The Internet used to be the era of PCs. With the popularity of smartphones, the mobile Internet began to rise rapidly. And ByteDance seized this wave of opportunities. In 2015, ByteDance fully coded short videos. Since then, Douyin has become the biggest growth engine for ByteDance users, revenue and valuation.
Since byte has gradually grown, it has also become the first choice for IT industry talents other than BAT. The better ByteDance is, the more valuable it is, and it earns far more than the average company. This is why ByteDance employees work so hard.
01 Post grade
There are 10 levels in ByteDance’s R&D sequence:
ByteDance founder Zhang Yiming is level 5-1, fresh students are generally level 1-1, intermediate engineers are level 1-2, 2-2 are senior R&D talents, 3-1 are junior leaders, and 3-2 are senior leaders Layers, 4-1, 4-2, 5-1, and 5-2 all belong to the high-level at different stages.
In order to weaken the comparisons brought about by climbing grids, Byte requires the rank of employees to be strictly confidential, and the title level is not mentioned internally.
One is to downplay the concept of title, and only when they need to speak out can they see the management title in a general sense; the other is to completely disrupt the job title and avoid the breeding of seniority theory.
02Job Salary
The monthly salary base varies greatly among different sequences, 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 account for about 30%).
Salary at T2-2 level is about 40k, 500 shares/year.
Feedback from classmates: At present, the 20th school recruits are paid 14 and 15 salaries, and many of the 19th school recruits can get 18 salaries.
Front-end development is about 20k, products are 14-18, and operations are about 10. ByteDance's cash compensation is 25%-40% higher than that of BATs.
The year-end bonus is generally 0-6 months, and will be issued in March every year. For example, the year-end bonus will be issued in the period of 18.9-19.3 when you join the company in September.
Generally, the average salary is 15. If the performance in the middle of the year exceeds expectations for 2 more months, the annual bonus will be awarded, and at the end of the year, it will exceed expectations for at least 7-8 months. The proportion is relatively small.
The corresponding results are:
Toutiao adjusts salary once every six months, and only 30% of Toutiao participates in Toutiao’s monthly housing allowance of 1,500 yuan. As long as the distance from the subway/bike is within 20 minutes, Toutiao has always retained the tradition of large and small weeks since its establishment, that is, there are two monthly allowances. Regular overtime is required every Sunday.
If you work overtime, the company will pay you 120% of your salary for overtime. Can take time off.
Regarding options, options are better 2-1 will have options, generally 2-2 have options, about options: the repurchase price is 20% off the market price. Vested option employees can take away.
03Performance appraisal and promotion
The internal performance appraisal of ByteDance has a total of eight levels, from low to high, F, I, M-, M, M+, E, E+, and O, and will be forced to distribute, corresponding to year-end bonuses and monthly salary percentage increases.
M has the opportunity for a salary increase. The promotion interview is also mainly based on performance appraisal.
Assessments are held twice a year, usually in March and September. The assessment method draws on Google's OKR+360 model:
The headlines are bimonthly OKRs. You can see everyone's OKRs on lark, know what everyone is doing, what are your big goals for alignment, and what people who support you are doing.
360 Evaluation: Everyone can evaluate others and will also be evaluated by others, whether they are leaders or ordinary employees.
How can we do a good job in the compensation system like ByteDance? With a limited budget, how to control the compensation more reasonably and effectively motivate the core backbone employees?
I am afraid that HR with seven or eight years of work experience may not be able to answer this question.
It can be seen that the ByteDance treatment can be said to be quite high in the industry. High salary means a high threshold. Many people say that they want to be a JAVA architect at ByteDance. It is not so easy for ordinary people to enter ByteDance. Even if you graduated from a first-class university, there are endless competitors of the same level as you. There is no certain way to stand out among the many competitors, but if you work hard, you will definitely have a greater chance.
I have compiled a "JAVA core interview knowledge points" content can be said to be more comprehensive and detailed, including:
- JVM
- JAVA collection
- JAVA multi-threaded concurrency
- JAVA Foundation Month
- Spring principle
- Microservices
- Netty与RPC
- The internet
- log
- Zookeeper
- Kafka
- RabbitMQ
- Hbase month
- MongoDB
- Cassandra
- Design Patterns
- Negative cut balance
- database
- consensus algorithm
- JAVA algorithm
- data structure
- Encryption Algorithm
I hope that everyone can develop smoothly, whether it is a job promotion or a job change to a big factory, and get a higher salary as soon as possible. In the same way, I also wish you the realization of your ideals in life, and may we all get better and better, and encourage each other!
Due to space limitations, the information and interview questions presented in the article are only part of it. If you need it, you can click on the business card to scan the code to get it for free. The full version is huge, you have to endure it!