Author | Ling Min and Yuying are three and four. Some people are busy changing jobs, and some are busy doing side jobs—introduction.
Referral refers to the direct recommendation of job applicants to the company by employees within the company. Different from traditional recruitment methods, internal referral bypasses the intermediate steps such as recruitment websites and headhunting, and directly connects job seekers with recruiters, which greatly improves job search efficiency and recruitment efficiency.
In recent years, more and more companies have begun to attach importance to internal push. According to the “Research Report on Internal Recruitment” released by the “Six Degrees of Internal Recruitment Research Institute” in October 2020, 75.2% of companies are or have conducted internal recruitment; 92% of corporate HR believe that within the period after the epidemic Recruitment is still the first choice for recruitment channel innovation .
For Internet companies desperate for talent, referral is obviously a very important recruitment channel. In order to make better use of the power of the masses, many large factories will provide internal push incentives, including cash, shopping cards, free travel items, etc.
This provides a new sideline for employees of large factories, and internal referrals are no longer limited to internal recommendations among acquaintances. Many people will publish recruitment information in communities, official accounts and other channels to help companies recruit talents while earning money. Certain bonuses.
Sometimes push bonuses to get soft, sometimes "rely on love to generate electricity"
If the internal push is done well, the money will not be less. It is understood that many programmers from big factories have made huge bonuses by pushing inwardly. Some made 300,000 a year, and some bought a car.
Chen Jiamin, known as the “first person in Byte Beat’s internal recommendation”, was originally just an ordinary algorithm engineer. Relying on the record of recruiting 600 people within a year, he successfully received a 300,000 internal recommendation bonus. As of February of this year, he has successfully recruited 883 people, and his public account "Needee Bear" has also accumulated tens of thousands of fans.
Chen Chen, the architect from Shell Search, is also a big pusher. According to the Maimai report, the internal information of the HR department of Shell Finding Real Estate showed that Chen Chen successfully obtained a generous reward by pushing multiple posts inwardly and silently bought a car.
So, is referral really so profitable? How much is the specific bonus?
Public information shows that different companies have different referral bonuses, and they generally fluctuate according to the level of the referee. An employee of ByteDance commented in Maimai’s job speech that the referral bonus for general positions is less than 2,000 yuan, the referral bonus for ranks 2-1 and 2-2 (senior R&D) is 5000 yuan, and the rank is 3. -1 (team leadership) has an introductory bonus of 15,000 yuan. In addition, there will be an additional bonus of RMB 2500 for the first successful referral.
Another Jingxi (a social e-commerce platform under JD.com) posted by Maimai netizens shows that the referral level is PT5/PT6/M2-1/M2-2, and the referral bonus is 3,000 yuan; being recommended For people with PT7/PT8/M2-3 level, the referral bonus is 8,000 yuan; for referees with PT9/M3 and above, the referral bonus is 15,000 yuan.
However, not all positions have a referral bonus. Chen Jiamin said in an interview with "I am Yumengmeng", the host of Up B station, that there is no internal bonus for the intern position of Bytedance. For him, referral of interns belongs to "power generation with love."
In addition, inferring as a sideline is not as easy as expected. On the one hand, referrals require a lot of time and energy to check the candidate's resume, communicate and answer questions, and at the same time follow up the progress of the feedback from the employing department. On the other hand, most people have a small social circle. To find a suitable target for referrals, you need to expand your influence through various channels.
Salary, stocks, options: the attraction of big companies
Behind the popular internal push, it reflects the desire of job seekers for big factories.
For many Internet users, internal push is equivalent to a "stepping stone" to entering large factories. On the one hand, it’s easy for one's own resumes to fall into the limelight, and internal push can quickly get the attention and feedback of HR and improve the efficiency of job hunting. On the other hand, there are more positions posted by internal channels, and the authenticity is higher. Some positions are even in urgent need of employment, which increases the success rate of job seekers.
As for why everyone is riveting into big factories, the answer is obvious. Dachang represents a big platform, high salary, fast development, and many opportunities, and its rank rules and promotion system are also the benchmark for the entire industry. For technical people, big factories have a larger number of users, more advanced technology, and better technology application scenarios. In addition, the work history of major companies can also enhance the competitiveness of job seekers in the market.
此前，InfoQ 曾就大厂的薪资职级采访了业内资深猎头，以阿里为例，技术线的 P 序列一共分为 14 级，从 P1 到 P14，目前校招过程中几乎不会涉及 P1-3 级，最低从 P4 开始。阿里需求量最大的职级范围分布在 P6-P8，这也是阿里集团占比最大的级别。P6 级别的程序员 title 是高级工程师，P7 便已经是专家级别，P8 则是高级专家。一般而言，江湖上行走小有名气的阿里程序员至少也是 P8 级别。P10 级别的存在就是传说中的大神级别，这个级别的程序员无一不是业界鼎鼎有名的存在，比如褚霸、毕玄等等。
InfoQ 搜集了阿里巴巴职级体系下的薪资水准和股数，具体参考下表：
阿里巴巴员工的薪资结构一般是 16 薪，好的团队年终奖可以拿到更多。另外，随着时间的推移，阿里巴巴在薪资和股票这两块表现出了相反的势头，薪资涨幅比较大，而授予的股数则下降明显。据了解，大概 9 年前，一个阿里 P7 员工可拿到 2400-3200 股，而现在 P7 级别所授予的股数也就 800-1200 股，同样工作满 2 年才能拿，分 4 年拿完。
延展阅读：《阿里 P10、腾讯 T4、华为 18，互联网公司职级、薪资、股权大揭秘》
因为大厂的高薪、股票期权等福利，所以大部分程序员都将进入大厂作为自己的目标。近几年甚至还催生出了“付费内推”这种灰色链条。据公开报道，不少中介机构打着“包进互联网大厂实习 / 工作”的名号大肆敛财，每个 Offer 都明码标价，少则几千，多则数万。
在灰产的阴霾下，内推也一度变了味儿。
不过需要注意的是，内推并不是包进大厂的“灵药”，它充当的角色仅仅是“敲门砖”而已。即便内推成功进入面试环节，也还是要按照正常的招聘流程一轮一轮地面试。
归根结底，是否能拿到大厂 Offer 取决于求职者的个人能力。
For job seekers, it is better to focus more on improving basic technical skills and communication skills instead of carefully searching for internal channels for large companies. These are their bonus points for job hunting.