In 2024, finding reliable job opportunities and suitable candidates remains the two major challenges in the market. Many employer companies with the traits of the new era's dividends remain under-explored in the market. For job seekers, understanding these companies' industry potential, business logic, and personnel environment is not only guiding in choosing the right company but also enhances the efficiency and depth of interviews.

While anonymous corporate gossip can help job seekers avoid certain risks, it does not mean that anonymous online comments can fully represent a company’s value. We should not miss out on promising and growth-oriented career opportunities because of unfounded comments.

During peak recruitment periods, a group of “dividend companies” in their growth phase become our focus. We use a professional scoring model for screening and conduct in-depth visits to these companies, combining the perspectives of investors and headhunters, to present these companies' recruitment information to job-seekers in an "all-in-one" manner.

The Evolution behind Globalization Organizations:

Company CEO Cao Xiaohuan: As one of the company’s co-founders, Cao Xiaohuan graduated from Zhejiang University and is now responsible for driving Mobvista's overall strategy and business development. He has repeatedly iterated the strategy from the perspective of industry ecology and business structure, including improving advertising delivery efficiency and building the "second curve of the programmatic advertising platform" Growth Hub on the basis of its "overseas alliance advertising service provider," aiming to provide developers globally full-spectrum application growth cycle tools and services for different stages.

Insights of the Founding Team: The international expansion of Chinese enterprises is seen as a future market trend, and Mobvista is assisting Chinese developers in going global through alliance advertising. Programmatic advertising has been the company's main growth driver since its listing. According to the latest financial report, Mobvista achieved a revenue of 1.054 billion US dollars in 2023, a 17.9% year-over-year increase; gross profit reached 217 million US dollars, a 22.7% year-over-year increase; adjusted EBITDA (Earnings Before Interest, Taxes, Depreciation, and Amortization) reached 105 million US dollars, a 191.3% year-over-year increase.

Maxim Integrated has nearly 800 employees worldwide, with its R&D team accounting for 60% of the total workforce. The company possesses a group of core employees aged 30-40 with rich business experience, which accounts for close to 45%. According to information from the HR department, Maxim Integrated maintains a cautious attitude in managing the number of employees, preventing blind expansion, and has recently upgraded its R&D team significantly to attract key technical talents such as data scientists, algorithm engineers, and cloud architects.

The company views campus recruitment as an important means of cultivating reserve forces and has established cooperative relationships with several universities, including Zhejiang University, South China University of Technology, and Guangdong University of Foreign Studies, aiming to provide professional students with internship opportunities and employment preferences.

By analyzing the shareholder letter in Maxim Integrated's 2023 annual report, one can glimpse the evolution of the organization's mission over the past decade:

• 2013: Committed to providing global users with undifferentiated content and services.
• 2018: The company's mission was established as "Be the Bridge".
• 2023: The organization's mission was updated to "Growth Hub", focusing on helping small and medium-sized developers with limited resources to grow.

Maxim Integrated started as an advertising alliance platform and subsequently developed the AI programmatic advertising platform Mintegral, which has become a new area driving the company's growth. Mintegral increases advertising efficiency and user experience through automation and scaling, and according to the 2023 financial report, the platform's revenue increased by 18.8% from the previous year.

In 2016, Maxim Integrated expanded its services in global digital marketing and video game advertising by acquiring NativeX and GameAnalytics. In 2018, the company successfully listed on the Hong Kong Stock Exchange.

Liu Zheng, the HR head of Maxim Integrated, shared his perspectives on working at the company. "The experience here is completely different from my past work at other large companies," said Liu Zheng in the Beijing office. During the company's critical transformation in 2021, his primary challenge was to establish an organizational management system that matched the company's business transformation.

The continuous expansion of the company size inevitably requires adjustments and innovations in the organizational structure. In this process, the HR department plays an extremely important role. They need acute insight to determine the most practical entry points for organizational development. Following this logic, a new HR head named Liu Zheng pointed out, "The HR department should focus on enhancing its ability to provide solutions and services for the business," replacing its past role to offer direct support for business development.

In the context of rapid business expansion, the need for talent in key positions becomes particularly urgent. Fulfillment of the recruitment needs, such as prioritizing key positions that are directly related to the completion of departmental performance targets (OKRs), is the HR team's top priority. After a year's efforts, this goal was achieved, further enhancing the company's ability to implement strategic plans and deepening the mutual trust between business departments and the HR team.

The company's organizational structure is very flat. As a result, newcomers need to gradually adapt to this de-hierarchical work environment. Liu Zheng emphasizes that employees should also directly call the names of executives, rather than using rank-conscious titles, which reflects the company's basic principles—equality and mutual respect. Moreover, employee titles are not displayed in the company's office system, to avoid actions based on the level of positions amongst staff.

Liu Zheng explains, "Simplicity and trustworthiness" are deep-seated values of the company. This means the company encourages employees to be concise and focus on the substance of the issues during discussions, to objectively evaluate colleagues based on facts rather than position, and stresses the importance of sharing information and resources, as well as fostering a sense of cross-departmental collaboration.

In terms of reforming the hierarchy system, the company has reduced organizational levels through a series of measures. Under the current system, the company's management team is divided into two levels. The first level reports directly to the CEO, the second level reports to the heads of the first-level departments, and other employees belong to the professional sequence.

Zavier, an algorithm engineer at the Data Intelligence Business Center who transferred from a well-known large internet company, deeply feels the flat structure provides employees with more opportunities to speak up and stand out. At MobiTech, employees are not only able to discuss business insights directly with decision-makers, but they must also consider the rationality of product design, user experience from a business perspective, and closely monitor market dynamics. In his view, growing from a technical executor to a role involved in product development, is a significant advancement in his career.

As a company actively exploring overseas markets, MobiTech not only offers an international vision, but also provides employees with extensive growth opportunities in markets around the world, another major advantage in attracting talent.

Ken, who is responsible for business operations in the Programmatic Advertising Business Center, has experienced the transition from business in the China region to the Asia-Pacific region. With a smile, he mentions, "Adapting to the different working time zones of various countries is an indispensable part of international business." Moreover, the way overseas business operates also has standards unique from China, which requires professionals to adapt to various business cultures and communication styles.

Notably, MobiTech provides job seekers with a series of eye-catching workplace benefits. Including the person in charge of the Human Resources Shared Service Center, Liu Zheng, algorithm engineer Zavier from the Data Intelligence Business Center, and Octavia, market PR from the Brand Communication Center, etc.

Workplace Benefits Discussion: In the field of overseas business, confusion and exploration are inevitable parts, asking how they overcome this challenge.

Ken shared his practical experience: "In my previous marketing role, I was responsible for user growth and budget deployment. My current responsibility at MobiTech is to help clients promote app growth and profitability. To do this well, we must accurately grasp the needs of clients and use data analysis to devise a strategy that can enhance client revenue. Especially while handling business in the Pakistan region, I also felt perplexed in the process of finding growth points. Ultimately, by actively seeking more resource support and promoting the improvement of internal communication mechanisms with clients, my team and I achieved notable business growth in the third and fourth quarters."

Exploration of Workplace Motivation Mechanisms: Can outstanding employees receive positive feedback in terms of promotion and incentives?

"Indeed, my good performance in delivery has been recognized, and I was promoted because of it," Ken said. Zavier also added, "After working at the company for half a year, I was promoted. The positive feedback for outstanding talents here is more frequent than at large corporations where promotion opportunities are limited." Liu emphasized the immediacy of the reward system: "We prefer to provide incentives in a timely manner, rather than waiting until the end of the year to review and calculate."

At Gather Technology, bonuses are distributed quarterly. Such a mechanism not only allows employees to receive rewards promptly but also avoids the pressure of intense competition in the workplace at year's end. Additionally, Gather Technology's employee bonuses are tied to performance levels, including S, A, B, C grades. During each quarterly assessment, A-level employees can receive bonuses equivalent to two months' salary, and S-level employees' quarterly rewards can even reach three to four months' salary.

Liu further explained, "Our original intention behind this design is to ensure that those employees who really create value receive a quarterly income return with the bonus portion exceeding their salary, which is a well-deserved extraordinary motivational reward for them." In addition, based on the annual performance coefficient, the company will issue additional year-end bonuses, allowing ordinary employees' total annual income to be around 15.5 to 16.5 times their monthly salary. Employees with excellent performance can receive substantial overall bonus packages of up to 8 to 9 months' salary.

In terms of performance division, Liu pointed out that for A-level and S-level employees, the company does not force a proportional ranking but instead adjusts in real-time based on the overall performance of the department, maintaining the overall proportion between 10% to 20%.

To stimulate employees' innovative spirit and potential, we are always committed to creating a culturally inclusive corporate environment. Especially for professionals with extensive experience in international markets, Gather Technology is favored for its unique corporate culture and deep cultivation of the To-B industry. We firmly believe that the To-B field has unlimited potential and will welcome the rise of large integrated enterprises in the future.

As for internal entrepreneurial opportunities, the company encourages employees to showcase their creativity and propose innovative ideas through the annual "Hackathon" event. For those innovative ideas with potential, we will provide funding and team support to help them commercialize. We believe that there is no conflict between efficient execution and diverse innovation; this requires cultural guidance, consensus among team members, and the establishment of execution mechanisms. We uphold a tolerance for mistakes and encourage employees to dare to practice and innovate courageously.

In terms of overseas recruitment, we tend to hire local professionals, thus setting high standards for candidates' English proficiency. We have a deep understanding of each country's legal systems, compensation, and employment strategies, ensuring we can meet cross-cultural challenges while adopting effective strategies to attract talent in the competitive international marketplace.

When discussing the impact of AI technology and large models, our company has a requirement — we hope that technical staff can utilize large models to a certain extent to assist with coding, with the aim of improving work efficiency. Technological innovations, such as advertising algorithms, although inspired by large language models, still rely on the technical accumulation of the past several years. We see that, with the assistance of AI, the creation of advertising materials could be more creative, and this is especially evident in multimodal application domains. However, for small and medium-sized enterprises to let large language models completely transform advertising technology, it will still take time. Most small and medium-sized enterprises are currently more focused on integrating new technologies into existing advertising algorithm systems. Mobvista takes a pragmatic approach, concentrating on quickly implementing proven mature technologies, and continually pursuing the forefront of technological development, challenging the limits of advertising algorithms.

In the workplace, it is undeniable that the marketing department of a company is also constantly emphasizing the importance of data-driven strategies. In this regard, Octavia states: "Of course, whether it's the volume of communication or the lead conversion brought by marketing activities, everything will be evaluated through specific indicators."

For job seekers, it is crucial to win the favor of the recruiter during an interview. Liu Zheng shared the qualities they look for when seeking new members: "We tend to look for those who can delve into the front lines, take responsibility, have strong learning abilities, and can truly integrate into the team."

Ken, drawing from personal experience, summarized three key points: First, strong communication skills, which are very important for the position I am about to take. This position requires daily communication with customers to understand their needs and pain points, and to coordinate internal resources to solve problems; second, strong learning abilities, which convince the interviewer that one can quickly adapt to new industry requirements. Third, persuasiveness, being able to win the trust of customers and achieve performance goals through data and attractive presentation forms.