P2P talent shortage: 3 million Tencent product managers.

P2P talent shortage: 3 million Tencent product managers.

"A platform digs a product manager from Tencent with an annual salary of 3 million!" On March 30th, in a P2P industry talent exchange forum, an executive of a P2P company in Shenzhen revealed.

Compared with half a year ago, the salary of P2P talents has been greatly improved. "internet plus" has become a new development model of the country, and the annual growth rate of P2P business scale is several times or even ten times. P2P talents sitting on the tuyere have become the biggest pain point, and the talent gap may reach 20 million in the next five years. Sun Mingda, chairman of Jinrong Institute, said that at present, the whole industry is very impetuous, with many fake talents and frequent poaching, which is not conducive to the development of the industry.

It is reported that large P2P companies, such as Hongling Venture Capital and Jin Rong College, are opening their own financial colleges to train talents to alleviate the shortage of talents. At the same time, renting and lending talents have begun to appear in this industry, and the desire for talents has become a portrayal of P2P.

Local tyrants dig corners.

The wind of "internet plus" continues to blow. As the most representative P2P industry of Internet finance, although there are not many profitable platforms, the salary of talents in this industry is rising. Hiring a product manager with an annual salary of 3 million has caused a huge earthquake in the circle, because it took only 1 million to hire a P2P company president six months ago, and the cost of digging people in the P2P industry soared.

P2P industry lacks IT technical talents, and it is one of the paths to attack well-known Internet companies with high salaries to grab talents. At first, the high-end talents in P2P industry mainly came from IT famous enterprises, banks, small loan companies and fund companies. At present, talents at high, middle and low levels are poaching from each other, and those large or well-known P2P companies have become the targets of their peers.

"A small team manager of our branch went to other P2P and was directly promoted to director, and his salary tripled! Talents in the whole industry are not called pulling out seedlings to encourage them, because there is no need to pull out seedlings to encourage them, and they can be used directly. " Sun Mingda said.

The explosive development of a cutting-edge industry has triggered a talent famine. According to the statistics of online loan home, by the end of 20 14, the number of P2P companies was 1575, with a cumulative turnover of 252.8 billion yuan, 2.39 times that of 20 13. Industry insiders predict that P2P companies may reach 1 10,000 in the next few years, and the market scale will exceed 2 trillion yuan.

Luo Mingxiong, president of Jingbei Finance, revealed that the scale of many P2P companies he investigated has grown rapidly, and this year it is planned to increase by 200%- 1000%. Even people who have doubled in size are embarrassed to say that the biggest problem in this industry is the lack of talents.

"We may get on the plane at 20 15, but we don't have a pilot. What should we do? " Financial stakeholders in Beijing North believe that P2P will usher in faster development, and the talent gap will reach 20 million in the next five years.

Just like the flip side of a coin, there are many chaos behind the shortage of talents. Being poached and job-hopping makes the company's cost increase, and the pressure on enterprises is particularly great. At present, there are more than 654.38 million P2P employees. How to face the increase of tens of millions of people in the next few years? This will be an important test for the future P2P platform, that is, to seize the talent as king, otherwise the development speed will be blocked.

Some P2P bosses began to take the initiative. Behind the P2P transaction scale war, the talent war has quietly started. In addition to recruiting in colleges and universities, our reporter learned that some companies even take the form of leasing and temporary borrowing, and all kinds of strange tricks are frequent to alleviate the pressure of talent shortage.

In the golden age of P2P industry, the treatment provided is also very high. Why is it difficult to recruit talents? "The reputation of P2P is not very good, and the trust of the whole industry is not enough. it is inevitable to attract traditional financial and IT talents with high salary, but high salary is not everything." A retail credit officer of a joint-stock bank said that he had recently received olive branches from several P2P companies, but he was not impressed by them. He prefers traditional financial institutions with big backgrounds.

"Pig" on the tuyere

In the past two years, P2P put winning by scale first, but this year this strategy has changed in many companies, and they have quietly put talent strategy first.

20 15, the fierce P2P war has evolved into a fierce competition for talents. "In 20 15 and 20 16 years, the talent gap of Jin Rong Institute is about 2500!" Sun Mingda said that it has been arranged. On the one hand, the company runs its own financial college for batch training, on the other hand, it cooperates with outside companies to introduce talents.

It is understood that in 20 13, there were less than 300 employees in Jin Rong, and in 20 1200, the number of employees increased four times a year. Its business scale is 2065438+the turnover at the end of 2003 is10.2 billion yuan, with more than 60 million yuan to be collected; At the end of 20 14, the transaction scale reached 10 billion yuan, with 600 million yuan to be collected. Then, its employees quadrupled, while its business expanded by 10 times. This is the reason for the shortage of talents behind P2P. A large number of people have increased, which has promoted a large number of business transactions.

P2P giant Hongling Venture Capital is also constantly recruiting people. Sun Fuhao, dean of Hongling Venture Capital Internet Finance College, revealed that the company planned to recruit hundreds of people this spring, but last spring they only recruited dozens of people. After recruiting people, we started training. "It is very important to invite famous teachers to class, but you can't invite some famous teachers!"

Previously, Hongling Venture Capital recruited interns to quench their thirst, not only including food and shelter, but also offering a monthly salary of more than 2,000 yuan. "Without him, he went to the bank. All P2P priority strategies are talent priority strategies. If we still talk about strategic planning, system construction and cultural construction as in the past, it will definitely be out of date. " Sun Fuyou is a good name.

The reporter learned that large P2P companies can also select professional financial talents from banks, small loan companies and other institutions, but some small P2P companies are particularly short of talents, often recruiting people from non-financial industries, and some of them will be employed one day, and the risks can be imagined.

In addition to massive recruitment, how to retain existing talents is also the pain point of P2P. Some P2P companies claim to keep people with virtue, and some P2P companies play the family card. Zhang X, CEO of Qianbaba Financial Holdings Co., Ltd. said that the industry is particularly impetuous at present. In addition to external talent recruitment, internal talent training is also particularly important.

Sun Mingda focuses on building a large-scale and streamlined enterprise. "I hope to live with employees for a lifetime, so that talents with excellent conduct can survive in the enterprise; In other words, people who do not suppress evil, are impractical or have no ability can't survive. We advocate both ability and political integrity for talents. "

Almost all P2P bosses realize that talents will be the top priority in 20 15 years. "Because sitting on the tuyere, even pigs can fly. The key now is to have enough talents to support the growth of scale! " Several P2P practitioners have expressed similar views to reporters. There will definitely be fake P2P in the future. Because of low professional quality and problems in risk control, fake talents cannot bear the high-risk nature of finance.

According to the statistics of online loan home, there were 275 P2P platforms that had difficulties in withdrawing cash or closed down in 20 14, nearly four times higher than the 76 problem platforms in 20 13. Zhang Jun, CEO of Paipai Loan, predicted that in 2065, there will be 1/3 platforms in 438+05, that is, nearly 500 P2P companies will face bankruptcy.

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