Attracting Global Talent
Wistron is dedicated to building diverse recruitment channels and attracting outstanding talent globally through its global presence. In 2025, we continued to optimize a variety of recruitment channels, including job search platforms, social media, campus recruitment programs, industry-academia partnerships, and internship programs. Furthermore, we strategically participated in talent-matching events organized by external organizations such as Contact Taiwan, CBtalent (CrossBond Talent for ASEAN and Indian professionals in Taiwan), and ITI (Taiwan External Trade Development Council), actively expanding our international talent pipeline while strengthening the Company's cultural diversity and technical competitiveness. To address the rapid growth of demand driven by the AI industry, we also conducted targeted recruitment for key R&D and specialized positions, complemented by employee referral programs, to build a highly resilient talent ecosystem. In 2025, Wistron welcomed a total of 50,188 new employees globally. The workforce profile continued to trend younger, with non-management employees under the age of 30 representing the largest segment, reflecting the vitality of the organization.
To strengthen localized talent development and accelerate the cultivation of local talent pipelines, Wistron continues to deepen engagement with local governments, academic institutions, and industry partners across its overseas operations. In the Czech site, Wistron organized Wistron Information Sessions to introduce the Company and its products to students, increasing awareness of Wistron and encouraging participation in internship opportunities. In Vietnam, the site arranged site visits and employee sharing sessions that allowed students to observe production operations, gain hands-on exposure to job functions, and interact directly with employees. Feedback collected through post-visit surveys is used as a reference for designing future internship programs and career development initiatives. At the Zhongshan Plant, Wistron participated in industry-academia cooperation programs organized by local governments, schools, and enterprises. Through talent development partnerships with local educational institutions, outstanding candidates were selected to participate in a one-year R&D training and practical learning program.
New Employee Onboarding and Training
In 2025, the overall average satisfaction score from the new employee care survey reached 4.37 (out of 5), reflecting employees’ recognition of Wistron's continued investment in the onboarding experience. Guided by the principle of "support upon onboarding, continuous learning", Wistron provides a comprehensive onboarding framework that encompasses orientation, phased support, and cultural immersion from the first day of employment, helping new employees build the adaptability and organizational connections needed for a successful start to their careers.
Onboarding Adaptability and Follow-up
On their first day, new employees complete onboarding orientation and policy briefings to familiarize themselves with the working environment and company requirements. Following onboarding, HR conducts care surveys at three key milestones (one week, one month, and three months after joining) to assess employees' adaptation in areas such as job understanding, access to learning resources, and team communication. For areas identified as requiring additional support, HR works closely with hiring managers to provide assistance, including adjustments to training arrangements, support for cross-department collaboration, and career adaptation guidance, ensuring that new employees receive the support they need throughout their critical probationary period.
Learning Resources and Competency Building
To support continuous learning and skill development, new employees have access to online learning courses and professional learning platforms, enabling them to tailor their learning journey according to their own needs. For practical training, Wistron offers two programs: "the Wistroner Recharge Station" and the "Core Values Experience Camp", which leverage cross-department teamwork and experiential learning activities to help employees understand the Company's core values in practice. These initiatives aim to ensure that their understanding goes beyond the surface level and can be translated into everyday actions.
Cross-level Communication and Cultural Alignment
Wistron also hosts the "CEO Wi-Talk" series, where the CEO meets directly with new employees to share the Company's vision and current business direction. This initiative helps bridge the information gap between new employees and senior leadership, enabling strategic perspectives to be communicated early in employees' careers and helping them develop a clear understanding of the Company's direction from the outset.
Distribution of New Employees
Internal Hire Rate
Deepening Campus Engagement
To cultivate technical talent and help students transition earlier into the workforce, Wistron continues to strengthen its campus talent development strategy. Through campus recruitment events, professional and career development seminars, internship programs, and industry-academia partnerships, Wistron fosters long-term collaboration between industry and academia.
In 2025, Wistron participated in eight campus recruitment events across northern, central, and southern Taiwan, attracting more than 1,800 job applications. We also hosted eight campus speaking engagements, sharing industry insights and career guidance while providing students with opportunities to interact directly with Wistron management. These events attracted more than 800 participants and achieved an overall satisfaction score of 4.6 out of 5.
Wistron continues to develop talent through a variety of internship programs. In 2025, the Company provided 111 internship opportunities to help students gain practical experience, enhance their competitiveness, and bridge the education-to-employment gap. The "Future Stars" program incorporated ESG-themed board games to strengthen interns' sustainability awareness through gamified learning while enhancing their understanding of Wistron's ESG commitments. Meanwhile, the "Wistron Hsinchu Dream" Project program emphasized group project discussions to develop essential soft skills, including teamwork, communication, and problem-solving.
In addition, Wistron continued to collaborate with universities in 2025 to offer industry-academia master's programs. Through this collaborative talent cultivation model, the Company develops technology professionals equipped with both specialized knowledge and practical industry experience. Through diverse models, Wistron helps recent graduates shorten the gap between campus and the workplace, while successfully transforming its sustainability vision into a core talent competency and building a high-quality talent pool with sustainability DNA.
Local Recruitment
Wistron upholds the concept of hiring talents based on meritocracy and actively hires and trains elite talents from different countries. Wistron continues to set "hiring local talents in leadership role" as a key goal in the annual performance evaluation of each site each year. In response to local manpower needs, each site launches different recruitment strategies to meet such local leadership hiring goal.
In addition to the continuous increase in local job opportunities, Wistron offers competitive salaries to employees and passes on operation and management knowledge through training This aims to develop the managerial capabilities of local talents and goes beyond basic job skills. The proportion of local talents holding managerial positions in China has been increasing year by year. In Vietnam sites, where factory establishment and operation are being carried out, Wistron plans to gradually increase the recruitment of local management talents in the future.
Percentage of managerial roles
Percentage of senior management ranked department manager and above
| Region |
2022 |
2023 |
2024 |
2025 |
| Taiwan |
99.6% |
99.6% |
99.7% |
98.2% |
| China |
89.4% |
91.4% |
95.2% |
97.9% |
| Asia |
57.8% |
24.4% |
26.6% |
24.6% |
| Europe |
87.5% |
88.4% |
85.1% |
91.1% |
| Americas |
84.5% |
77.3% |
78.2% |
81.3% |
| Region |
2022 |
2023 |
2024 |
2025 |
| Taiwan |
99.8% |
99.7% |
99.7% |
99.7% |
| China |
71.4% |
76.5% |
85.8% |
93.4% |
| Asia |
37.9% |
12.5% |
21.1% |
31.4% |
| Europe |
84.2% |
85.0% |
77.4% |
90.0% |
| Americas |
71.3% |
60.5% |
78.0% |
83.3% |
- Note1. Local talents refer to employees of local nationality. U.S. plants are not allowed to disclose worker nationality in compliance with local regulations. As such, the Americas field only discloses figures from Mexico and Brazil.
- Note2. In the table, Asia refers to Wistron plants in Malaysia for 2022, Malaysia and Vietnam plants for 2023 and 2024, and plants and service locations in Malaysia, Vietnam,
India, Singapore, the Philippines, and Japan for 2025.
