Besides Huawei, Tencent, Baidu and Ali, are there any big technology companies in Shenzhen that are recruiting people?

Alibaba Group adopts a dual-sequence career development system. The technical line is usually called the P sequence, which corresponds to the M sequence of the management line. P6 is equivalent to M 1, P7 is equivalent to M2, and so on.

Photo: Alibaba campus recruitment

As a technical line, P sequence, I * * * is divided into 14 levels, from P 1 to P 14. At present, the P 1-3 level hardly participates in school recruitment, and the lowest level starts from P4. According to the author's understanding, at present, the bottom of Alibaba Group's school recruitment is mostly P5 and P6.

At present, the rank range with the largest demand in Ali is P6-P8, which is also the largest rank in Ali Group. P6 programmer is a senior engineer, P7 is already an expert and P8 is a senior expert. Generally speaking, well-known Ali programmers in Jianghu are at least P8. The existence of P 10 level is the legendary Great God level, and the programmers at this level are well-known in the industry, such as Chu Ba and Bi Xuan.

InfoQ collected the salary level and the number of shares under Alibaba's rank system. Please refer to the following table for details:

The salary structure of Alibaba employees is generally 16, and a good team can get more year-end awards. In addition, with the passage of time, Alibaba has shown opposite momentum in salary and stock, with a relatively large increase in salary and a significant decrease in the number of stock grants. It is understood that about seven years ago, an employee of Ali P7 could get 2,400-3,200 shares, but now the number of reward shares at P7 level is 800- 1.200 shares, which can only be obtained after two years' work and completed in four years.

The cash part of Ant Financial is similar to Alibaba's salary, but the option part is relatively loose. In the early days, I even got 20,000-30,000 shares, and now I can get 2,000 shares at the P7 level. But what is certain is that when Ant Financial is successfully listed, the shares granted to new employees will be reduced accordingly.

Tencent article

Not long ago, Tencent just announced its rank adjustment, canceling the original rank system design of six grades, such as18 (1.1-6.3), and optimizing the professional rank system to 14 (4- 17).

In Tencent, the technology line belongs to the T sequence before. In Tencent's hierarchy, T3 level is already the upper limit of many people, and T4 level, which is well-known in the rivers and lakes, is worthy of being called a teacher by technical enthusiasts at various technology sharing meetings. T5 level is also rare in Tencent as a whole, with Yu Yun of Xuanwu Lab and Jia Jiaya of Youtu Lab as the representatives.

InfoQ collected the salary level and stock value under Tencent's new rank system, as shown in the following table:

It is worth mentioning that, although under the old rank system, the title of the whole T3 series is senior engineer, but the wage gap between each small rank range is not small. T3-3' s salary is 30-60W/ year higher than T3- 1, and 3- 1 has almost no stock. After adjusting to a numerical sequence, such a gap will look more reasonable.

Tencent's salary structure is generally 16 salary, but actually there are many teams with 18 salary from the quotation. There is a big gap in salary and stock between different professional lines of Tencent. Tencent games team's salary and year-end bonus are generally higher, while Tencent Cloud's stock share is higher than that of the game team.

Baidu article

Baidu gives the most cash in the whole BAT.

Like Tencent, Baidu's technology line is also a T-sequence, and T5 and T6 are the levels with the largest proportion of technology lines. Generally speaking, T5 is a senior engineer and T6 is a senior engineer of Baidu, but in fact, the title of Baidu is not as important as rank. Starting from the T7 level, I started to lead the team and manage things like that. After I rose above T7, I basically stopped writing code. T 10-T 12 is very small. The representatives are Andrew Ng, the former chief scientist of Baidu, and T 10 Tiancheng, Baidu's youngest.

InfoQ collected the salary level and stock value under Baidu ranking system. For details, please refer to the following table:

Baidu's salary structure is 14.6 salary, which is characterized by the fact that the cash part of salary is the most among the three BAT companies.

Huawei article

Strictly speaking, Huawei is not an internet company, and online ranking and salary data have not been investigated and reported on Huawei. InfoQ specifically understands the salary system behind Huawei's technology line for reference.

The rank system of Huawei technology line is a digital sequence, which is similar to Tencent's new sequence. Huawei has a saying that the income situation is very good: a small hurdle in three years and a big hurdle in five years. It means that after joining Huawei, most of them rely on wages within three years. After three years, the bonus is gradually considerable, and after five years, the dividend is gradually considerable. In fact, according to InfoQ's survey, the same is true. The longer you work at Huawei, the more bonuses you get, and the larger the dividend scale. 20 15 Chen Lifang, the current senior vice president of Huawei, mentioned in a lecture at Peking University that the longer the struggle, the more cost-effective, and wages become pocket money.

InfoQ collected the salary level and stock value under Huawei's rank system, as shown in the following table:

Inside Huawei, except for salary, the bonus scale is not too large, especially in the terminal department. In addition, Huawei also has a virtual stock called TUP:

According to the pre-announcement of Huawei's 20 15 virtual restricted shares dividend, the dividend per share is 1.95 yuan, with an appreciation of 0.9 1 yuan, totaling 2.86 yuan. After working for five years, it can basically reach 15 level, 90,000 shares (including TUP), and the dividend+appreciation reaches 286 * 9,000 yuan = 257,400 yuan. After 10 years' work, 17-level allotment generally exceeded 200,000, pre-tax dividend+appreciation exceeded 500,000, while 23-level virtual stocks exceeded 2 million shares, and pre-tax dividend+appreciation exceeded 5 million. (Data are for reference only)

Huawei's annual dividend income is not fixed. Dividends per share in 20 13 years 1.47 yuan, 20 14 1.90 yuan, 20 15 years, and 65,438 yuan per share in 20 16 years. Although the annual income is unstable, for Huawei employees, it is already a welfare that makes outsiders jealous.

Title article

The headhunters interviewed by InfoQ said: We headhunters generally don't take the headline ranking system as a reference. Generally speaking, headline's cash salary is 25%-40% higher than that of BAT, which is also the salary structure of 16. Job-hopping to the headlines pays more attention to cash compensation than ranking.

How difficult is the internal technology promotion of BAT?

Although the technical post of BAT is set at a very high rank with enviable salary, in fact, many people will be stuck in a certain rank for many years, and the accumulation of work experience will not bring about a smooth promotion at work.

Take Alibaba's technical post as an example. Many people can get P5 and P6 when they first join the company, but upgrading from P6 to P7 is a hurdle, and many people will stay at P6 for one or two years or even longer. And it is even more difficult to go from P7 to P8. Further up, it will be more difficult to upgrade from P8 to P9, which requires not only industry influence, but also enough luck. From P9 to P 10, the difficulty is going up a flight of stairs. The headhunter bluntly said: "This level requires products such as nails and salted fish to have a chance." When I was successfully promoted to P 10, it was already the M5 level of the management line. When I had the opportunity to enter the organization department of Ali, there were very few technicians at this level who jumped ship, and they usually went out to start a business.

Tencent's technology promotion is not easy. Under Tencent's old rank system, T3-3 liters T4- 1 is a big hurdle. There are not a few people who have stayed in T3-3 for more than five years, and some have stayed for seven years. Once you enter T4 level, you will become an expert engineer of Tencent. Tencent has nearly 20,000 R&D personnel, and there are probably no more than 500 people at T4 level. This is also the case that the number of people at T3 to T4 levels has increased in the past two years.

The first hurdle of Baidu's technology promotion is T5 to T6, and the higher it goes, the harder it becomes. But in contrast, Baidu's technology promotion is slightly easier. According to the headhunter, even the promotion of Baidu executives is relatively smooth, and there are no big mistakes and mistakes, and they can generally be promoted smoothly.

The promotion rules of engineers vary from company to company. Take Ali as an example, an engineer's defense is organized every April. The jury is composed of senior programmers of Ali Technology Line, and the employees whose performance appraisal reaches 3.75 are examined and defended, and those who pass are successfully promoted. Of course, if you can make a product that makes the gods cry, it is not difficult to jump to the next level.

Solid basic skills and excellent technical ability are the * * * characteristics of the promotion of technical line subordinates. However, technical ability is no longer the only important assessment standard when developing to the middle and advanced technical route. Not having a good sense of products, having done a complete technical framework, understanding business pain points and business thinking are all essential elements for promotion.

For those big Internet companies with gold-lettered signs, many programmers and computer majors have a heart of "although they can't come, they yearn for it". Danny, a well-known headhunter interviewed by InfoQ, suggested:

Programmers go to big factories in stages. In the school recruitment stage, graduates try to go to the core departments of big factories, which are rich in resources and growing rapidly, such as Nail of Alibaba, Tencent Cloud of Alibaba Cloud and Tencent, and games.

The most common mistake many young programmers make in their work is not a technical mistake, but the limitation of their thinking mode. After all, most Internet companies in China are still business-driven models, and technology is the strong support behind business development, while technology-driven business models are rare. Therefore, young programmers must cultivate product awareness and take the initiative to understand the business, in order to be promoted from a simple Crud Boy to a senior technician or even a technical manager.

When making a plan, think clearly about what you want. From the perspective of salary alone, BAT is not the fastest choice to realize cash. Going to a big factory can have good resources, a higher rank, and even a chance to clean up the mess and stand out. In startups, everything is lacking, and generalists are more popular. When preparing for an interview, you should make several preparations:

1. Basic skills are solid, and search engine-oriented programming can be done at work, but the more you know in the interview, the better;

2. Clarify the needs of interview positions, and work hard to strengthen shortcomings and refine highlights;

3. Fully understand yourself, understand the boundaries of your abilities, and don't write "I am responsible, I am proficient, I am responsible" on your resume.

4. Exercise communication skills. Good communication skills are a big advantage in the interview.

What does the technical director think of rank?

InfoQ interviewed two CTO with technical background and asked them what they thought about rank and salary.

Kong Lingxin, CEO of Shell Jin Fu Company:

I don't care about the ranking, it mainly depends on where the interviewer is from. If the candidate comes from some big companies, his ranking may be a reference value. But some small companies have a messy team. I have recruited people who used to be CEOs to be directors on our side, even just VP or Commissioner.

What do I value in recruitment? First, being smart is not only a strong learning ability, but also a strong self-iterative ability, no matter whether he can accept opinions and self-iterate under frustration or pressure. These can be asked through interviews and some interview questions; Second, morality is better. We are in finance, so we value this more. If this person is selfish, he can't even shake his moral values. We also have some targeted interview questions and cultural issues to check the moral direction.

But many times I pay more attention to a person's growth. Potential is actually a very important thing. If you can find a potential person and recruit him into the company, he will grow with the company. First, he has a high sense of identity and belonging to the company. The second is that the salary at the beginning doesn't need to be that high. Many people with high salaries and high positions will form some bad habits in other places. It's still annoying to bring these bad habits here and slowly sharpen them.

Nowadays, many companies refer to the rank system of large companies for the simple reason that it is like a currency, and it has liquidity. Ranking at least gives everyone a reference and benchmark, so that you can refer to find the best group of people or know where you are. This is a hidden rule and a clear rule.

The ranking is more about ability matching, so if every company aims at ability matching, the ranking is actually relatively transparent.

Hong Qiangning, founder and CTO of Ain Interactive:

During the interview, I will pay attention to the job content and work status of the candidate. Rank may have an impact on the job content, but I will not pay special attention to the rank itself. Every interviewer will have his own perspective. I generally pay attention to the candidates' curiosity about new technologies, the pursuit of elegant code architecture, the sensitivity and driving force of finding and solving problems.

After the interview, we will grade the candidate's ability according to the interviewer's feedback, and then communicate with the candidate's salary within the salary range corresponding to the rank. The rankings of different companies cannot be simply compared. After entering Ain, the promotion channel will continue to be open, and talent inventory will be done once every six months to confirm whether it is necessary to adjust the rank according to the ability improvement. I still hope that everyone will focus on improving their ability.

It can maintain the overall fairness of team treatment and avoid the old and new hanging upside down, that is, the treatment of new employees greatly exceeds that of old employees. With the rank system, the corresponding relationship between ability, rank and salary is established, and the salary is ultimately determined by ability. Even if the salary does not match the ability for a period of time due to special reasons (such as competitive applicants' entry or interviewer's misjudgment), it can be corrected in the future grading adjustment.

It can intuitively reflect the team echelon construction, give higher-level employees more rights and responsibilities, and constantly cultivate the growth of lower-level employees, which is conducive to the long-term healthy development of the team.

Employees can understand their growth through the promotion of ranks, and consciously learn and adjust their work status to make progress. Of course, this may also bring some side effects, that is, it may make employees become promotion drivers, and only choose things that help individuals to upgrade their ranks, not necessarily things that are beneficial to enterprises. Managers can gradually open the rank information according to the development stage of the company.

In the past, I could only look at the rankings of Internet companies, but now I can finally look at the doorways. In fact, on the route of technological development, a term called "career ladder" has gradually emerged. The purpose of career ladder is to make talented technicians have more possibilities for career growth and promotion, and at the same time do not need to take the management route. At present, career ladder is popular in Silicon Valley. With the continuous development and prosperity of Internet technology in China, western learning is spreading to the east, and future technicians in China will be able to write codes all the time after they are 5 or 60 years old.