Hello everyone, I am the newly appointed HR manager at OVO Zhanjun Creative.

After learning about the situation from various managers and several long-term employees who moved from Hsinchu to Taipei, I would like to provide everyone with a brief explanation:

1. Interviews

Since there was no dedicated HR staff previously, some areas were not handled as thoroughly as they could have been. Please accept our apologies and understanding. We have begun manager training and process planning, and interview-related issues should already have been immediately improved.

2. Relocation

When the company moved from Hsinchu to Taipei, the company managers lacked relevant experience and expertise, which led to quite a few misunderstandings in communication. With the assistance of external experts and senior employees, the company ultimately proposed several support measures, including commuting subsidies, working from home, rental subsidies, and severance (the last resort). These were discussed with employees and necessary arrangements were made so that departing colleagues received the rights and benefits to which they were entitled. The managers have conducted a thorough review of their handling of the communication process, which was not as perfect as it could have been.

3. Cross-departmental support

Because the team was relatively small in the early stages, employees did indeed need to cooperate and support the work of other departments. We also thank the colleagues who worked and struggled together with us in the early days. At present, staffing levels in each position are higher, and situations requiring someone to be responsible for work across many different departments will no longer occur.

4. Not a family business

The early stages of starting the company were extremely difficult. Among industry veterans, only family members were more willing to give up their well-paid jobs elsewhere and join OVO to build the company together; two of the managers are the owner's family members. This year, we finally gained the recognition of professional investors and successfully completed fundraising. We have gradually recruited external managers and promoted internal managers, and will continue expanding the team as we work together toward the goal of going public and being listed.

OVO's resources and compensation are now very different. If there were areas in the past that we genuinely did not handle well, we will certainly review and improve them with care. Thank you, everyone.

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