Talent Attraction and Retention
▌Commitments & Policies
MediaTek regards talent as the key to the Company's sustainable development. We attract top global talent through diverse recruitment channels and competitive, fair compensation and benefits. Beyond those, we focus on creating an environment that supports work-life balance, offering diverse benefits tailored to employee needs, enhancing team cohesion, and sustaining corporate growth momentum.
▌Goals
| Short-term (1~3 years) | ◢ Establish diverse and innovative recruitment avenues for attracting appropriate talents. ◢ Provide competitive salary benefits. |
| Long-term (3~5 years) | ◢ Continuously provide a competitive
global compensation framework linked to
performance. ◢ Provide a challenging and innovative environment that allows employees to realize their potential. ◢ Establish welfare programs based on employee needs. |
▌Management Approach
| Responsible Unit | Relevant human resource management unit and staff benefit committee. |
| Resources | Operational management budget, training and development budget, employee welfare fund, and other relevant funds. |
| Engagement Channels | ◢ Manager communication meetings |
| Evaluation Mechanism | ◢ Regularly review overall compensation and benefits to ensure
competitiveness within our industry each year.
◢ Talent hiring rate, percentage of recruits reporting to work, retention rate and resignation rate. ◢ Annual employee activity participation rate. ◢ Yearly health checkup subsidy application. ◢ Application status of annual flexible benefits. |
▌Progress and Results in 2024
| Providing the Overall Competitive Compensation | In 2025, regarding the "average employee salary expense of listed companies" and the "average and median salary of nonexecutive full-time employee" submitted to the Taiwan Stock Exchange for 2024. MediaTek's amounts were NT$4.633 million, NT$4.310 million, and NT$3.438 million, respectively. |
| Talent Recruitment and Retention | ◢ Applications per hire = 15 times. ◢ Onboarding rate = 85%. ◢ New hire retention rate = 97% within 3 years, 98% within 2 years. ◢ Turnover rate = 5.2% globally, 5.1% in Taiwan. |
| Benefit Policies | ◢ Application and reimbursement rate for flexible benefits reached 97%. ◢ Health check subsidy application rate reached 95%. ◢ Held 72 health promotion activities, with employee participation reaching 68%. |
▌2024 Recognized as a best employer locally and internationally
MediaTek values talent development and employee experience. In 2024, we continued receive multiple
awards in this area.
▌Recruitment and Retention
MediaTek proactively attracts key talents from industry, academia and R&D institutions globally via a set of diverse recruitment and external communication avenues. Furthermore, the Company cultivates talents to keep up with the latest trends and has established professional competence development mechanism to retain talents proactively. In 2024, the Company recruited 1,152 individuals globally, of which, 60% of them were 30 years old or younger, which enables the Company to maintain a relatively younger talent structure, and is helpful in channeling energy into the diversity and innovation aspect of the products. Furthermore, in 2024, the resignation rate group-wide amounted to 5.2%, whilst in Taiwan, it amounted to 5.1%, both of which were much lower than the average global resignation rate and average resignation rate of Taiwan high-tech industry of 12.9% and 13.7%, respectively.
● New Hires and Resigned Employees Worldwide
● Talent Hiring and Reporting to Work
MediaTek provides competitive salary benefits, diverse learning environment and job scope that give rise to satisfaction so as to attract outstanding talents globally. In 2024, the global program recruited 1,440 individuals. The Company received 21,680 resumes, which was estimated to be 15 times of the number of new hires. Our offer acceptance rate was approximately 85%, demonstrating MediaTek's strong employer brand.
● Retention of New Hires and Caring System
為協助新到職員工迅速適應工作與生活環境，公司訂定機制，由資深同仁擔任新進員工 buddy，協助適應環境。導入整合員工體驗管理系統，於新進人員到職 180 天內定期發送問卷，更全面性的檢視員工生命週期的不同階段，所獲得的體驗與互動，以提升員工參與。2024 年臺灣總部新進人員回饋問卷填答率達 7 成。
To assist new hires in adapting to the working and living environment quickly, the Company has established a mechanism, whereby senior employees shall take on the buddy role for new Hires and assist them adapt to the environment. We have implemented an integrated employee experience management system that regularly sends surveys to new hires within their first 180 days. This allows us to comprehensively review the experiences and interactions employees encounter at dierent stages of their onboarding, ultimately enhancing their engagement. In 2024, the feedback survey completion rate for new hires at Taiwan headquarters reached 70%.
▌Diverse Recruitment Channels
MediaTek is keen to expand its recruitment methods. According to the business strategy that serves as a guide for human resource planning, the Company has developed the talent management system on its official website, providing a friendly and thoughtful user interface for applicants, and increasing the efficiency and convenience of the application process. Meanwhile, the Company also recruits talents via online job boards, participates in large scale recruitment drives and encourages employees to make recommendations.
▌Compensation Policy
● Providing the Overall Competitive Compensation
To attract top global talent and retain existing employees, MediaTek conducts annual reviews of overall compensation levels in local markets, to ensure the competitiveness of our total rewards package. In Taiwan, compared to the average employee salary expense and regulations promulgated by Taiwan Stock Exchange, MediaTek was in the leading group of the industry in terms of the average and median "salary of non-executive full-time employee". In 2024, the average salary for non-executive full-time employees was 1.15 times higher than the previous year, while the median salary was 1.11 higher. Please refer to the ESG Section of the MOPS of Taiwan Stock Exchange for public disclosure related to employee salaries.
● Regulations on Managers' Remuneration and Shareholding
In addition to taking the overall performance of the Company's operating results into account, based on the duties held by each manager, their contribution to the Company's operation, individual performance (including the fulfillment of the Company's core values and the ability to lead and manage, finance, sustainable development goals (environment, society, and corporate governance aspect), and the degree of achievement of comprehensive operational management indicators, etc.), consideration of the Company's future risk and reference to the remuneration level of the industry, remuneration to the Company's managers is submitted to the board of directors for approval after individual review by the remuneration committee to assess the reasonableness of the overall remuneration. The remuneration system, standards and structure are reviewed from time to time in accordance with the actual operating conditions and relevant laws and regulations in order to strike a balance between the Company's sustainable operation and risk control.
To deepen the value alignment between MediaTek's managers and shareholders and affirm the Company's commitment to sustainable operations, the Company established the Executive Officer Stock Ownership Guidelines in 2022, which stipulate that the Company's managers are required to hold the Company's shares equivalent to a certain multiple of their annual fixed salary during their term of office.
▌Retirement Planning
MediaTek formulates employee retirement planning in accordance with the law and regulations of respective countries of operation. In Taiwan, in accordance with the Labor Standards Act, the Company has established defined benefit plan. Furthermore, in accordance with the Labor Pension Act, the Company has established a defined contribution plan. In 2024, the defined contribution plan was applicable to 99.4% of the employees; the defined benefit plan was applicable to 0.6% of the employees.
In accordance with the Labor Standards Act, the Company computes the disbursement of pension payment of employees according to the number of years of service and average salary for six months prior to retirement. The pension contribution amount is appropriated at 2% of the monthly salary to the Supervisory Committee of Labor Retirement Reserve account in Bank of Taiwan. In accordance with the provisions of Labor Standards Act on employee retirement, the Company pays no less than 6% of employees' salary to their individual accounts at Bureau of Labor Insurance every month. In 2024, the pension funds of defined contribution plan amounted to NT$2.935 billion.
Apart from appropriating the retirement reserve fund as per the law and regulations, the Company also hires qualified actuary annually to perform actuarial computation of the retirement reserve fund so as to make provisions and recognize pension liability. This is to ensure employee interests in their pension withdrawal in the future and thus encouraging employees to make long-term career planning and investment.
For further details, see the “Global Presence” section of the 2024 MediaTek ESG Report.