There is a saying in the Internet circle: Baidu's technology, Ali's operations, and Tencent's products. So what is the difference between the internal talent system of BAT, which represents the three mountains of the Internet? Today, I will lead you to take a look~
★ Tencent★
1. Rank
The Tencent rank system is divided into 6 levels, the lowest is 1 and the highest is 6. At the same time, it is divided into four major channels according to the positions, which are also called "family" internally, such as:
Product/Project Channel, referred to as P Family
Technology channel, referred to as T family
Market channel, referred to as M family
Functional channel, referred to as S family
Taking the T family as an example, they are:
T1: Assistant Engineer (usually recruit new students)
T2: Engineer
T3: Senior engineer 3-1 is equivalent to Ali's p6 to p7 (strong ability may reach p7)
T4: Expert Engineer
T5: Scientist
T6: Chief Scientist
At present, all Tencent seems to be a T6.
Each level is further divided into 3 sub-levels, 3-1 is a necessary condition for appointing a leader/deputy leader, and the same is true for other lines. T4 is basically director level, and it is not ruled out that there are directors of T3-3, because T4 is very difficult to advance.
2. Promotion
Tencent's promotion is still very difficult. Especially T2 liter T3, T3 liter T4. A lot of people are stuck in 2-3, 3-3 and can't make the cut. Some small partners have been doing 2-3 for 3 or 4 years and can't rise.
3. Salary
Tencent salary structure: 12 1 1 = 14 salary
Year-end bonus: It depends on the profitability of the department, usually 3 months
The higher the level, the higher the base salary. According to your performance, you can get 15.3 to 18 months of salary in a year. The base 2w of T3.1, and employees above T3 will have stock options. Employees before Tencent 09 Making money mainly depends on stocks. From 2008 to now, stocks have risen by 500%, and the base salary of T5 is 600w~800w/year.
4. Talent
Possibility of talent mobility:
In Shenzhen: Many Tencent employees have bought houses. When your house, your wife's job, your son's school, and your circle of friends are all in the same city, it will be difficult to change cities. So we can only dig some shallow people to go.
In Beijing: There are a lot of people, but not many key employees. There are a lot of Tencent Video's main teams in Beijing.
In Chengdu and Dalian: In these second-tier cities, Tencent is the best local Internet company, and the treatment it provides is also very high. Many people are satisfied with their salary and working environment. The chance of job-hopping is much lower.
Talent structure:
Tencent's R&D sequence master's degree accounts for the majority, with 211 universities and 985 universities accounting for the majority. Everyone knows that Tencent Research Institute was disbanded. A lot of people came out last year, but the proportion of Tencent's talents in entrepreneurship is not high.
The most common promotion problem encountered at Tencent is the ceiling. Maybe newcomers will come in and learn a lot, but this is the business line.
The most tragic moment for Tencent is when the company has acquisitions and integrations. Sogou merged, Soso people cried, Jingdong cooperated, Yi Xun people cried. The biggest problem encountered when Tencent jumped out is that the companies outside are too imperfect.
★ Alibaba ★
1. Hierarchy
Most of Ali's job titles are summarized in the P sequence, your title job type. For example, P7 Product Manager = Product Expert.
Usually to P3 as assistant
P4=Commissioner
P5=Senior Specialist
P6 = Senior Specialist (may also be Senior Senior)
P7=Expert
P8=Senior Expert (Architect)
P9=Senior Expert (Senior Architect)
P10=Researcher
P11=Senior Researcher
P12=Scientist
P13=Chief Scientist
P14=Ma Yun
At the same time, corresponding to the P-level, there is also a set of management mechanisms in:
M1=P6 Supervisor
M2=P7 Manager
M3=P8 Senior Manager
M4 =P9 Director
M5= P10 Senior Director
M6 =P11 Vice President
M7=P12 Senior Vice President
M8=P13 Subsidiary CEO or other group O
M9=P14 Lu Zhaoxi (former Jack Ma)
In the early days of Ali, the P-level was generally low, and the commissioner was probably P2. Later, there was a P-level inflation, and more P-levels appeared. After Ali only P6 (M1), it is regarded as the middle level of the company. Different subsidiaries have different standards for giving P grades.
For example, the general P-level of B2B is higher, but the salary level is lower than that of the same-level personnel of Tmall subsidiary. At the same time, the P-level employees have the opportunity to enjoy the company's RSU. (If the project is lower than P6, unless the project is outstanding and has RSU reward, you will not get 1 share)
2. Promotion
Promotion is easy:
1. Promotion qualification: KPI in the previous year reached 3.75.
2. Supervisor nomination. In general, supervisors with KPIs below 3.75 will not be nominated.
3. Promotion committee interview. (The promotion committee is generally composed of the business department leaders of the partner, HRG, the business line leaders, etc.)
4. Promotion Committee Voting.
It is relatively easy to upgrade from P5 to P6, and it will become more and more difficult to go up. Generally, to P7 is the technical leader of the team. From P6 to P7, it is very difficult. It is not easy to go from employee to management. Of course, some students say that P is generally Is the expert, M is the management, actually, the expert line/management line is sometimes not so clear.
3. Salary
• 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 3 months
• Stocks can only be acquired after 2 years of work, 50% for the first time, and all of them can be acquired in 4 years
★ Baidu★
1. Hierarchy
Baidu's level structure is divided into four lines.
Technical sequence T: T3 - T11 (generally corresponds to Ali's higher-level sequence, such as: Baidu T3 = Ali P4, T5/T6 are the backbone of the department and are very popular, and a considerable number of offer candidates in Renren's hunting come from this sequence)
Product operation sequence P: p3-P11 (product and operation post, corresponding to Ali high 1-1.5 level sequence Baidu p3 = Ali P4-P5)
Logistics support department S: S3-S11 (mainly public, administrative, channels, etc., promotion is more difficult)
Management Sequence M: M1-M5 (Each level is divided into 2 sub-levels M1A and M1B, the lowest is M1A, at least the second in command of the department, Li Mingyuan is M3.2, the previous Tang and Song are at this level, Li Yanhong It is the only M5. In fact, starting from M3, there is an opportunity to join E-star, which is similar to Ali's partner meeting and belongs to the highest strategic decision-making level.
2. Salary
Monthly salary * 14.6 (12 0.6 2), other positions: monthly salary * 14
T5 and above are key positions, and there are stocks and options. The level with the largest proportion of T5 and T6, the smallest proportion of T8 and T9, the higher the level, the larger the width between each gear.
3. Promotion
Basically fresh graduates should be T3, but internal promotion is very intense. With such a large company, there is business competition among departments, and there must be talent competition as well.
Usually fresh graduates can be promoted to T4 after more than one year of employment, but if your department's business is core enough, maybe one year is enough. 3 years liter T5. Judging from the current situation of Baidu, the core engineers are concentrated in T5/6, but from 5/6 to 7 is a very difficult process.
Baidu is very KPI-oriented, and the second department is very core. Once again, the boss has a higher voice, and it is relatively easy to promote.
Generally, there are 2 types:
1. Nominate yourself. When you feel that you have the quality of the next level, you can nominate yourself. After the nomination, you will enter the inspection period. The supervisor sets the goal of the inspection period. If you pass the inspection, you will be promoted smoothly. If you fail the inspection, the original level will remain unchanged;
2. Supervisor nomination, if it is a supervisor nomination, it is usually approved directly, but if you are already at a relatively high level, it is not as simple as direct nomination.
PS If you can upgrade to T7, which is basically the level of TL, you will have very little time to write code/do business directly.
think
Have you been touched or shocked when you read the job level, salary, and promotion standards of the talent systems of the three BAT giants above?
The Lifelong Growth Dictionary entry "464: The Flower Pot Effect" mentions:
There is such a term in psychology, called the "flower pot effect", which refers to the fact that if people stay in a comfortable "flower pot" for a long time, they will not think ahead and be content with the status quo. When you are satisfied with the status quo, do the same things day after day, and stop spending time improving yourself, then your growth insights will always stay in the original area.
I have seen such a sentence: the sign of a person getting old is definitely not being mature and prudent, but refusing to try again, unwilling to allow himself to be in an unfamiliar situation. When you stop learning, rest on your laurels, and imprison yourself in the cage of just getting by, then you have taken a big step towards mediocrity.
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Summarize
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