Rise Industrial recently successfully held two 'Talent Mobility Program' internal selection events. These sessions focused on restructuring the overseas sales team in International Trade and optimizing the management pipeline within the production system. Eleven candidates from various roles showcased their talents and exemplified the Rise spirit of 'thinking big, acting boldly, and embracing challenges.'

1.0 Key Highlights

1.1 International Trade 'Talent Mobility Program': A Key Step in Global Expansion

This round of competition centered on restructuring the overseas sales team, with six candidates vying for key positions across various business units. Hailing from diverse business backgrounds within the company, they collectively demonstrated strong cross-departmental collaboration, an international perspective, and practical expertise.

Audrey shared her experience in setting up an overseas subsidiary. This role requires her to take on challenging annual business targets, with a strong emphasis on business development and teamwork skills.

As a regional business manager, Bella has achieved outstanding results in key markets. With excellent client management and business development experience, she successfully developed several new client resources, demonstrating remarkable market development capabilities.

Tyler has extensive frontline production experience and a deep understanding of equipment applications, proposing the concept that "service is a process of self-refinement." Leveraging his solid technical background and service-oriented mindset, he can translate practical experience into a service advantage, continuously optimizing the customer service experience while achieving business goals.

Chelsy has been dedicated to the overseas market for many years, building an extensive client network. With excellent business negotiation skills, she has consistently driven steady business growth. As an experienced business expert, she excels at integrating client resources and leading her team to achieve challenging business development goals.

Amelia has rich project management experience in the overseas market, earning high praise from clients for her exceptional after-sales support services. Driven by the career ambition to tackle larger projects, she showcased her ability to manage complex engineering projects, with unique strengths in technical risk control and efficient project execution.

Caroline brings extensive experience in international market operations. She successfully led the end-to-end management of multiple large-scale industrial projects in the overseas market, from initial technical solution design to final on-site implementation and delivery, demonstrating excellent cross-departmental collaboration and resource integration skills.

Although each candidate came from a different role, they collectively embodied the "dare to think, dare to act, and embrace challenges" spirit of the Rise Industrial team. We not only saw individual capabilities but also the infinite possibilities for the company's future.

1.2 The Production System's "Active Water Plan II": A Talent Engine for Quality Upgrades

The production system's competitive recruitment focused on three key management roles: Quality Manager, Quality Control & Process Manager, and System Manager. Five candidates, from dedicated frontline workers to acting team leads, showcased deep thinking on the integration of technology and management.

Mr. Qin, currently the acting Quality Control & Process Manager and formerly a Process Supervisor, has a deep understanding of process flows and on-site quality control, having been on the front lines of quality control for a long time. He will present his systematic and professional insights on the role of "Quality Control & Process Manager."

Mr. Xie, a former Quality Supervisor, served as the acting Quality Control & Process Manager last quarter and has a strong foundation in quality management. He will present a comprehensive plan on problem management, data analysis, and team building.

Mr. Guo is a long-standing employee who has grown through the ranks on the front lines, having served in various roles in logistics and final inspection. He is currently a member of the quality control team, known for his diligence and dedication to on-site work. We look forward to hearing his management ideas from a frontline perspective.

Mr. Liang, a former Safety System Specialist, is not only competing for the System Manager role but also challenging for the Quality Manager position. He will deconstruct quality management from a systems-based perspective, offering a fresh take.

Mr. Chen is a veteran candidate who has served in quality roles for many years and is a key member of the production system team. Competing for two positions this time, he will first share his insights from the perspective of quality control and process.

The fantastic presentations by the five candidates were not only compelling in content but also conveyed the Rise Industrial spirit of "dare to take the stage, dare to take responsibility, and dare to break through"!

2.0 Why We Launched the "Talent Mobility Initiative"

Rise Industrial's "Talent Mobility Initiative" is far more than a standard internal competition; it is a strategic cornerstone for our organizational transformation and upgrade. Designed around three core pillars—talent circulation, capability building, and global expansion—this program creates shared value for the company and our employees alike.

2.1 Breaking Down Silos: Fueling Innovation Through Cross-Functional Talent Flow

We are dismantling internal barriers to encourage talent movement across key functions like sales, production, and R&D.

This fosters a cross-pollination of expertise—for instance, enabling a production specialist to bring a technical edge to a sales role.

Diverse teams ignite innovation, generating fresh ideas and novel business approaches.

2.2 Merit-Based Advancement: Letting Performance Speak to Elevate Top Talent

We prioritize capability over tenure, using clear, practical performance metrics as our primary evaluation criteria.

Candidates are assessed through real-world business simulations, directly tackling the actual challenges of our overseas expansion.

This provides a visible and fast-track career path for high-potential young professionals with innovative ideas and proven skills.

2.3 Building a Global Bench: Forging a Battle-Ready Core Team for International Growth

We are identifying and developing versatile talent with international aptitude, including language skills and cultural agility.

The focus is on assessing core competencies for global success, such as cross-cultural management and international project execution.

The goal is to build a cohesive, "battle-ready" core team capable of driving our overseas market expansion.

Through this integrated mechanism of "boundary-less mobility + practical assessment + global development," the Talent Mobility Initiative provides a powerful platform for employee growth while continuously supplying the company with key players ready to tackle critical challenges. It is a true win-win for our people and our organization.

3.0 Future Outlook

Decoding Our Strategy

The "Talent Mobility Initiative: Phase II" is the "double helix" of our talent ecosystem—where the international trade division focuses on "aggressive growth," and the production system strengthens "operational excellence." The ultimate objective is to achieve a qualitative leap from a simple influx of talent into a formidable, systematic "organizational capability."

This Initiative is an injection of vitality into our organization. This selection process will empower a new core of dynamic, innovative, and accountable leaders. The final results will be announced after a comprehensive evaluation, but every candidate who stepped up to the challenge is already a winner! Rise Industrial remains committed to advancing the Talent Mobility Initiative, providing ever-greater opportunities for employees to showcase their abilities and accelerate their careers.

Unity | Collaboration | Progress

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Source: Marketing Department