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配当を出さず稼ぎを再投資する、黒字で財務も底堅い会社
無線信号を扱う半導体という専門分野で高い技術を持ち、スマホメーカーに欠かせない部品を供給する点が強み。通信規格が新しくなるほど必要な部品が増え、技術の蓄積が生きる。自動車や防衛、産業向けへ事業を広げて、スマホと大口顧客への依存を和らげようとする立ち位置にいる。少数の有力企業で市場を分け合う分野でもある。
スマホやタブレットが電波で通信するために必要な、無線信号を扱う半導体の販売が収益の柱。電波の送受信や信号の増幅・選別を担う部品を設計し、スマホメーカーに供給する。通信規格が新しくなるほど、必要な部品が増え高度になる。スマホ向けを中心に、無線通信のチップを供給して稼ぐ構造になっている。一部は自動車や防衛、産業向けにも広げている。
スマホ市場が頭打ちになったり、大口顧客の販売が鈍ったりすると、業績が大きく落ち込む。特定の大口顧客への依存が高く、その注文の増減に業績が振られる弱さを持つ。顧客が部品を自社開発に切り替える動きや、競合との価格競争、半導体の在庫調整も、収益の重しになりうる。
配当を出さず、利益を無線技術の開発と、自動車・防衛など新しい用途への展開、効率化に振り向ける経営。スマホと大口顧客に偏った収益を、新しい用途へ広げて和らげながら、通信規格の進化を取り込み、技術の蓄積を生かして稼ぐ力を保つ方針が特徴になっている。
スマホの販売台数と、大口顧客の動向、通信規格の進化に依存する。スマホ市場が伸びるか、一台あたりに使われる無線部品が増えるか、大口顧客向けの比率をどう保つか、そして自動車や防衛など新しい用途へ広げて依存を和らげられるかが、業績を左右する大きな前提になる。
資産 $5.8B のうち、借金などの負債を引いて株主のものと言えるのは $3.3B（57%）。
借金が軽く手元資金も厚い。安全度は最高水準
この判定で見た指標: 流動比率・自己資本比率・D/E。
無配
配当を出さず、稼いだお金を成長のための投資や借入の返済に充てる段階です。利益を会社の中で再投資して価値を伸ばすことを優先しています。
従業員数は在籍する人数、採用人数は年度中に新しく採用した人数です。年度は会社ごとの会計年度で、会社（発行体）単位の開示値を掲載しています。
従業員数 5/5年度・採用人数 0/5年度に数値あり。 未確認は0人を意味せず、非開示は会社が開示しないと明示した項目です。
| 会計年度 | 従業員数 | 年間採用人数 |
|---|---|---|
| 2022 | 下限 8,900人フルタイム・パートタイム | 未確認 |
| 2023 | 下限 8,500人フルタイム・パートタイム | 未確認 |
| 2024 | 約8,700人フルタイム・パートタイム | 未確認 |
| 2025 | 約6,200人フルタイム・パートタイム | 未確認 |
| 2026 | 約5,200人フルタイム・パートタイム | 未確認 |
FTEは労働時間を常勤換算した値です。常勤のみ・年平均などの定義、単体・連結の範囲、買収による変化は年度で異なる場合があります。5年分の数値があっても、同じ条件で比較できるとは限りません。
trive to meet these objectives by offering competitive pay and benefits in a diverse, inclusive and safe workplace and by providing opportunities for our employees to grow and develop their careers. As of April 2, 2022, we employed over 8,900 full and part-time employees in 22 countries. By region, approximately 57% of our total employees were in the Americas, 37% in Asia and 6% in Europe. Approximately 60% of our global population was in engineering or technician roles. Competitive Pay and Benefits We provide compensation and benefits packages that we believe are competitive within the applicable market. We use a combination of compensation and other programs (which vary by region and salary grade) to attract, motivate and retain our employees, including semiannual performance bonuses, stock awards, an employee stock purchase plan, retirement programs, health savings and flexible spending accounts, paid tim
trive to meet these objectives by offering competitive pay and benefits in a diverse, inclusive and safe workplace and by providing opportunities for our employees to grow and develop their careers. As of April 1, 2023, we employed over 8,500 full and part-time employees in 23 countries. By region, approximately 55% of our total employees were in the Americas, 38% in Asia and 7% in Europe. Approximately 61% of our global population was in engineering or technician roles. Competitive Pay and Benefits We use a combination of compensation and other programs (which vary by region and salary grade) to attract, motivate and retain our employees, including semiannual performance bonuses, stock awards, an employee stock purchase plan, retirement programs, health savings and flexible spending accounts, paid time off, family leave, family care resources, flexible work schedules, employee assistance programs, tuition a
rive to meet these objectives by offering competitive pay and benefits in a diverse, inclusive and safe workplace and by providing opportunities for our employees to grow and develop their careers. As of March 30, 2024, we employed approximately 8,700 full and part-time employees in 23 countries. By region, approximately 56% of our total employees were in the Americas, 37% in Asia and 7% in Europe. Approximately 62% of our global population was in engineering or technician roles. Upon completion of the transaction to divest our assembly and test operations in China on May 2, 2024, approximately 2,600 of our employees became employees of Luxshare. Competitive Pay and Benefits We use a combination of compensation and other programs (which vary by region and salary grade) to attract, develop, motivate and retain our employees, including semiannual performance bonuses, stock awards, an employee stock purchase plan, retir
rive to meet these objectives by offering competitive pay and benefits in a diverse, inclusive and safe workplace and by providing opportunities for our employees to grow and develop their careers. As of March 29, 2025, we employed approximately 6,200 full and part-time employees in 23 countries. By region, approximately 78% of our total employees were in the Americas, 11% were in Asia and 11% were in Europe. Engineering or technician roles comprise approximately 64% of our global workforce. Competitive Pay and Benefits We use a combination of compensation and other programs (which vary by region and salary grade) to attract, develop, motivate and retain our employees, including semiannual performance bonuses, stock awards, an employee stock purchase plan, retirement programs, health savings and flexible spending accounts, paid time off, family leave, family care resources, flexible work schedules, employee assistanc
ive to meet these objectives by offering competitive pay and benefits in a collaborative and supportive workplace and by providing opportunities for our employees to grow and develop their careers. As of March 28, 2026, we employed approximately 5,200 full and part-time employees in 23 countries. By region, approximately 75% of our total employees were in the Americas, 14% were in Europe and 11% were in Asia. Engineering or technician roles comprise approximately 68% of our global workforce. Competitive Pay and Benefits We use a combination of compensation and other programs (which vary by region and salary grade) to attract, develop, motivate and retain our employees, including semiannual performance bonuses, stock awards, an employee stock purchase plan, retirement programs, health savings and flexible spending accounts, paid time off, family leave, flexible work schedules, employee assistance programs, tuition ass
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