momo continuously responds to Commonwealth Magazine's "TALENT, in Taiwan" initiative, building a diverse and inclusive workplace, and strengthening talent competitiveness through the creation of a comprehensive education and training system, creating a brilliant career journey together with all employees.
Talent Development
To deepen the corporate culture of sustainable talent cultivation, momo initiated the digital transformation of internal training in 2023, introducing the "Training and Learning System Platform (HRD)" to establish a more comprehensive employee training plan and learning environment, achieving the synergistic effect of blended learning. Currently, 100% of all employees have participated in online learning. In 2025, the total employee training hours for management personnel at the section chief level and above amounted to 12,386 hours, with an average training hours of 32.68 hours per person.
Talent Career Pathways and Performance
momo's training framework is categorized into six major areas: new employee training, professional functional training, legal compliance advocacy, corporate culture, team consensus and self-growth, and management training. It is systematically planned annually according to the training blueprint, progressively executing training for various job categories. This ensures training quality and learning implementation by understanding needs and planning prior to classes, tracking implementation after classes, and continuously improving and refining courses based on subsequent feedback.
Key Compensation and Performance
momo provides entry-level employees with a starting salary higher than the statutory minimum wage, and offers fair and reasonable remuneration based on conditions such as education, work experience, performance, and specialized skills, thereby establishing a workplace environment where people are matched to the right roles.
• Remuneration System and Key Data
Based on employee job roles, while balancing market salary levels, company operational performance, and individual performance achievements, momo establishes its remuneration structure and system. The remuneration structure primarily consists of monthly salary, other bonuses, year-end bonuses, and employee remuneration (compensation). momo has formulated the "Employee Promotion and Salary Adjustment Management Regulations," regularly evaluating external salary levels and comprehensively assessing company and employee performance achievements each year to conduct salary adjustment operations. This provides employees with competitive and motivating remuneration, ensuring the effective retention of internal talent and enhancing the pull factor for external talent. Regarding the remuneration of internal managers, proposals are submitted annually to the "Remuneration Committee" for discussion to review the reasonableness of the correlation between individual performance, company operational performance, and future risks, serving as the basis for salary adjustments and year-end bonus distributions. The Remuneration Committee provides recommendations, which are then submitted to the Board of Directors for approval prior to adjustment and distribution.
To enhance internal salary competitiveness, attract and retain outstanding talent, stabilize employee quality of life, and maintain the salary standards of grass-roots personnel, the starting salary for newly hired telemarketing sales personnel in 2025 complies with the statutory minimum wage, while the starting salary for all other regular full-time grass-roots personnel—regardless of gender—exceeds the statutory minimum wage by 1.12 times. The salary levels of regular full-time grass-roots personnel do not vary by gender. In addition, in accordance with regulations revised by the Taiwan Stock Exchange, momo discloses the average salary of full-time employees who are not members of management, demonstrating through concrete action momo's emphasis on its employees.
In 2025, there were 2,765 full-time employees who were not members of management, with an average annual salary of NT$885,000 and a median annual salary of NT$754,000. Compared to 2024, the number of full-time employees increased by 0.3%, the average annual salary increased by 0.6%, and the median annual salary increased by 0.1%. Furthermore, in 2025, the ratio of the annual total remuneration of the highest-paid individual in the organization to the median annual total remuneration of all other employees (excluding the highest-paid individual) was 14.8:1. The ratio of the percentage increase in the annual total remuneration of the highest-paid individual in the organization to the median percentage increase in the average annual total remuneration of all other employees (excluding the highest-paid individual) was 69.27:1. (Both calculations exclude contract workers and employees with less than six months of service. Due to continuous business growth and talent expansion, the number of newly hired employees increased this year, with employees having served between 6 months and under 12 months accounting for a higher proportion. Excluding the factor of employees who did not work for the full year, the overall rate of remuneration change remains comparable to historical levels, indicating that the overall remuneration policy and structure maintain stability and consistency.) For other non-employee workers at momo, such as dispatched workers, the minimum salary threshold is set higher than the minimum wage when establishing employment conditions.
• Performance Evaluation System
Implementing a remuneration policy based on performance, we regularly conduct company-wide performance evaluations, which are carried out in three stages: goal setting at the beginning of the year, mid-term review, and year-end review. Through performance interviews between supervisors and employees, guidance and assistance are provided in a timely manner to help employees refine their work skills and achieve effective two-way communication. The Company has also established a Code of Ethical Conduct, which clearly regulates corporate ethics items and responsibilities and obligations that employees should follow. Employee workplace behaviors are also included in the performance appraisal standards, with clear rewards and penalties given based on their behavioral performance. In 2025, excluding probationary employees, 100% of regular full-time employees—regardless of gender or job category—received and completed their annual evaluations.
Employee Welfare Scheme
Upholding the philosophy that "every aspect of daily life is momo's business," momo implements diverse employee care. In addition to providing multiple work benefits superior to statutory requirements, momo has established an Employee Welfare Committee. This committee deducts 0.5% from employee salaries and allocates 0.1% from operating revenues monthly as welfare funds. The committee centrally coordinates and manages employee welfare-related matters, responsible for planning and executing various annual welfare programs and measures. Its goals are to secure the best welfare for employees, promote employee physical and mental health, and achieve work-life balance.
• Standard Benefits
momo provides regular full-time employees with various standard welfare items, encompassing the following seven major categories:
• Parental Leave Without Pay System
momo cooperates with the government in promoting the parental leave without pay system, enabling employees to flexibly utilize it for childcare and caring for children, while guaranteeing that employees returning from leave are reinstated to their original positions. If an employee requests a transfer due to family care needs, the Company actively assists the employee in transferring to a suitable vacancy after reinstatement, helping them balance family and work.
• Employee Stock Ownership Trust (ESOT) System
In addition to the aforementioned benefits, to implement employee care, achieve sustainable operations of the employer-employee relationship, enhance employee cohesion within the Company, and strengthen the retention of outstanding employees, momo launched the Employee Stock Ownership Trust (ESOT) in January 2020. Under this system, employees at the rank of senior specialist and front-line supervisor or above regularly contribute a fixed amount from their monthly salary as employee self-contributions, complemented by a matching company contribution of the same amount. This encourages employees to make regular, fixed-amount investments in momo shares each month, enabling them to become momo shareholders while sharing operating results with the Company and soundly fostering corporate management. As of December 31, 2025, among current employees, the number of eligible employees was 1,426, with 982 voluntarily joining, representing a participation rate of 69%. The cumulative company contribution expenditure for the year totaled NT$26.28 million.
• Retirement System
In accordance with the relevant provisions of the "Labor Standards Act" and the "Labor Pension Act," momo has formulated the "Employee Retirement Regulations" for all employees to handle employee retirement matters, ensuring that the Company makes adequate contributions to safeguard employees' future rights and interests regarding pension claims. Employees who meet any of the following conditions may apply for voluntary retirement:
- Having served for 15 years or more and attained the age of 55.
- Having served for 25 years or more.
- Having served for 10 years or more and attained the age of 60.
Simultaneously, in response to regulatory provisions, employees may negotiate with the Company to defer retirement prior to mandatory retirement at age 65. To this end, momo has established the "Application Form for Employee Negotiated Deferred Retirement" to establish a fair and transparent process, respect employees' willingness to continue working, and facilitate organizational human resource planning and preliminary assessments.
Shaping a Sustainability Culture
momo believes that promoting sustainable development requires not only corporate actions but also building up employees' understanding and consensus on sustainability issues through daily communication and participation. Therefore, momo continually promotes relevant communication and engagement mechanisms internally, assisting employees in encountering and recognizing the Company's sustainable development direction within their working contexts. In 2025, momo adopted three dimensions—"Sustainable Communication," "Sustainable Education," and "Sustainable Engagement"—as the basic framework for promoting internal sustainable culture, with annual employee sustainability training hours reaching 32,748 hours
