Talents are the core asset of the IC industry, thus RichWave actively invests resources in recruiting outstanding talents and establishing diverse talent recruitment channels, offering competitive remuneration to attract and retain suitable talents. Furthermore, we have established a comprehensive training system that caters to our employees’ needs in a bid to enhance the Company’s talent development edge.

Talent Structure and Talent Recruitment

In 2025, RichWave had 304 employees, consisting of 73% male and 27% female workers, with women accounting for 19% of the company’s management positions. During recruitment, RichWave offers everyone a fair employment opportunity based on their specialized skills and work experiences, regardless of their race, religion, nationality, gender, and age. RichWave continues to support workplace diversity and inclusiveness. In 2025, we have hired a total of three employees with disabilities, which is comparable to the ratio stipulated by the government.

Recognizing the value of experienced employees, RichWave continued to enhance its age- Note1. friendly employment initiatives in 2025 based on departmental workforce and operational Note2. needs. The Company implemented the following measures to support the continued employment of senior employees:

In alignment with the Ministry of Labor's Subsidy Program for Continued Employment of Older Workers, RichWave retained employees reaching the statutory retirement age of 65, enabling experienced professionals to continue contributing their expertise in R&D and management roles. Depending on individual expertise, leadership capabilities, and the Company's operational development needs, senior employees may also be re-engaged on a project basis or appointed as consultants, facilitating knowledge transfer and preserving valuable organizational experience.

Total Number of Employees at RichWave: By Category

Note1. The total number of employees was calculated based on the number of employees as of the end of the year (2025/12/31).

Note2. In 2025, RichWave had no employees with "no guaranteed hours of work".

Total Number of Employees at RichWave: By Job Level

Note2. Executive-level positions include officers at or above the division level; middle- level managers include leaders at or above the departmental level; and general personnel include engineers, general supervisors, and other personnel.

Total Number of Employees at RichWave: By Age

Total Number of Employees at RichWave: By Education Level

Age Distribution of New Employees

Distribution of Resigned Employees

Age Distribution of New Employees

Note2. The total number of non-employee workers was calculated based on the number of workers as of the end of the year (2025/12/31). There were only two cleaners (one each in Taipei and Hsinchu) from outside labor dispatch companies, and no security guards or other dispatched workers.

RichWave’s Employee Structure in 2025

Age Distribution of New Employees

Age Distribution of Resigned Employees

To drive growth momentum, RichWave actively recruits and retains key talent through the 104 Job Bank platform to attract high-potential, high-quality candidates. At the same time, the Company values the cultivation of professional talents, we have forged a long-term and close partnership with schools to engage in industry-academe collaboration in higher technical education. We have developed a wide range of cutting- edge technologies in different technological fields with various schools for the sake of keeping abreast of the latest international trends and recruiting key talents. Furthermore, the Company strives to foster a positive work environment by conducting exit interviews with employees prior to their departure. These interviews help identify the reasons behind their decision to leave, enabling the Company to explore possible retention measures, such as internal transfers or improvements to the work environment— to address concerns and reduce employee turnover.

In 2025, RichWave employed a total of 304 individuals, comprising 222 males and 82 females. In Taiwan, 45 new full-time employees were hired, resulting in a new hire rate of 14.8%, including 32 males and 13 females. During the same period, 42 full-time employees resigned, representing a turnover rate of 13.8%, with 28 males and 14 females.

Number of new and resigned employees

Employee turnover in the past two years (by gender and age)

Note2. Reasons for changes in employee turnover: There has been no significant change in the employee turnover rate over the past two years. The primary reasons for turnover are personal family factors and career development, with no apparent correlation to gender or age.

Employee Remuneration and Appraisal

Performance Appraisal

Our performance management system and development system helps our employees to attain optimum work performance and showcase their core values through ongoing target focus, two-way dialogue, real-time feedback and performance evaluation, thereby realizing the best organizational and individual performance. RichWave’s employee performance evaluation takes place over different stages, assessing our employees’ annual work performance and setting their future career development goals through initial target setting and year-end appraisal. The annual performance appraisal outcome is used as a reference for making human resource-related decisions such as employee performance bonuses, promotion, as well as talent development. In 2025, 100% of RichWave’s employees regularly received performance appraisals and career development reviews, regardless of their job category or job band within the Company.

Remuneration Policy

RichWave sees employees as important assets of the Company and provides a competitive remuneration system that adjusts our employees’ salaries based on the overall performance of the Company and personal performance. If the company has earned a profit for the year, we will set aside at least 8% of the profit as employee remuneration, which will be awarded to our employees in the form of stocks or cash dividends (to be decided by the Board of Directors) based on their performance.

Per information from the MOPS, the “average salary” of RichWave’s full-time, non- management employees Note 1 in 2025 was NTD 1,551 thousand and the “median salary” was NTD 1,342 thousand, both showing growth compared to the previous year.

Note2. full-time, non-management employees refer to an employee who has satisfied the company’s regulations in terms of normal work hours and who are not managers as defined by Tai-Cai-Zheng-San-ZI No. 920001301.

Training and Education

RichWave values talent cultivation and emphasizes employee education, training, and career development. We offer a comprehensive training framework encompassing new employee orientation, general education, professional skills training, and management skills training, providing employees with diverse learning and development plans throughout their careers. The Company plans annual education and training and allocates a budget based on the needs of each department, in accordance with the "Education and Training Management Procedure." The plan is implemented after approval by supervisors and the President.

New employees are required to complete new employee orientation within three months of joining the Company, including job-related training assigned by department heads and the annual company-wide new employee orientation. General education courses are conducted according to the annual education and training plan, covering a diverse range of topics including ESG, interpersonal communication, and physical and mental health. Examples include the ESG Project Launch and TCFD Quantitative Work Meeting, Green Product Management Processes, the MBSR Mindfulness and Happiness lecture series, and the "Happy Time: Relaxing Summer" lecture series (which offers health courses such as gentle stretching, yoga, and muscle strengthening using office chairs or other props). The professional courses cover technical fields such as Design and simulation of Wifi Power Amplifier, Power Cell Size: P1dB, ICQ : Design and Simulation, Compact Bias Circuit, Requirements of Matching Circuits, Ultra-Broadband Reconfigurable RFIC, and System Optimization and EVM/IP3. Management competency training is conducted for management employees at all levels to enhance the management capabilities of executives and middle and junior- level supervisors. In 2025, a total of 1,802 person-times participated in training courses excluding the new employee orientation, accumulating 2,265 training hours. Additionally, 43 person-times participated in the new employee orientation training, totaling 516 training hours. In 2025, the accumulated investment in education and training amounted to NT$ 258,000.

Trend of total training hours and attendance of education and training in the last three years (excluding new employee orientation)

Note2. The above statistics refer to full-time employees only; there have been no temporary employees in the past three years.

Work-life balance leads to better performance and a higher quality of life. Since 2021, RichWave has continuously offered a series of courses and lectures focused on holistic health, mind, body, and spirit, empowering employees to better understand their mental and physical states. By applying mindfulness techniques, employees can release stress and manage emotions, thereby mitigating workplace pressure and enhancing their overall sense of well-being, which has garnered positive feedback. In 2025, the Company held a series of MBSR (Mindfulness-Based Stress Reduction) courses, as well as ESG health programs featuring stretching, yoga, and strength training using office chairs or props. These initiatives not only demonstrate a commitment to employee care and physical and mental health (SDG 3: Good Health and Well-being) but also improve work efficiency and happiness (SDG 8: Decent Work and Economic Growth), establishing a comprehensive healthy workplace environment and enhancing the Company's overall competitiveness. We will continue to offer health promotion courses to foster an excellent workplace environment.