How to treat the 50 million year-end bonus of quantified private placement core employees?

Personally, I think this is only a small part of the core staff. The private equity industry in the big environment does not have such a high year-end award.

The recruitment threshold of quantitative private placement is very high. Many core employees are generally postdoctoral and master's degree, and have a considerable degree of in-depth research on physics, statistics and computer science. When analyzing the trading objects, we should summarize these learned knowledge and find out the distribution law of trading objects. Create a financial transaction model. In this way, enterprises can easily obtain very high profits while saving manpower and funds. But the threshold of private equity industry is quite high. And the comprehensive ability and quality of core personnel are very demanding. So only a few core employees can get such a high year-end bonus.

One: What's the matter?

According to news reports, a financial industry practitioner learned that his year-end bonus was 50 million when chatting with friends in the private equity industry. Personally, I think this should be the core technical personnel in private placement. At present, the construction of private equity financial model requires very high comprehensive ability and thinking logic of employees. So they can get such a high year-end bonus, which I personally think is their own labor income. But in the big environment, it is impossible for many private equity industries to have such a high year-end bonus.

Second, the quantitative private equity industry has a higher threshold for employees.

The threshold for quantifying employees in the private equity industry is extremely high. Many employees are postdoctoral and master students, and most of them focus on physics, statistics and computer science. Their main task is to select a specific market transaction object and analyze and summarize all its transaction data. With the knowledge of mathematics and statistics, we can find an applicable rule. So as to create an automatic financial transaction model. Once their model is successful, they can get a lot of income in the secondary market. However, if their trading patterns are misjudged, it may also lead to many of their own investments becoming Shui Piao.

Three: Many private equity industries don't have such a high year-end bonus.

Many private equity industries don't have such a high year-end bonus. The current private equity industry itself is a high-risk industry. On the one hand, the success of many projects is lucky. On the other hand, once the project is misjudged, it will suffer heavy losses. Many companies will reserve funds in case of bankruptcy caused by employee turnover. Therefore, many private equity firms will not give too much to their employees as year-end awards.