From: HR Human Resources Growth Club
Salary correspondence table (technical line) for newly recruited employees of large Internet companies ~
△ Image data source: Zhihu Zengjia
The above table does not exclude extreme incomes, but it can at least include part of the income of the same rank. This table is the rank and salary of newly recruited employees in the "technical line". The non-technical line (such as products, operations, sales, etc.) and the situation of old employees will differ from the scope of the figure. Taking school admissions as an example, the revenue of the product line is about 80% of the technology line, and the revenue of the operation line is about 65% of the technology line.
The big Internet companies represented by BAT have always been the eyes of job seekers. The "big factory experience" is no different from a gold signboard in the domestic employment environment.
For enterprises and HR, the rank rules of large factories are also the benchmark of the entire industry. From small and medium-sized enterprises to large enterprises, everyone hopes to find a place where they can refer to and learn from.
Sanlang helped you organize a salary, rank, assessment, promotion conditions information, including Alibaba, Tencent, Baidu, ByteDance, Huawei, Jingdong, Meituan, Didi, Xiaomi 9 Internet manufacturers.
Let's take a look at how the big factory sets up the salary rank system ↓↓↓↓↓
(A lot of content, it is recommended to collect it and watch it slowly)
Alibaba
1
Global employees
As of December 31, 2019, the total number of employees was 116,519.
2
Job rank
Alibaba Group adopts a dual-sequence career development system:
A set of systems is an expert route [P sequence = technical post]. Programmers, engineers, and talents in a certain professional field are divided into 14 levels, from P1 to P14. At present, the minimum school recruitment starts from P4.
A system is the M route, which is the manager route [M sequence = management post], from M1 to M10.
Generally speaking, fresh graduates just start to work in Ali as P5, after working for 1-3 years, they are promoted to P6, and Ali usually allocates stocks until P7.
At present, the ranks with the highest demand for Ali are distributed in P6-P8, which is also the largest level of the Ali Group. The programmer title at the P6 level is a senior engineer, P7 is already an expert level, and P8 is a senior expert. Generally speaking, the famous Ali programmers walking on rivers and lakes are at least P8 level. The existence of the P10 level is the legendary great god level. All programmers at this level are all well-known in the industry, such as Chu Ba and Bi Xuan.
3
Job compensation
Ali salary structure: generally 12 + 1 + 3 = 16 salary.
The bonus at the end of the year is 0-6 months salary, 90% of people can get three.
The stock can only be obtained after working for 2 years, 50% for the first time and 4 years for all.
When it comes to stocks, it's time to popularize common sense: stocks are used by companies to reward employee loyalty, so Ali has a number of years of exercise. It is really difficult to cash out after leaving, not to mention raising taxes. First of all, the attribution is subject to a tax of up to 45%, and then the restricted stock is obtained, and it cannot be sold immediately.
When it is finally possible to sell, you have to pay the personal income tax of the 20% share appreciation! More importantly, you must pay tax before you can belong to it, and you must use cash to pay tax! Therefore, the more you take, the more cash you take out first, and the liquidity risk in it cannot be underestimated.
4
Performance appraisal
Assessment content: performance and values account for 50% each
Assessment frequency: mainly quarterly assessment
Department sorting: 2-7-1 sorting
Personal sorting: 3-6-1 sorting
Assessment tool: KPI leading
Elimination criteria: two consecutive quarters, becoming the last 10%
Promotion conditions: last year's KPI reached 3.75
Evaluation form: Three-to-one assessment. For example, if you are a manager, the superior is the director, and the superior of the director is the vice president. When the director is evaluating the manager, the deputy president should participate, and also add the human resources of the corresponding department, so as to prevent "one word."
The performance scoring standard is divided into six grades, namely:
5
Promotion conditions
Eligibility for promotion: KPI of 3.75 last year
Supervisor nomination: General KPI is less than 3.75 Supervisor will not nominate
Promotion Committee Interview: The promotion committee is usually composed of the business partner of the partner, HRG, the business line, etc.
Promotion Committee Voting
If employees want to upgrade, such as upgrading from P6 to P7, they need to report their work. Through the promotion committee interview, the promotion committee is usually composed of your direct leader, partner business department leader, HRG, and business line leader.
Promotion to P8 and below, internal evaluation of subsidiaries; promotion to P9, group professional committee for review; M no independent nomination, M3 and below company one over one plus HR review; promotion to M4 for group management committee review.
P5 to P6 is relatively easy, and it will be more and more difficult to go up. Generally, P7 is a team technology leader. P6 to P7 are very difficult. It is not easy to go out from employees to management.
Tencent
1
Global employees
As of March 31, 2019, Tencent had 54,600 employees.
2
Job rank
Tencent announced last year that it would adjust ranks, abolish the design of the rank system at the 6th and 18th levels (1.1-6.3), and optimize the professional rank system to 14 (4-17). Correspondingly, it is replaced by "professional rank + title".
Although under the old rank system, the titles of the entire T3 series are senior engineers, the salary gap between each small rank is not small. The salary of the T3-3 level is 30-60W higher than that of the T3-1 level. Years, and there is almost no stock in the 3-1 level. After adjusting to a digital sequence, such a gap would seem more reasonable.
3
Job compensation
Tencent salary structure: generally 12 + 1 + 1 = 14 salary.
Tencent's standard salary is 14 salary, but usually can get 16-20 salary.
The year-end bonus depends on the profitability of the department, which is generally 3 months.
Tencent's salary structure is generally 16 salary, but in fact from the offer, there is no shortage of 18 salary team. There is a large salary and stock gap between different business lines within Tencent. Tencent's gaming team's salary and year-end bonus are generally higher, while Tencent Cloud's stock share is higher than the gaming team.
4
Performance appraisal
Evaluation content: Tencent's performance evaluation is divided into two parts, business evaluation and organization management evaluation, which is commonly referred to as performance evaluation and behavior evaluation, in which performance evaluation has a weight of 70% and behavior evaluation has a weight of 30%.
Evaluation frequency: Generally, the evaluation is conducted twice a year (June and December), and the end elimination system is implemented.
Performance scoring standard: Tencent's performance evaluation is divided into 5 levels-from 1 star to 5 stars, 5 stars is the best, 1 star may leave.
5
Promotion conditions
Tencent's promotion indicators mainly have two parts:
Hard indicators: based on years of work, years of stay in the previous level, assessment results (lower assessment results are difficult to promote, etc., but may be exempt from examination), the core level of the business in charge, whether there are major contributions, etc.
Answer (professional channel interview): In principle, the requirements for hard indicators before 2.2 are not high. From 2.3, the requirements for hard indicators are high and there are strict interviews.
Some Tencent employees said that under the new system, "the original 2.3 to 3.1 had to go to BG for an interview, and now they can be promoted internally, which is equivalent to issuing the upgraded authority.
Tencent's technical promotion is not easy. Under Tencent's old rank system, T3-3 to T4-1 upgrade is a big hurdle. There are not a few who stay in T3-3 for more than 5 years, and some stay in 7 years. Once entering the T4 level, it is Tencent's expert engineer. Tencent has nearly 20,000 R & D personnel, and the number of T4 level is probably not more than 500. This is still in the situation of the increase in the number of T3 to T4 levels in the past two years.
Baidu
1
Global employees
About 50,000 people
2
Job rank
Baidu's level structure is divided into four lines:
Technical sequence T: T3-T11, T5 / T6 are the backbone of the department, very popular
Product Operation Sequence P: P3-P11 Product and Operation Post
Logistics support department S: S3-S11 is mainly public, administrative, channel, etc., promotion is difficult
Management sequence M: Each level of M1-M5 is divided into two sub-levels M1A, M1B, the lowest is M1A, at least department second, Li Yanhong is the only M5.
Generally speaking, the staff is mainly concentrated in T5 / T6, in Baidu T5 is a senior engineer, T6 is a senior engineer, but in fact, Baidu's title is not as important as the rank. Starting from the T7 level, I started to do things to bring a team and do management. After I rose above T7, I basically didn't do things to write code. The number of people in T10-T12 is very small, and the representative figures include former Baidu chief scientist Wu Enda and Baidu's youngest T10 Lou Tiancheng.
3
Job compensation
Baidu salary structure: monthly salary × 15 (12 + 3)
T5 and above are key positions, and there are stocks, options, etc.
Year-end bonus depends on the profitability of the department, usually 3 months
4
Performance appraisal
Evaluation content: Baidu's performance evaluation is also divided into two parts, business evaluation and organization management evaluation, of which the performance evaluation weight is 70% and the behavior evaluation weight is 30%.
Evaluation frequency: Generally, the evaluation is conducted twice a year (June and December), and the end elimination system is implemented.
Performance scoring standard: Baidu performance is also 5 levels-from 1 to 5, 1 is the best, 5 may be gone. It is the opposite of Tencent.
5
Promotion conditions
The general situation of Baidu promotion is divided into 2 types, and the prerequisite for promotion is to achieve more than 4 before applying:
Nomination by yourself: When you feel that you already have the qualities of the next level, you can nominate yourself. After nomination, you enter the inspection period. The supervisor sets the objective of the inspection period. The inspection is promoted smoothly, and the inspection does not pass to maintain the original level.
Supervisor nomination: If it is a supervisor nomination, it is generally passed directly, but if your current level is already relatively high, it is not as simple as direct nomination. Generally there will be a technical committee composed of 4-8 people to review.
Byte bounce
1
Global employees
The number of employees in Byte currently exceeds 50,000
△ Image source: Byte Faner
2
Job rank
The byte-beating R & D sequence has a total of 10 levels:
The founder of ByteDance Yiming is level 5-1, fresh graduates are generally level 1-1, intermediate engineers are level 1-2, 2-2 are senior R & D talents, 3-1 are junior leaders, 3-2 are senior Leadership, 4-1, 4-2, 5-1, 5-2 belong to different levels of senior management.
In order to weaken the comparison brought by the grid, Byte requires the staff rank to be kept strictly confidential, and the title level is not talked about internally. One is to dilute the concept of titles, only when they need to speak out, can they see the management title in the general sense; the other completely disrupts the job number, and avoids the breeding atmosphere of seniority.
2
Job rank
The monthly salary base varies greatly between different series, and the overall technical base is high. For example, the monthly salary of 2-1 will be 20k +, and the package of 2-2 will be around 60w-100w (including options, it will probably account for about 30%). T2-2 level salary is about 40k, 500 shares / year.
As far as the students are concerned, the 20th school currently recruits 14, 15 salary, and many of the 19th school recruits can get 18 salary. The front-end development is about 20k, the product is 14-18, and the operation is about 10. ByteDance's cash compensation is 25% -40% higher than those of BAT.
The year-end bonus is generally 0-6 months, and will be distributed in March every year. For example, in September, the year-end bonus of 18.9-19.3 will be issued. Generally, the majority of the middle class is 15 salary. If the mid-year performance exceeds expectations by more than 2 months, the prize will be exceeded by the end of the year, which will be at least 7-8 months.
Toutiao's salary is adjusted once every six months, and only 30% of each time participate
Toutiao's monthly 1500 room supplement, as long as the subway / bicycle is within 20 minutes
Since the establishment of Toutiao, the tradition of big and small weeks has been retained, that is, there are two Sundays per month that require fixed overtime. Overtime, the company will settle the overtime fee for you at 120% of the salary. You can ask for leave.
Regarding options, options are relatively good only when there are 2-1 options, generally only when there are options for 2-2. Regarding options: the repurchase price is 20% off the market price. Owned option employees can be taken away.
4
Performance evaluation and promotion
There are eight levels of internal performance appraisal in ByteDance, from low to high F, I, M-, M, M +, E, E +, O, and will be forcedly distributed, corresponding to the year-end bonus and monthly salary percentage increase. M has the opportunity to raise salary. The promotion interview is also mainly based on performance evaluation.
The assessment is conducted twice a year, generally in March and September. The assessment method draws on Google's OKR + 360 mode:
The headline is the bimonthly OKR, you can see everyone's OKR on lark, know what everyone is doing, what are your big goals for alignment, and support what you are doing.
360 evaluation: Everyone can evaluate others and be evaluated by others, whether they are leaders or ordinary employees.
Huawei
1
Global employees
As of the end of 2018, Huawei had a total of 188,000 employees worldwide; of which, the total number of employees employed overseas exceeded 28,000.
2
Job rank
Huawei employee levels are classified as 13-22, and level 23 and above are high-level bosses. Huawei's intranet does not display their level. Each level is divided into A / B / C three sub-levels (technical posts are not divided into sub-levels).
Newly admitted undergraduates are generally 13C, generally 2 grades per year. This qualification is linked to your technical level (but sometimes it is not linked internally). The technical level is 7 levels in total, and there is only one of 7 levels. > ..... 1c), to put it visually, the technical level is the title, and the qualification is the level of treatment enjoyed.
Huawei's qualifications and technical levels are linked, which is defined as technical level +13 = qualification, such as technical level 3A, qualification is 3A + 13 = 16A. The rules are this way, there are also mismatches.
Most of Huawei ’s employees are within level 18, and the average Huawei employee who has worked for ten years is probably around 16-17, with a salary of about 600,000-700,000.
Level 18 is an important watershed, and ascending, it needs to be re-evaluated and defended. After passing, it is the leader / expert. Normally, Huawei employees can be promoted one grade a year and their wages can be raised each year, but wages above the 15th grade increase slowly. Of course, employees with particularly outstanding performance can also go up one level a year or even jump two or three levels. Level 19 and above belong to the leadership and expert positions. The company's intranet can find employees within level 22, and level 23 and above belong to very high-level bosses.
3
Job compensation
According to Huawei's financial report, Huawei's 2018 total revenue was 721.202 billion yuan, net profit was 59.345 billion yuan, and total salary cost was 146.584 billion yuan.
According to this estimate, in 2018, Huawei's average employee brought 3.8362 million income and 315,600 net profit to the company, and the per capita salary was 777,700 yuan. Of course, like BAT, Huawei has a large gap between the rich and the poor. Executives and old employees pay more dividends, which raises the average salary, and ordinary employees cannot get so much money.
Huawei's standard salary structure is: basic salary + year-end bonus + dividends, if the work location is in an overseas underdeveloped country, there will be additional subsidies.
The longer the service term in Huawei, the more bonuses, the larger the scale of dividends.
Huawei's annual dividend income is not fixed. In 2013, the dividend was 1.47 yuan per share, in 2014 it was 1.90 yuan per share, in 2015 it was 1.95 yuan per share, in 2016 it was 1.53 yuan per share, and in 2017 it was 1.02 yuan per share. Although the annual income is not stable, it is already a benefit to the outsiders for Huawei employees.
According to Huawei's "Advance Notice on the Distribution of Virtually Restricted Shares in 2015", the dividend per share is 1.95 yuan, the appreciation is 0.91 yuan, a total of 2.86 yuan, and it can basically reach the 15th grade after five years of work. The saturated allotment (including TUP) is 90,000 shares and the dividend + Appreciation is up to 28,600 * 90,000 = 257,400 yuan, even if the unsaturated share placement, the basic dividend can reach 200,000 before tax. After working for 10 years, the 17-level allotment generally exceeded 200,000 and the pre-tax dividend + appreciation exceeded 500,000, while the 23-level virtual stock exceeded 2 million shares and the pre-tax dividend + appreciation exceeded 5 million. (The data is for reference only)
Everyone's year-end awards will also vary depending on the assessment. Generally, the year-end bonus for Huawei employees above level 15 is 6-12 months' salary. The calculation of the annual bonus is also simpler: A is 4 months' salary, B + is 3 months' salary, and B is 2 months' salary.
4
Performance evaluation and promotion
Promotion is the same as other companies. They are all passed the assessment. The assessment is divided into quarterly assessment and annual assessment. The annual assessment is used as the basis for promotion, elimination, evaluation and calculation of year-end bonus and training.
1. Quarterly assessment: Mid-level and general employees must pass the quarterly assessment. According to different targets, the assessment dimensions and weights are also different.
Evaluation of middle management
General staff assessment
2. The individual annual assessment and the fourth quarter annual assessment are conducted together. The annual assessment adds the capability assessment index. The specific scores for the annual assessment are:
Senior management:
(1), the annual assessment score of senior management = (task performance assessment score × 35% + performance assessment score × 14% + peripheral performance assessment score × 21%) + (quality ability assessment score × 20% + professional knowledge and skill assessment Score × 30%)
(2) The annual assessment score of individuals other than senior management = the average of the individual ’s 4 quarterly assessment scores × 70% + (ability and quality assessment score × 20% + professional knowledge and skills assessment score × 10%)
Senior management annual assessment
Mid-level and general employees:
The evaluation of middle-level personnel is a weighted average of four quarterly performance scores. Among them, the performance dimension includes task performance, management performance and peripheral performance, and the capability dimension includes ability quality, professional knowledge and skills.
The individual annual assessment is carried out together with the fourth quarter annual assessment. The annual assessment adds the capability assessment index. The specific scores for the annual assessment are:
Annual assessment of middle-level and general employees
In the comprehensive evaluation of grades, there are grade ratio restrictions for different types of personnel, and the ratio of "excellent" grades is limited to 15% or less. The comprehensive evaluation of "excellent" grades is determined according to the proportional restrictions after ranking from high to low.
Huawei calculates the year-end award based on the assessment (sub-AB + BC) every year. The higher the assessment, the more year-end awards, and the winner of C is likely to be eliminated.
The results of personal assessment are mainly used as the basis for job promotion, salary level promotion, and year-end bonus distribution. In addition to individual assessments, there are also departmental assessments. Department assessment does not set up independent indicators separately. The average score of each department ’s four-quarter task performance and peripheral performance is used as the department ’s annual assessment score, and then the assessment management committee determines each The comprehensive assessment level of each department.
Jingdong
1
Global employees
As of December 31, 2019, JD.com had more than 220,000 employees.
2
Job rank
The JD post sequence is mainly divided into M, T and P sequences. The T series contains products and technologies, and the P series is the project manager.
3
Job compensation
In terms of salary distribution, the total salary includes: basic salary, bonus allowances and subsidies, and salary paid under special circumstances, and is paid on the last working day of each month.
Salary structure:
Annual salary = monthly salary * (12 + 1), 1 is the year-end bonus, generally 1-2 months
Monthly salary = basic salary (70%) + performance salary (30% basic salary + performance coefficient) + meal supplement + seniority allowance + full attendance award
Every year, JD.com raises the salary of all middle-level and lower-level employees. The salary increase of the basic-level employees is not less than 10%, and that of supervisors and managers is not less than 20%.
04
Performance evaluation and promotion
Meituan
1
Global employees
According to the financial report issued by Meituan Dianping, as of June 30, 2019, Meituan Dianping had 52,396 full-time employees.
2
Job rank
The rank system of Meituan is divided into P series (professional route) and M series (management route).
The average freshman is 1-3, and the Beidou plan is 2-1.
Then upgrade from 1-3. P2-1 are mostly new employees of 1-2 years. P2-2 to P2-3 are almost 3-6 years of experience. They are basically practical people.
The top one is 5, but there are only two technical masters in the US 5 sequence, similar to the chief scientists of other big factories. Usually employees with 4 or more are rare.
3
Job compensation
According to the financial report released by Meituan Dianping, in the first half of 2019, the total salary expenditure was RMB 8.5 billion. This includes salary, performance-based cash incentives, and certain other incentives. Bonuses are usually given at discretion and are based partly on employee performance and partly on the overall performance of the business.
Salary: 15.5 salary = 12 months base salary + 0.5 months first half performance salary + 0.5 months second half performance salary + 2.5 months year-end bonus salary
Performance: performance salary and year-end bonus m department performance coefficient * personal performance coefficient.
According to statistics, employees with salaries of 30-45k accounted for 30%. Performance requires mid-to-upper level, and even the head echelon can get the high year-end award. The specific ratio is different every time according to the department. Sometimes it is divided according to the index. In short, the KPI is completed, and there are bright spots to reach 1. The coefficient is only normally completed, which is basically 0.95.
General tune: A large-scale general tune in the spring, with 4 A, wages increased by 25%, 4 B, 3-5%, C, +300
Welfare: Many people think that the culture of Meituan is plain water culture, and the welfare is poor. Of course, it can also be described by diligence.
4
Performance evaluation and promotion
Performance: C, B, B +, A, S five gears.
Promotion: A large-scale promotion in spring and a small-scale promotion in autumn. The promotion threshold performance B + and above, no performance C, the length of the problem is different for each rank, 2-3 to 3-1 needs a full year, the defense can be upgraded to a level, and the salary will also increase from 5,000 to 10,000 .
Compared to development, product, design, and operation promotion are the most difficult. Four times a year, the performance must have ≥ 2 times of A or S (the ratio of each part is 1: 2: 7) in order to be eligible to apply. To be a PPT reply. It is almost not difficult to develop low-level ones as long as they have enough years and no faults. Therefore, it is not the pillar of the department, or the employee that the boss particularly likes, and promotion is not easy. So there is no need to consider promotion without S or A.
Didi
1
Global employees
In 2017, the number of Didi employees was 8,000, and in 2018, it increased from 5,000 to 13,000. In 2019, the total number of Didi employees is planned to be 13,500.
02
Job rank
03
Job compensation
Salary: 15 salary, 16 salary, 16 salary in 17 years, 15 salary in 18 years, offer15 salary
Didi's offer says 15 salaries, usually 16 salaries. Options are usually issued for D7 and above, and are exercised in four years.
Didi employees, who are responsible for compensation and benefits, said that most departments ’salary adjustments are carried out in May. Every year, managers make comprehensive decisions based on the current year ’s budget and the actual situation of employees, such as performance / remuneration level / contribution to the team / historical salary adjustment, etc Everyone's salary adjustment, not everyone must have a salary adjustment.
4
Performance evaluation and promotion
Didi's year-end performance appraisal is divided into 5 levels, the best performance is S level, and the worst is D level. Employees rated D are often eliminated.
Promotion: April and September every year. D6 and D7 are good promotions. Department internal review. D7 is not difficult to promote. It's hard to go up to D8.
Xiaomi
1
Global employees
As of September 30, 2019, Xiaomi had 17,965 full-time employees, of which 16,634 were located in mainland China, mainly in Beijing headquarters, and the rest were mainly distributed in India and Indonesia. As of September 30, 2019, there were 8,700 R & D personnel.
2
Job rank
At present, Xiaomi's internal titles are roughly divided into commissioner-manager-director and vice president and above, with a total of 10 levels, from 13 to 22. Freshmen are generally 12-13, the level of the commissioner is about 13, the level of 3 years of experience is 15, the manager is about 16 to 17, the senior manager is 18, the director is about 19 to 20, and the vice president is 22. Lei Jun has no rank.
3
Job compensation
As of September 30, 2019, 16,223 employees of Xiaomi held share-based awards. In the third quarter of 2019, Xiaomi's total salary expenses (including share-based salary expenses) were RMB 2.121 billion.
Salary: In terms of salary, feedback from classmates: the 19th session is given 14-14 salary, the algorithm can give 18-20k, software development 13-16k, product 12-14k. At the end of October each year, salary adjustments will be made for employees who have been transferred for more than 1 year (including probation period, excluding internship). Judging from the feedback from employees, the salary package is lower than other big companies, especially the 5% salary increase system, which does not seem to be very satisfactory.
Welfare: Send your own products or discounts. A 1,000-yuan mobile phone coupon will be given upon entry, and new product releases are sometimes given.
4
Performance appraisal
At the beginning of Xiaomi's establishment, Lei Jun experimented with an innovative management method, "go to KPI, go to title, go to management", and completely flatten the management. Since the development of Xiaomi, the actual situation is that Xiaomi will review the performance once every six months and annually.
At present, Xiaomi is promoted according to the defense of the rank system, and the entire group is unified, and all departments participate. The timetable is for a reply in July, with the results at the end of August, and salary adjustments in October.
END
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