Don't panic, America; this is just civilian technology.

On the other hand, Zhang Chi had no idea that the resistance organization in Syria was actually preparing to use the Wildcat remote-controlled toy car for military purposes.

If Zhang Chi knew, he would probably be both amused and exasperated.

After all, he could guarantee that when he upgraded the Wildcat remote-controlled toy car, he really didn't consider using it for military purposes.

The reason for the enhanced load-bearing capacity is to support various DIY applications and increase its selling points.

However, compared to the situation in Syria, Zhang Chi is currently facing a real headache.

"Boss, our company has achieved very good results in the Wildcat remote control toy car market."

To date, more than 40,000 Wildcat remote-controlled toy cars have been sold, generating revenue of over 100 million yuan.

But in the eyes of those top-notch R&D talents, we were just a small company, and they all rejected our offers.

As he spoke, Zhang Guan, the head of the technology research and development department, was genuinely gritting his teeth.

After all, the plan to develop FPV camera modules and FPV head-mounted display devices had already been approved by the boss and received his full support.

Ultimately, the problem arose from the inability to recruit top-notch R&D talent, which was infuriating.

But they looked down on Anle Toys and didn't want to join them.

What can you do if you directly reject Anle Toys' offer?

It's impossible to kidnap them and force them to work at Anle Toys; that would be illegal.

"If we can't attract top-tier R&D talent, what about second-tier R&D talent?"

Zhang Chi inquired about Zhang Guan, the head of the technology research and development department.

These R&D talents can actually be divided into top-tier, first-class, second-class, third-class, and mediocre.

Top-tier R&D talent refers to R&D personnel at the academician level.

Anle Toys Company could forget about recruiting academicians or other top-level R&D talent to work for them.

As for top-notch R&D talent, in China, those are the four "Young Talents" who hold titles such as Yangtze River Scholar, Outstanding Young Scientist, Ten Thousand Talents Program, and Thousand Talents Program.

As for second-rate R&D talents, in China they are the "Four Little Young Talents" who hold titles such as Excellent Young Scientists Fund, Young Yangtze River Scholar, Young Outstanding Young Scientist, and Overseas Excellent Young Scientist.

As for third-rate R&D talent, that is, R&D talent who has not obtained any academic titles.

They have some research and development experience, but they are actually just ordinary people, working quietly behind the scenes, occasionally producing some impressive scientific research results.

As for those who are not up to par, they are R&D personnel who have only been out of school for a few years.

Because they had only been out of school for a few years and lacked experience, they could only do assistant-level R&D work. Even if they were put in charge of R&D, they could only make simple gadgets.

"Boss, some of those second-rate R&D talents are indeed interested, but they are all asking for exorbitant prices."

They didn't propose conditions we couldn't accept, such as demanding extremely high salaries or company stock, or they simply looked down on us.

After all, they were selected as one of the "Four Young Talents," which means they've secured a government job, so they wouldn't easily leave the government and join our Anle Toys Company.

As for second-rate R&D personnel outside the system, to be honest, the level of R&D personnel in the market is really uneven, and there is a lot of unreliable information.

After all, when you work for a company, the research results belong to the company.

Who made the biggest contribution to a certain technology, and what the percentage of each person's contribution was, is unknown to outsiders except for that company.

All we can do is look at their boastful resumes and then test their skills in actual work.

To be honest, this kind of behavior really involves a gamble; if you encounter the wrong person, the research and development will fail.

Not only will it waste a lot of time, but it will also wipe out a huge amount of research and development funding, causing us heavy losses.

As he spoke, Zhang Guan, the head of the technology research and development department, felt a great headache coming on.

He can actually understand why those companies collectively implement a strategy of "de-personalizing contributions and emphasizing team contributions".

After all, it would be risky to publicize the significant contributions made by certain R&D personnel in one's company, or the technologies they developed.

Isn't this tantamount to publicly welcoming other companies to poach their talent?

Faced with offers from other companies that are several times higher in salary or even equity, which R&D staff member could resist the temptation?

Moreover, this kind of behavior of publicizing someone's great contributions to the company is actually not conducive to the executives' control of the company.

However, this behavior has indeed resulted in a wide disparity in the level of R&D talent in the market, making it difficult to categorize them into specific grades.

Of course, there is a way to break the deadlock, simply because there are special companies in this world called headhunting companies.

They possess intelligence on various companies, knowing which companies have R&D talent, management talent, marketing talent, and other top-secret information such as their resumes.

As long as you pay them, they will act as matchmakers, introduce you to each other, and recommend him for a job at your company.

But the problem is that people like to move up in society. They have a good position and a good income in their original company, so why would they switch jobs to work for your company?

If you are a well-known large company like BYD, Tencent, Alibaba, or Baidu.

They would certainly be very happy to agree, but Anle Toys is just a small company, a company that deals in niche toys like RC model cars.

Those second-rate R&D talents naturally wouldn't accept Anle Toys' offer, and even if headhunting companies helped connect them, it wouldn't be of any use.

"Since first-rate and second-rate R&D talents look down on us, then we'll rely on those third-rate R&D talents with many years of R&D experience."

Who says third-rate R&D personnel can't get things done? Many scientific research achievements are actually made by third-rate R&D personnel.

Moreover, those so-called first-class and second-class R&D talents may not necessarily be really strong; some of them are definitely overrated.

After all, how many news stories are there every year about people stealing the research results of their students or subordinates? We should believe that even third-rate R&D personnel can get things done!

Zhang Chi spoke decisively, making his decision.

"That's all we can do, but with this, I'm no longer entirely confident that the research and development plan will succeed."

After hesitating for a moment, Zhang Guan finally said those words.

Because his boss trusted him so much, he couldn't keep quiet about it, causing the company to suffer heavy losses and betraying his boss's trust.

"Don't worry, I believe in you."

Zhang Chi said with a smile.

This unlimited enhancement system can enhance not only the factory, but also the employees.

He wanted to try strengthening the company's R&D staff.

Can we upgrade the company's third-rate R&D talent into second-rate or even first-rate R&D talent?

Thinking of this, Zhang Chi silently recited to the Infinite Enhancement System:

"I want to directly enhance Zhang Guan. Will he notice this and thus expose the system's existence?"