Trust and Open Communication
MERRY regards its employees as the most vital partners in its business operations. Grounded in talent sustainability, the company values and implements DEI (Diversity, Equity, and Inclusion) principles. It is committed to fostering a secure, equitable, and inclusive work environment, ensuring that employees are not subjected to discrimination, harassment,or unequal treatment based on race, gender, religious belief, age, political affiliation, or any other status protected by applicable laws. The company aspires for all employees, within a supportive workplace, to attain four types of returns: enhanced compensation and professional capabilities, strong camaraderie, and opportunities for philanthropic contributions.
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33.33% of Female Senior Executives Ratio
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Investment in training reached NT$6.85 million
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Total training hours 288,583 hours
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No major occupational disasters
Attract & Retain
Employee Structure and Diversity
MERRY's employment policy is founded on the principle of equal opportunity for all, respecting and embracing diverse cultures. The company is committed to creating a non-discriminatory employment environment and also aims to foster integration and stimulate innovative thinking among employees from different regions and cultural backgrounds by hiring local elite talent at each operational site, thereby providing global customers with more professional and locally tailored services.
As of 2024 year-end, the total number of employees across the entire group was 7,893 individuals. Among these, the operational sites with a larger number of employees include the Taiwan Headquarters with 832 individuals, MECL with 2,184 individuals, METC with 1,251 individuals, and MEVN with 3,076 individuals. The total for all other operational sites was 550 individuals. In 2024, the employee in Taiwan experienced a slight increase of approximately 8% compared to the previous year. This growth was a direct result of increased human resource demand, driven by the rising volume of client orders.
Furthermore, MERRY is dedicated to fostering a diverse workplace and ensuring an equitable working environment. We firmly believe that a diverse composition of management and employees is instrumental in comprehending market dynamics, understanding client requirements, fostering innovative outcomes, and sustaining competitive advantage.In 2024, MERRY recorded 268 female STEM personnel, constituting 26.07% of the total. Female employees holding management positions totaled 114, representing 33.33% of all managers. Additionally, 20 female employees served as business managers, accounting for 64.52% of that role. For further statistical information regarding human resource structure, please refer to the Appendix.
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Talent Acquisition
Guided by operational strategies and employee career development, MERRY recruits exceptional talent through diverse digital and physical channels. These initiatives include joint recruitment drives with major universities and colleges, as well as participation in corporate recruitment events organized by government agencies. MERRY offers diverse career development opportunities, including technical,professional, and overseas roles. We also facilitate industry-academia collaborations such as summer and weekday internships, and support through the Technology Talent Development Fund. These initiatives foster substantive exchanges between professionals and industry, cultivating and attracting elite talent, and providing seamless employment opportunities.
MERRY's recruitment practices adhere to local laws and regulations, strictly prohibiting child labor, forced labor,and the engagement of underage employees in hazardous work. Furthermore, MERRY effectively manages employee working hours and eligible leave dates through its leave and attendance system, thereby safeguarding employees'physical and mental well-being.
01 Social Media Engagement
We proactively engage with social media platforms such as Facebook and LinkedIn to convey the company's culture and core values, thereby fostering our employer brand image. In 2024, we utilized social media channels to share internal job vacancies, industry-academia collaboration programs, and industry knowledge. This initiative allowed job seekers, irrespective of their location and age, to gain a comprehensive understanding of MERRY's corporate culture. We also provided one-on-one inquiry response services, promptly addressing job seekers' questions related to job vacancies and interviews, thus optimizing the overall job seeker experience.
02 Internal Recruitment System
Emphasizing talent development and retention, the company encourages internal employee transfers. When a unit has a staffing vacancy, priority is given to internal recruitment. Qualified employees can proactively submit transfer applications,thereby vitalizing the company's talent pool and facilitating individual career development. In 2024, the internal recruitment system successfully facilitated the internal transfer of 17 employees within the group. The transfer success rate was 68%, covering operations across Taiwan, the United States, Canada, Malaysia, and other locations. This initiative not only enhances talent retention but also provides opportunities for cross-functional experience, achieving the objective of diverse talent utilization and nurturing.
Note: Internal Transfer Success Rate = Number of Internal Transfers ÷ Number of Job Openings
03 Employee Referral
To broaden recruitment channels and enhance talent quality, starting in 2023, the employee referral bonus program was optimized, doubling the referral bonus amount to encourage employees to refer outstanding talent to join as colleagues. In 2024, 21.4% of new employees successfully joined MERRY through internal referral channels, with a high retention rate of 86% remaining at MERRY for more than six months.
04 Talent Briefing Session
Beginning in 2023, MERRY has visited major domestic universities and colleges' STEM departments to host "Talent Briefing Sessions." As of 2024, these efforts have cumulatively reached 12 departments, with over 800 students participating.These briefing sessions aim to share MERRY's corporate culture, offer career planning advice, provide employment and internship opportunities, and present information on scholarships and grants. Through these presentations, students are inspired to develop interest and attention towards MERRY.
05 Technology Talent Development Fund
Implemented since 2011, marking 14 years to date, MERRY's "Technology Talent Development Fund" program is open for application to domestic graduate students and students in integrated five-year master's programs. Elite students selected for this program receive scholarships and grants. Furthermore, through practical engagement opportunities such as parttime work and internships, they can gain early exposure to the electro-acoustic industry, allowing them to directly join MERRY upon graduation or completion of military service and effectively apply their knowledge. In 2024, a total of 4 outstanding students were admitted. Cumulatively over 14 years, there have been 128 applicants, with 61 individuals admitted, resulting in an admission rate of 47.66%. The talent cultivation fund can be renewed for an additional year during the study period. Among previous recipients, 11 individuals have renewed. Aside from students currently enrolled or serving in the military, 42 outstanding students have chosen to directly join MERRY after graduation.
Employee Equity and Diversity
Yearly Statistics of Gender
Yearly Statistics of Age
Yearly Statistics of Female Employees
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Female | 55.93% | 56.82% | 58.23% |
| Male | 44.07% | 43.18% | 41.77% |
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Under 30 | 38.52% | 39.01% | 40.83% |
| 31 ~ 50 | 58.83% | 58.09% | 56.47% |
| Over 50 | 2.65% | 2.09% | 2.70% |
| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Female Employee Ratio | 55.93% | 56.82% | 55.93% |
| Female Senior Executives Ratio | 30.00% | 30.00% | 25.00% |
| Female Middle Managers Ratio | 26.47% | 31.06% | 27.61% |
| Female Frontline Supervisors Ratio | 39.20% | 36.00% | 37.50% |
| Female Sales Managers Ratio | 未統計 | 60.87% | 64.52% |
| Female in STEM positions Ratio | 24.36% | 23.05% | 26.07% |
