At nine o'clock in the morning, in Li Yan's office.
The large ebony desk has been carefully organized as usual.
A cup of steaming black coffee was placed on his right hand, next to the documents that Su Qing had placed in advance and needed to be signed first.
He first picked up the heavy Montblanc 149 pen, quickly browsed and signed the equipment balance payment application and marketing budget form.
Every signature means the legal outflow of millions or even tens of millions of funds, which is the fuel for the company's huge machine to continue to roar.
Then, he picked up the first draft of the April financial briefing sent in advance by the financial director Aunt Zhang and read it carefully.
According to the latest data, the total sales volume in April was 553,700 units, of which the Xingchen S1 sold approximately 125,000 units, with a profit of 150 yuan per unit;
The Xingchen S2 sold approximately 428,700 units, with a profit of 200 yuan per unit.
His eyes rested on a few key figures.
S1 gross profit: 125,000 * 150 = 18.75 million yuan.
S2 gross profit: 428,700 * 200 = 85.74 million yuan.
Monthly total gross profit: 104.49 million yuan.
Marketing expenses: approximately 11 million yuan.
Management expenses (including research and development, human resources, administration, etc.): approximately 8 million yuan.
The preliminary calculation of monthly pre-tax profit is approximately: 85.49 million yuan.
This is only preliminary data, and various taxes and fees need to be deducted and some accounts receivable need to be processed.
But even so, this profit scale was already astonishing in China's manufacturing industry in 2008, especially in the fiercely competitive mobile phone industry.
He needs Aunt Zhang to provide a more detailed cost and profit analysis report by product line and region in order to more accurately judge the life cycle and profit contribution of S1 and S2, and to make a decision on whether to launch an improved version of S2 or S3 in the next step.
At the same time, he also knew that according to the previously set ratio, the dividends he could personally receive from this month's profits would be a huge amount of tens of millions of yuan, which would be injected into his "cared for" private account at the Industrial and Commercial Bank of China.
Time came to 9:30 in the morning, conference room No. 1, special personnel work meeting.
·The human resources director is a woman in her forties with a capable style. She reported to Li Yan and several relevant managers via PPT the details of the 258 new positions planned for the next quarter.
These positions are mainly concentrated in three major areas: the R&D department, which has added 50 new positions for hardware, software, and test engineers for the smartphone project.
The new factory will create 180 new positions for production supervisors, quality controllers, and technical workers, as well as 28 new positions for channel management and market analysis in the marketing department.
Li Yan listened to the detailed report, focusing on the recruitment progress of core technical positions.
"We have currently commissioned three headhunting companies in Shenzhen and Shanghai, focusing on recruiting engineers with experience in Android system development, or with MTK and Qualcomm platform development background.
But this type of talent is currently very scarce, and salary requirements have also risen, generally more than 50% higher than functional machine engineers." The HR Director reported the difficulties.
Li Yan tapped her fingers on the table twice, interrupting her report. Her tone was calm but with unquestionable determination: "The salary system must be adjusted, and it must be done quickly.
The basic principle is: resources will be heavily tilted towards core technologies and key management positions.
For ordinary positions and general functional positions, we just need to maintain our competitiveness in Dongguan.
However, for those key talents who can determine the company's future technological direction and can help us win the tough battle of smartphones, we must do it at any cost!
Salary levels are directly comparable to similar positions in Shenzhen and Shanghai, and even for top talents, they can be directly aligned with international standards!
Don’t be afraid to give money. What I want is people who can solve problems and create the future, not ordinary employees who come to get off work step by step and clock in and out. "
He looked around at the management at the meeting and said, "Our money must be spent wisely. The next competition is the competition for talents, especially the competition for top technical talents. This matter must be carried out by the HR Department as the highest priority strategic task."
His words set an extremely clear tone for the subsequent personnel work - all resources must be unconditionally gathered in the company's strategic development direction.
At 11:30 noon, "Jingshe" private restaurant, Lanya private room.
This is an exquisite restaurant hidden in a city alley, with a quiet environment and excellent privacy. Li Yan met Dr. Han Li in the private room.
The other person is about forty years old, with a slim build, wearing a pair of rimless glasses, and has an elegant and calm temperament, but his eyes behind the lenses have a unique feeling of a technical researcher.
After a brief exchange of greetings and business cards, Li Yan went straight to the topic without too much politeness. His style was very similar to Liu Qiangdong, who is known for his pragmatism and directness in industry rumors.
"Dr. Han, I believe that the headhunter has given you a relatively comprehensive introduction to the current situation of our Xingchen. I will not beat around the bush..."
Li Yan leaned forward slightly, his eyes frank and focused, "Xingchen relied on functional phones to lay its current foundation, and it is considered a firm foothold.
But I can tell you clearly that all my and the company’s future strategic focus and resources have already begun and will continue to be tilted towards the field of smartphones
What I value is your deep accumulation and practical experience in the underlying layers of embedded systems, especially in the driver and hardware abstraction layers.
What we need is not to simply and passively adapt to the public reference design provided by MTK or Qualcomm in the future.
What we need is to be able to go deep into the bottom layer of the system and carry out in-depth and customized optimization, so as to fundamentally solve a series of thorny problems such as lagging, excessive power consumption, poor hardware compatibility, and insufficient stability that are bound to exist in the early stages of the Android system.
Even more, I hope that the team will be able to make necessary tailoring, enhancement and in-depth customization of the Android system based on our own hardware selection and product definition in the future.
I want to hear your true views on this matter, and if you decide to join us, how will you plan the technical route and where will you make breakthroughs? ‖
Dr. Han obviously admires Li Yan’s straight-to-the-point, non-difficult style.
He pushed up the glasses on the bridge of his nose, pondered for a moment, and organized a reply: "Mr. Li is really quick to speak. Your judgment on the difficulty of developing smart phones is very accurate.
The current state of the Android system can indeed be called "primitive".
Google is equivalent to giving you a bunch of basic materials and drawings, but how to build these materials A building that is solid, easy to use, and has a good experience completely tests the technical strength and engineering capabilities of each manufacturer.
Public version solutions can only guarantee that the machine can be started and run from scratch, but it is still far from being "smooth and easy to use" and "stable and durable". This gap requires a lot of hard research and development work to fill. "