As for the 10 percent shares, they are actually split proportionally among several shareholders. Wu Hao owns 80 percent of the company's shares, so he has the largest proportion, and he will take out 8 percent of the shares to establish a share option fund.

Zhang Jun, on the other hand, owns 10 percent of the shares, and he takes out one percent of them, and Zou Xiaodong and Yang Fan, who each own own 5 percent of the shares, and 0.5 percent of them each take out of them.

It is the fairest way to take out 10 percent of each individual's shares, and several people can accept it. Although a little more or less doesn't make much difference to them, after all, every point now represents a huge benefit. If the distribution is not fair, it may be a curse and a hidden danger for the future.

This time, Wu Hao took out the most shares, although it seems to be a loss, but who made him have the most shares. Even after deducting this 8 percent, he still has 72 percent of the shares, accounting for the absolute shares of the company, which is enough to have absolute control over the company.

Sure enough, after Wu Hao announced the news, the whole company was boiling, and the employees were discussing the matter of the share option incentive fund, whether they had a share, and so on.

Many people are also thinking about how much they can get.

However, according to the requirements, only employees who are more than three years old are eligible. Employees who have been employed within three years must wait until the end of the three-year period, regardless of the level of the position. Including Tong Juan, who has newly joined them and served as the company's vice president.

As for the old employees who are more than three years old, there are different distribution methods according to the level. For example, the most basic employees have incentive dividends, and the higher level is the option dividends linked to the position. The share award is only for middle and high-level cadres, as well as those technical talents who have made special contributions and outstanding employees of the company.

This 10% will not be distributed all at once, but will be established into a long-term share option incentive fund.

Although it is only 10%, the profit from the annual dividend is also very amazing.

This is indeed a shot in the arm, which gradually calms down the hearts of those who are somewhat fluctuating within the company. And the motivation of the employees has also increased a lot, which can be seen with the naked eye.

This news was immediately known to the outside world and caused heated discussions, and everyone was speculating and discussing how much the 10% stake was worth. Some say 10 billion, some say 50 billion, and some say more than that. There is no way to know how much, but without exception it has attracted another wave of hatred.

Even Lin Jianliang, the director of the human resources department, is responding to him, and the positions they are recruiting have become popular again. For an ordinary position, there are hundreds or even thousands of applicants.

However, in terms of employee and talent recruitment, under Wu Hao's instructions, the human resources department is getting tighter and tighter.

To put it simply, the conditions are getting higher and higher, the competition for positions is fierce, and basically the best of the best are selected. If it used to be just a recruitment for an ordinary large company, now it's like taking the civil service exam or the graduate school entrance examination.

Of course, under Wu Hao's instructions, recruitment does not depend on academic qualifications, or it is not important that academic qualifications are just a reference, and it is not important in the entire recruitment conditions.

If the same two people, one with a high degree and one with a low education, and the comprehensive ability of the two people is comparable, they will definitely hire those with high education. However, if the comprehensive ability of those with low education is better, then they will be biased towards hiring those with low education.

In a word, it is no longer about academic qualifications. This also provides a convenient channel for those outstanding talents, as long as they have the ability, what if they do not have academic qualifications.

In the company's R&D department, it is not uncommon for undergraduates to receive higher salaries than master's and doctoral students, and there are many of them.

Secondly, the relevant talent recruitment is no longer only to examine the theoretical knowledge of these people, but to pay more attention to the practical hands-on ability. Some so-called high-quality talents, who have a set of theoretical knowledge, do not know anything when they really operate it. Wu Hao doesn't want such a person, such a person will only move his mouth when he comes.

Another big change is that, like most large companies, they are more inclined to recruit new graduates. Even if they don't have any work experience, it's the lack of experience that makes them like a blank sheet of paper, easier to shape.

Moreover, the fresh graduates recruited directly in this way have a higher degree of recognition and loyalty to the company.

Compared with some old technicians, they are more energetic, more active in thinking, and more creative.

Of course, they don't close the window for older technicians, or older people. As long as you have the ability, what if you are older, there are many technical talents over the age of 40 in the company, and many of these people hold core positions.

These people have very rich professional experience, and many of them have even been laid off by some large companies. These people have also done a good job in joining, and because of their rich experience, they have brought out a large number of outstanding young talents for them.

It is said that the company is now in a stage of rapid development and rapid expansion, and the scale of employee recruitment should be expanded. But why Wu Hao wants to limit the current and get stuck tightly, it is mainly related to their future working environment.

The main ones here are other positions, such as the company's various production plants. Now all intelligent and unmanned production is realized, and there is no need for ordinary production workers, or only a small number of production workers.

Secondly, there are some ordinary positions in the company, because of the use of artificial intelligence office systems, these positions have gradually disappeared.

Finally, there are some administrative positions, and the reason why large companies are inefficient in operation and office is because their departments and positions are relatively bloated and complex, so they cannot improve their efficiency.

This is like the reason why a bloated fat man can never outrun a lean normal person, and what Wu Hao has to do now is to 'fitness' for him. Lose excess fat and build strong muscles.

Although the card is relatively tight, this does not mean that the company's personnel positions are relatively fixed, on the contrary, there is strong mobility. Although the company's system is relatively liberal and even a little loose, this does not mean that the company's requirements for employees will be lowered, but rather increased a lot.

If the employee does not meet the requirements, they will be suspended from work to receive training, and if they still do not meet the requirements after training, they will be dismissed.

Wu Hao was ruthless in this regard, and even laid off a group of old employees who had been with them very early for this reason, and were privately complained about being unkind.