They Choose to Walk with Fortao

After rapid growth, organizational capability failed to keep pace with business scale. Insufficient strategic consensus, gaps in talent pipeline, and compensation structures that could not support innovation-driven transformation.

Three-phase deep engagement: organizational diagnosis → strategic consensus workshop → HR team diagnosis → executive review mechanism setup → efficiency improvement plan → mid-to-long-term compensation incentive design.

• · Core executive team aligned on strategic direction
• · Completed organizational structure review and job value evaluation system
• · Established mid-to-long-term incentive program, motivating core team's entrepreneurial drive

Chaotic organizational hierarchy, positions designed around people rather than roles, fragmented compensation system, difficulties in attracting and integrating core talent, and misalignment between strategy and organization.

Organizational structure top-level design + compensation system restructuring + core executive training camp + talent review and strategic alignment.

• · Established a five-level, ten-grade position system, standardizing dual tracks for management and professional careers
• · Integrated and optimized compensation structure, resolving new-vs-tenured pay inversion and internal equity issues
• · Completed strategic adjustment and talent review, clarifying 3-10 year talent acquisition plan

Lack of consensus on the ultimate industry direction, unclear second-curve strategy, and difficult strategic choices in transitioning from autonomous driving to embodied AI.

Second-curve strategy series workshops + industry research report + technology roadmap analysis + executive strategic alignment.

• · Clarified second-curve strategic direction, expanding from autonomous driving to physical AI
• · Established ongoing strategic discussion mechanism, significantly improving team cognition and judgment
• · Formed a clear technology-business-investment analysis framework supporting key decisions

Lost direction during rapid growth, increasing team confusion, cross-department conflicts, creative culture eroded by processes, and high risk of core talent attrition.

Mission and vision co-creation + in-depth employee interviews + organizational culture diagnosis + culture implementation plan.

• · Identified core company genes and cultural traits through company-wide interviews
• · Clarified mission and vision direction, providing a lighthouse for long-term decisions
• · Identified organizational culture pain points, established creativity protection and cross-department collaboration mechanisms