete agreements.

It's just that in Wu Hao's opinion, these are useless. Both non-disclosure agreements and non-compete agreements are very limited, and compared to the technology itself, its liquidated damages are too small.

So in the end, it's about cultivating employee loyalty, which means that employees can be satisfied with the status quo and make up their minds to follow you.

This requires the leader to have a strong personal charm, but for a hairy boy like Wu Hao, who has just graduated, there is no personal charm.

All he can do is maintain his relationship with these people, and then conquer them technically and personally, so that they feel that they can learn from him, increase their knowledge, and reap success.

Wu Hao promised these people that in the future, the company will make important contributions to the company's employees to carry out options and equity awards, which undoubtedly gives everyone a good hope.

Compared with these, technical talents pay more attention to the realization of self-worth, that is, to reflect a sense of achievement.

Although Wu Hao didn't say much in this regard, the employees also saw hope from the previous two technologies and his words.

First of all, these two technologies can be said to have reached the point of world leadership. Such a small company can come up with such two technologies, and its development prospects are definitely very broad.

Moreover, Wu Hao's rich and profound knowledge and super scientific research ability have really allowed him to gain a group of followers who are quite good so far.

These people believe that they will be able to create more and more amazing results with him, and they are full of yearning for the bright future he is depicting.

Of course, these are spiritual aspects, and there is also a material level. In order to recruit and recruit these technicians, the company can be said to give a very rich salary.

Wu Hao: The salary of the technical personnel they give is in the forefront even in the same position in a megacity such as Beijing, Shanghai, Guangzhou and Shenzhen.

What's more, in an inland city like Anxi, both housing prices and consumption are far lower than those of coastal megacities.

This means that with the same salary, you will enjoy a completely different treatment and standard of living in Anthy, which is absolutely attractive for these technicians.

There is also a difference between technical personnel, so there is also a corresponding grading of wages in this regard. The level of technical level, as well as the content of the job, can determine the salary level of employees, which is also an incentive for technical talents to learn and progress.

Then there are all kinds of benefits, this Wu Hao They also refer to the company culture of some large enterprises, and give these employees a fairly relaxed office environment, as well as a variety of generous benefits. In order to be able to give these people a good working atmosphere and win people's hearts.

In addition to these, there is the ultimate promise, which is the future of options and share incentive plans. It's just that this is a carrot hanging in front of everyone's mouths, and Wu Hao has the final say when he can eat it.

Of course, even such lucrative conditions can't leave all the people behind, and some people can't stop you if they want to leave.

Therefore, when Wu Hao set up the relevant technical project team, the technical researchers selected were all employees who were stable and loyal, performed well, and he could trust. And those employees who performed poorly and were in the twilight were all placed in non-important positions by him.

And now the company will set up a special confidentiality department, which will greatly reduce the occurrence of internal leaks in the future.

As a company with core technology, especially a company that is stared at by many people, we must do a good job of confidentiality prevention in this regard, otherwise no matter how hard you try, it will be empty.