In the conference room of the Science and Technology Park.

"Mr. Lu, Mr. Fang, Mr. Ding, please take a look at this document on the restructuring first." Wang Wenjun stood up and handed over the documents to the three of them.

After completing the work handover of Hisense Guangnan Branch, just yesterday, Wang Wenjun officially took office as Vice President of Menggu Advertising.

Looking at Wang Wenjun who was taking office as a "new official", Lu Zhou couldn't help but sigh, "His career as a chairman has begun."

Naturally, the president of Menggu Advertising also handed it over to the stupid boy Fang Qiang as he had planned before.

In fact, in the past two months, Lu Zhou has hardly interfered in Fang Qiang's daily work.

Menggu Advertising, he considered these interns from a "concert" perspective, and still stayed in the experimental building of Yixian University's Planning Institute. Lu Zhou himself, during most of his working hours, spent Cheng Xuyuan and Wen Xuwei fiddling with cloud computing and WeChat.

From creating a new story, carrying the Menggu advertisement to fading out, it took only a few months to go on the road.

This is the moment when he is at the tide of the times. Stepping at the turning point of the times, Menggu Advertising has now shown great vitality.

In Luzhou's view, Wang Wenjun's arrival is the first step for Menggu Advertising to officially move from a "team" to a company.

In just two days, Wang Wenjun started drastic changes after conducting some investigations and understanding.

In terms of organizational structure, Menggu Advertising originally had only advertising department, banana department and marketing department. Through coordination by Wang Wenjun, the marketing department had four parts, divided into investment, customer service, operation, and testing.

The marketing department of Menggu Advertising's "panjin oil" has officially entered history, and has been replaced by four sub-sectors with clearer functions and responsibilities.

The investment and commercial department shall assume the main responsibilities of the original marketing department, mainly to attract and communicate advertisers.

The customer service department is divided into technical customer service and ordinary customer service, which solves the communication problems of developers' daily technical docking and ordinary users in the banana market.

The operation department maintains the operational activities in daily Dream Valley advertising, such as providing soft text content materials for online media; connecting with online channels, and promoting bananas online; planning of internal specific activities, similar to a test event of "million cash" that was previously recommended.

In addition to these four split departments, Wang Wenjun added regular human resources and finance departments and formulated corresponding recruitment plans.

Under the guidance of Wang Wenjun, the human resources department took shape in just one day. At the same time, a new round of personnel recruitment was started to cope with the increasingly large business scale.

In fact, both Lu Zhou and Fang Qiang know that Menggu Advertising's financial situation is very good. In terms of manpower, since the general signing of intern contracts, the company's expenditure on this aspect is actually very low.

Before Wang Wenjun came, didn’t Luzhou want to recruit people?

No, Lu Zhou thought, and he arranged this way. Fang Qiang was the same.

But no matter how balanced it, with Meng Xiaoqin's recruitment, the per capita workload of Menggu Advertising has not decreased.

This is nothing more than a problem caused by the business expansion speed that is far greater than the speed of enrollment expansion. However, as for Meng Xiaoqin, Lu Zhou also felt that letting the little girl accurately judge the real situation of Menggu advertising is undoubtedly just a blind problem.

The gap between age and work experience is ultimately not a problem that insight and talent can solve.

After the department organization readjusted, the second thing that followed was that Wang Wenjun re-sored the labor relations and salary of Menggu Advertising's existing staffing, and formulated a preliminary management performance system.

Dong Junda, Tang Xiaotong and others who entered Menggu earlier also received their official salary, and their salary doubled. In the meantime, it was naturally the salary increase that Lu Zhou ordered after Wang Wenjun came up with the proposal.

Although from a reasonable point of view, even a few of them should not be considered formal employees until they graduate next year. However, Menggu Advertising has not just raised a financing of tens of millions, and even if there is no financing, Luzhou believes that such human resources expenditure is within an acceptable range.

After the salary, there is naturally a more important issue in options.

Wang Wenjun also sorted out Luzhou's plan for the option pool into a draft, and it can be officially implemented after the labor relations are sorted out.

During the previous round A period, Menggu Advertising raised $10 million in financing and was valued at $100 million. A total of 100 million shares were issued, of which the option pool was 9 million shares.

In the newly drafted draft, the options granted to employees by Menggu Advertising Options Pool will be released linearly on a monthly basis within a four-year period starting from the time the employee obtains the rights. The minimum effective period for exercising the option is two years.

In this option allocation, the four earliest technicians, Dong Junda, Pan Feiwen, Wang Zhengye and Zhou Wen, each received 80,000 shares. Tang Yutong, Meng Xiaoqin, and Huang Dong had 70,000 shares.

After that, the number of options obtained by employees who join the marketing department ranges from thousands to twenty thousand.

In other words, Luzhou allocated 700,000 shares to the startup team, of which the exercise price was the fair price of the A round, and the unit price was one US dollar.

If you continue to set up like this, it can be regarded as a promise that Luzhou has given everyone at the beginning.

Of course, it is still a far-reaching matter for these start-ups to cash in on actual stocks.

For example, Dong Junda and others, they obtained 80,000 shares of the exercise price of one dollar in this option allocation. These options are released month by month, which means that they can get 20,000 shares every year.

However, due to the shortest effective period, they need to work in Menggu until 2012 before they can officially obtain it and can exercise their rights.

If in 2014, if Dong Junda and others want to exercise all 80,000 shares of option rights, they must pay 80,000 US dollars to the company at the unit price of exercise, before they can obtain real company stocks.

There are naturally two situations in between. At that time, will Menggu Advertising stock be worth a dollar?

If it is less than one dollar, then this option is awesome today, and there is no real cashing.

Or, if the unit price reaches two dollars when all the options in his hands were released in 2014, for him, it would be equivalent to paying 80,000 US dollars first, and Menggu Advertising sold them $160,000 worth of stocks.

Of course, because there are stock profits, the tax generated must be borne by the employees themselves.

This is just the feedback plan given by Luzhou to these start-ups, which is rich. It is equivalent to that as long as they can stay in Menggu for four years, no matter whether the unit price of Menggu Advertising in the future is two dollars or one hundred dollars, they have the right to buy a stock from the option pool at one dollar.

According to Luzhou's plan, after entering the B round next year, there is no reason why Menggu Advertising's valuation will decline.

Now, Wang Wenjun alone accounts for 500,000 shares of the 9 million shares in the option pool, and then counts the 700,000 shares that were divided this time. It sounds like there is not much left, only 7.8 million. But after all, the total amount in this pool is still "worth" 50 million yuan.

But at that time, the exercise price of new employees entering the company will naturally not be the current dollar, but will also rise with the rise of the B-round valuation. Or the old stocks of old employees will be exchanged for more new stocks at a certain proportion.

"In a short period of four years, how many years can make people waste their time somewhere," he thought slowly.
Chapter completed!