GIGABYTE defines a clear set of criteria for recruitment. We look for multi-national and multi-disciplinary talents based on the development focus of each business unit and department. The cultivation of the younger generation is important to us as well. We establish industry-academia cooperation programs with colleges and universities and organize long-running product design competitions that provide students with a stage to showcase their knowledge and creativity, expand their horizons on career possibilities, and enrich their practical experiences. 

In 2025, GIGABYTEʼs overall employee new hire rate was approximately 42.41%, with 3.67% being internal re-assignment. The overall turnover rate was 45.6%, and the voluntary turnover rate was 30.7%. A closer examination of employee turnover by region reveals that the primary reason for the rise in voluntary turnover was the expiration of contracts for winter break workers and students in mainland China (mostly on fixed-term contracts) or their early departure due to personal plans (particularly the large number of employees returning home before the Spring Festival), coupled with increased recruitment efforts. In Taiwan, the voluntary turnover rate was 10.1%, and across all age groups and genders, it remained below the management target of 15%. Analysis and surveys of the reasons for turnover among employees in Taiwan revealed that personal career development was the primary factor. In the future, we will enhance explanations of job responsibilities during interviews with new hires to ensure that job seekersʼ understanding of the role aligns with reality. Additionally, we will provide comprehensive support to employees through measures such as leave of absence without pay and educational subsidies.

GIGABYTEʼs remuneration system is determined based on job level, education and experience, seniority, and fair performance evaluations to ensure salaries accurately reflect employee contributions. For detailed information on the distribution of employee and directorsʼ compensation, please refer to p.76 of the GIGABYTE 2025 Annual Report for details on the number, average salary, and media salary of full-time employees in non-management positions in the Taiwan region, please refer to the Market Observation Post System website. A variety of rewards and benefits are offered by GIGABYTE on top of the basic salary, including long-service awards, patent awards, quarterly bonuses, performance bonuses, and employee stock ownership trust.

GIGABYTE also reviews indicators such as the annual Consumer Price Index, industry salary adjustment standards, and public sector pay adjustments. Employee salaries are adjusted based on performance evaluations, and achievement bonuses are granted upon meeting work targets.

2025 Ratio of Entry-Level Employee Salaries to Local Minimum Wage

Note 1: The salary base is the full-time salary for entry-level employees, excluding bonuses, overtime pay, and allowances

Note 2: GIGAIPC, G-STYLE, Selita Precision, and Myelin Tek do not have employees of that gender; therefore, the employee salary-to-local minimum wage ratio in the table above is indicated by a hyphen “ -“

GIGABYTE adjusts salaries based on the current year′s price index, industry salary adjustment standards, civil servant salary adjustment ratios, as well as individual performance appraisals. When work goals are met, bonuses are issued.

Note 1: Remuneration: Salaries of full-time employees (including bonuses, overtime pay, allowances, etc.)

Note 2: Average salary: Includes base pay, living allowance, and meal allowance, but excludes annual bonuses

Note 3:Due to insufficient years of service for senior management positions at the three subsidiaries—Giga Computing, GIGAIPC, and Myelin Tek—there is a significant variance in annual remuneration ratios

Performance management was employed by GIGABYTE to enforce joint accountability and reward for employees during the business management process while also taking care of employees′ career development. The internal performance e-management systems are used to set work target KPIs at the start of the year. Target progress is tracked and adjustments made if necessary. Target performance is inspected at the end of the period to evaluate employee performance. Performance evaluation results are then applied to HR decisions such as compensation and promotion. They are also used to encourage employee development and provide counseling. The nature of the evaluation varied depending on the region and work format.

A comprehensive benefits system has been set up place by GIGABYTE. In addition to providing better than statutory insurance, leave, pensions, and health exams, we also provide a variety of enhanced benefits to construct the most comprehensive support network for employees. A Joint Employee Welfare Committee has also been established to increase happiness in the workplace by enhancing the benefits policy and promotional events for employees at appropriate times. To help every employee balance their work and personal life, GIGABYTE has also introduced several policies and initiatives including flextime, family day, club activities, and diversified EAP activities to boost happiness in the workplace. The following employee benefits are mainly applicable to locations in Taiwan; The Dongguan and Ningbo factories in China enjoy statutory retirement plans, group insurance, annual health exam, flextime and long-service bonus.

GIGABYTE aims to better understand employee feedback and further improve the work environment and teamwork, in 2025, the Company partnered with a third-party organization to conduct an anonymous employee satisfaction survey. The survey focused on six key dimensions: “Work Performance, Collaboration, Remuneration, Leadership, Development, and Promotion.” Based on the survey results, the company formulated strategies to address each area, aiming to improve and strengthen organizational development to enhance employee satisfaction and engagement. The survey was conducted from November 21 to December 10, 2025, and employees at GIGABYTEʼs main operational sites and subsidiaries in Taiwan were invited to participate. The response rate was 65.73%, with an overall satisfaction score of 4.55 out of 6. The company plans to conduct this survey annually to track changes in employee satisfaction over time.

Based on the 2025 survey results and comparative analysis with industry peers, GIGABYTEʼs talent management strategy will focus on three core areas: “deepening talent development, optimizing communication mechanisms, and strengthening leadership transformation.” The company is committed to transforming management systems into tangible organizational influence, shaping a unique workplace culture from the inside out. By establishing a transparent, two-way dialogue platform and empowering managers to lead team transformations, the company aims not only to foster a shared sense of purpose and belonging among employees but also to strengthen talent retention, thereby building the key competitive edge for sustainable corporate growth.