Chindata Group is well aware that talents are the cornerstone of the company's development. It attaches great importance to and continuously upgrades talent management, taking talent planning as the starting point, so that sufficient and high-quality talents can closely accompany the Group's strategy and business development.

1. The Group regularly conducts "organizational and talent stocktaking" at all levels. Based on business development, it fully inventories and discusses talent strategies, and determines talent needs and supply methods in stages.

2. The Group has formulated a "talent tracking strategy" to find top talents in the industry as the Group's talent reserve. We focus on three major categories of talents: management talents with excellent leadership, professional leading talents with deep expertise in various business fields, and high-potential talents in the external market who are worthy of exploration, training and development.

At the same time, the Group divides potential candidates into different echelons based on strategic needs and multiple factors such as work experience and professional abilities of potential candidates, and formulates potential candidate pool lists respectively to ensure that each professional echelon of the Group has candidate talents. At the same time, the Group regularly communicates with potential candidates to understand talent needs and market trends, and regularly updates the list of potential candidates.

3. Based on the urgent needs of the business and the upgrade of the professional capabilities of the team, the Group generates a recruitment demand forecast for 2022， using different methods and multiple channels to expand the talent pool for different positions, which can be divided into the following types:

(1) In view of new business needs, new job requirements, and market talent scarcity and other important and difficult positions that are difficult to quickly recruit and navigate: quickly sort out talent portraits with business departments, understand market talent information in related industries, and adopt directional market mapping after consensus focus. Targeted contacts are made to attract talents. If necessary, we will also cooperate with headhunting companies that specialize in specific talent fields to reserve and attract talents in advance.

(2) For existing stable positions in mature businesses, the Human Resources Department advocates and encourages internal referrals from current employees, and has established and improved the "internal referral bonus mechanism". Through internal employees' familiarity with the industry and network resources, Bole incentives are promoted within half a year and actively mobilized Department-directed referrals.

(3) For basic positions or positions with high demand or with talent gaps, it is necessary to ensure the quality of recruitment, recruit in large quantities in a short period of time, and quickly replenish them through the use of project-based RPO methods.

4. While enriching its own talent pool, the Group also provides targeted talent management strategies and development plans for internal talents. We also fully consider the needs feedback of talents, and constantly optimize our human resources management system and employee rights and welfare protection system in order to attract more outstanding talents in the future, continue to practice the development of talents and the Group, and make talents the core competitiveness of the Group.