momo selects outstanding and qualified talent based on professional competence, strictly complies with relevant labor laws and regulations to safeguard employees' legal rights and interests, and ensures non-discriminatory employment policies. Furthermore, momo continuously fosters a diverse and inclusive work environment, recruiting diverse talent to grow together with the company.
Employee Composition
momo primarily hires local employees, with 100% of internal managers being local residents. As of the end of 2025, momo's total employee headcount was 3,603 (3,552 full-time employees, 29 contract employees (Note 1), and 22 internal managers). Female employees constituted the majority, accounting for 55.95%; the average employee age was 37.35 years; the average tenure was 5.6 years; and the educational background distribution was predominantly university degrees, reaching 60.06%. To deliver higher shipping and customer service efficiency, momo engaged a monthly average of approximately 2,479 person-times of workers who are not employees (Note 2) to assist in executing company operations. Among them, 97% supported logistics sorting operations, and 3% were specialized personnel supporting telephone customer service and livestreaming-related tasks. (Note 1) Contract employees refer to fixed-term contract employees (such as interns and contract student workers). The difference in benefits compared to full-time personnel is that they are not eligible for year-end bonuses or holiday bonuses, while all other benefits are aligned with full-time staff. (Note 2) Workers who are not employees include dispatched personnel (who are employees of employment agencies) and contractors.
Talent Recruitment and Termination Counseling
momo leverages diverse recruitment channels to actively recruit talent in e-commerce, high-tech digital fields, and smart warehousing and logistics. Furthermore, momo continuously creates opportunities for young people to showcase their capabilities, working alongside all employees to achieve business prosperity and advance toward its vision of becoming Asia's premier virtual shopping platform.
Diversified Employment
momo's hiring policies continuously integrate diversity values, providing more employment opportunities for persons with disabilities, Indigenous peoples, and middle-aged and senior workers, thereby fostering an inclusive work environment. The results of inclusive hiring in 2025 are as follows:
- Totaled 24 employees with disabilities, with the most senior having worked at momo for 20 years
- Totaled 24 Indigenous employees, with the most senior having worked at momo for 21 years.
- Newly hired 37 middle-aged and senior employees aged 50 and above, with a retention rate exceeding 45%.
Departure Management and Transition Counseling
For each employee who resigns voluntarily, momo conducts exit interviews to understand the reasons and offers internal transfer interviews for those who wish to remain with momo, thereby enhancing employment opportunities. For underperforming employees, Performance Improvement Plans (PIPs) are implemented; if standards are not met within the agreed period, severance interviews are held, following statutory notice periods and providing severance pay, while also reminding employees of their eligibility to claim government unemployment benefits.
The Company continuously monitors employee turnover. In 2025, the turnover rate increased by 1.89% compared to 2024.
Personnel turnover was primarily concentrated in front-line operational and sales-related roles. Due to the nature of these duties and industry characteristics, these roles inherently experience relatively higher turnover rates, representing a common structural phenomenon within the industry.
The Company has consistently enhanced job-person fit through transparent job descriptions and onboarding training. While balancing operational flexibility, the Company continuously tracks workforce mobility to strengthen talent retention and sustainable development.
