Golden nine silver ten school recruitment season, around the National Day holiday, some front-line Internet companies have raced against time to send out the first batch of school recruitment offers.
A cruel fact is: before leaving school, the post-1995 generation has begun to crush the “bald” post-1990 generation with staggering high salaries in the workplace.
School recruitment is the golden period for enterprises to compete for high potential talents, and the salary of school recruitment will gradually affect the salary trend of social recruitment market.
On the occasion of the annual autumn recruitment “ranking” moment, 100Offer restores the latest technical recruitment salary data of Internet famous enterprises in 2019 through headhunting, HR, candidate visits and other channels. Hope for the younger generation of you, to provide the Internet salary vane and reference. Among the Internet companies that have already offered the first batch of offers, the salary levels of BAT, TMD and Huawei are the most noteworthy.
Other Internet companies must match the salary benchmark set by top-tier Internet companies if they want to recruit talented graduates with the same qualifications, as big companies have enough recruits and expertise to dominate the autumn recruitment market.
Without further ado, let’s get straight to the data:
Although Huawei strictly belongs to IT communication, IT plays an important role in the Internet recruitment. The annual HC recruitment of Juchang’s technical posts exceeds that of any other Internet company in the table, so IT is inevitable to snatch people. Several conclusions can be drawn from this:
1, BAT+ Huawei established the average price of the industry, the school recruitment “cabbage” stable at the wholesale price of 220,000 big factory, is also vividly called “cabbage price” in the school recruitment market. Compared with the price level of 200,000-210,000 yuan in 2017 and 2018, the average salary of the 2019 autumn recruitment is basically stable, in line with the market rules, and there is no surprise or “shock”.
2. The salary echelon of “TD-BAT” is formed, and Bytedance’s salary advantage is particularly obvious
The overall salary level of TMD has exceeded BAT and Chrysanthemum factory. In the TMD camp, Bytedance (headline) offers a salary of “32W, SP offers a maximum of 41W, no cap on SSP”, and its recruitment scale (about 5000 technical and non-technical HC employees) is second only to Huawei.
As for the concept of “uncapped” SSP, we have not yet investigated the exact data this year, but in previous years, the headlines have offered millions of offers to individual outstanding students.
It’s not hard to see why ByteDance would pay so much. On the one hand, compared with Xinmei University and Didi, which have heavy offline business model and are listed at a loss, Toutiao’s business model is pure online, and it has achieved profits without being listed. Moreover, its revenue growth rate has exceeded 200% for three consecutive years, so it has the confidence to spend a lot.
Bytedance, on the other hand, started large-scale campus recruitment in 2016. Its talent pool is a little later than that of the old big factories, and the technology atmosphere is strong, so it is quite eager for young people with strong abilities.
3, algorithm post delivery overheating, large factory high salary to attract client talent
The algorithm positions recruited by first-tier Internet companies continue their salary advantages in recent years: based on the same offer of R&D positions, the algorithm salary increases by 10-20%.
Tencent, in particular, although the price of undergraduates’ R&D positions is not very prominent, the price of the algorithm for this technology has increased by about 40%, which is the biggest difference between the two positions in terms of salary data.
However, due to the high popularity of the algorithm in the market from 2016 to 2018, the number of algorithm job seekers this year has been blowout, resulting in a relatively saturated supply, and job seekers have complained of “doubling the difficulty of job hunting”.
Employers have already sent out some signals about this, and are appropriately trying to channel the post-1995 generation. Bytedance HR, for example, has publicly stated that there are still a large number of vacancies in the mobile sector, and has even offered a signing bonus of “three months ‘salary after one year on the job” to encourage candidates to apply for mobile jobs.
After all, more than half of the development workload of Byte’s core products Tiktok and Toutiao is in the mobile terminal, so there is a strong demand for jobs. Objectively, it is easier to offer than the algorithm.
Of course, it should be noted that the qualifications of those born after 1995 who can get offers from first-tier factories are above the average level of fresh graduates. The following is the ideal candidate qualification of each price offer for the target, for everyone to check the missing and find the correct positioning:
1, 22-24W cabbage price:
985 university or famous CS related professional background, above medium academic performance, related internship project accumulation, efficient and concise engineering code ability, more preparation in brush questions.
2, 26-32W SP:
I got good grades in school and did well in the problem solving. I not only have more solid engineering code ability, but also have a clear understanding of the principle behind the conventional algorithm.
3, 35-60W SSP:
Top seeds in engineering, such as the first three in THE ACM region; Or the algorithm direction has sent the top thesis, solid engineering foundation, and has sufficient algorithm academic project or internship experience accumulation.
Post-90s social recruitment salary situationCopy the codeAfter reviewing the salaries of the post-1995 generation, let’s take a look at the salary performance of the post-1990 generation in the social recruitment market. Do they have enough chips to compete with the post-1995 generation?
(Note: The following data is from 100Offer platform from January 1, 2018 to now, a total of 6,350 job seekers.)
1. The salary level of the post-1990 generation is under attack from both sides
The post-1990 generation (born between 1990 and 1995) already accounts for half of the candidates screened by 100Offer to participate in the anonymous resume display. The other half is made up of the more experienced army of job seekers born in the 1980s and 1970s.
“The Internet belongs to young people” and “technologists wait to be obsolete after 30” are common words from time to time, but truly qualified senior job seekers will not lose their competitiveness in the market because of age.
Compared with their predecessors, who received 4.7 invitations per person, the number of invitations per person was 4.3, slightly lower than those born in the 1980s and 1970s.
At the same time, the post-1990 generation still has a lot of room to rise compared with their predecessors, whether it is the annual salary before changing jobs or the salary received during the interview process.
Their average annual salary of 24W before they quit their job has been matched by the price of 22~ 24W offered by the post-1995 generation, not to mention the sky-high 40W + offered by SSP.
It’s worth noting, however, that job-hopping opportunities are more favorable to the younger generation: the offer salary of the post-1990 generation has increased by 68% compared to their pre-job salary, significantly higher than that of the post-1980 and post-1970 generation.
2. Which positions and technical fields do the post-90s earn the highest salaries?
Architects, technical managers, C language and algorithmic candidates received an average annual offer of $429K to $445K, more than 10 percent below the average for all positions.
The salary difference of the post-1990 generation is basically determined by supply and demand in the talent market, and the pricing is relatively transparent. Compared with the staggering salaries offered by first-tier Internet companies for post-1995 college recruitment, social recruitment offers are also more rational. A few examples:
(1) the Java
The talent supply of Java is sufficient. 41% of the post-1990 technical job seekers are Java engineers. The recruitment demand of Java has been very stable, so the salary and number of recruitment have been in the top five.
(2) algorithm
The salary advantage of the algorithm and the number of positions in relative shortage exist in both campus and social recruitment markets. In addition, excellent algorithm engineers who entered top factories during the school recruitment are mainly promoted through internal channels, supplemented by headhunting. The sample size of the platform is limited, and the real average salary level is estimated to have room for upward adjustment.
③ Architecture and technology manager
Only 3% of the post-90s generation are becoming architects and techleaders at a young age. Rare things are expensive, such a person to win, nature is a high salary and invite a number of double harvest.
(4) C
The characteristics of “high salary and few pits” for C language engineers are mainly due to the fact that the demand for C in the Internet industry is not as good as Java, and the supply of active positions and talents is small. Some positions involving low-level and hardware development have to raise the invitation price to attract young people.
3. How much do years of work and education influence the salary of post-90s generation?
With the same generation born in the 1990s, there are significant differences in salary and interview invitation numbers among people with different working years. Most of the post-1990 generation have been working for 3-4 years (56%), and the average annual salary for this group is 390,000 to 400,000 yuan per interview, with each person receiving an average of 4 interview invitations per week.
However, a small number of people born in the 1990s who started work early (8 percent of them work for six to seven years) are topping the list with an average invitation salary of 430,000 to 440,000 yuan.
The majority of students still struggling to make ends meet should not be discouraged. They are still catching up, and the high salary comes at the expense of more senior work experience and project accumulation (and perhaps a receding hairline).
The more educated the post-90s are, the more interview invitations they receive during job hunting. Undergraduates account for more than 80% of the total number of applicants, becoming the largest group of post-90s job-seekers on 100Offer platform. PhD students receive an average of seven interview offers and the highest salaries.
Post-90s don't collapse, "upside down pay" is just a temporary phenomenonCopy the codeAfter looking at the comparative analysis of the post-1995 school recruitment salary and post-1990 social recruitment salary, some people must be happy and some people worry. This kind of “mental collapse” caused by the “upside down salary” of the company’s new recruits is also a common “negative energy in the workplace” of Internet people besides “overtime, midlife crisis, three changes in demand in a day”.
Salary inversion refers to the phenomenon that the salary and seniority do not match or even invert in an enterprise. The income of the employees with short and junior experience is higher than that of the employees with long and senior experience. For example, the salary of front-line employees is higher than that of management posts, subordinates are higher than that of supervisors, and the salary of newly graduated employees is equal to that of employees who have worked for two years, etc.
In fact, salary inversion is common in all industries, but in recent years, the demand for Internet school recruitment is relatively strong, and the social mobility of technical personnel is also high, leading to the Internet inversion is more representative. Generally speaking, there are the following reasons for salary inversion:
Internal compensation systems are disconnected from the market
The personnel system of many enterprises has clearly stipulated the annual salary increase quota and range limit, which is easy to cause the internal salary increase range is lower than the market speed. There is also a certain path dependence in setting new employees’ pay, which is more based on the salary of the previous job rather than the actual ability of the employee.
Eliminate employees, stimulate team vitality
Although from the point of view of old employees, it is always grievance to be “upside down”, but the upside down is often more beneficial than harmful to the enterprise itself. Competitive pay systems can constantly stimulate team mobility and crowd out employees with a retirement mentality.
The job market is competitive
In the school recruitment market, in order to attract talents ahead of competitors, first-tier enterprises will arrange campus publicity schedule as early as possible and offer high salaries. On the one hand, they can harvest students from famous universities, and on the other hand, they can also make a good promotion of employers’ brands, which is very cost-effective.
At the same time, the selection criteria for school recruitment are more transparent. Talents screened by hard indicators such as academic background and competition are already scarce resources in the market. Enterprises will only have to pay higher costs to recruit them in the social recruitment market in the future.
Therefore, the inverted hanging phenomenon has its objective reason for existence. But employees who have been in the industry for one to three years are the most vulnerable to “pay upside down”. They have less seniority than older workers, but they lack protection from new graduates because their pay rises are out of sync with the market.
However, this is only a short-term phenomenon, and most people who survive the three-year spell are reasonably well rewarded in their subsequent work.
Therefore, there is no need for those born after 1995 to feel smug in college enrollment, and there is no need for those born after 1990 to sigh that they were born at a bad time.
Should pay upside down, can not send, make actual achievements breakthrough, and then reward; Or you can jump on the bandwagon and find a job that’s more marketable. Therefore, as the two most active groups of Internet job seekers, the post-90s and post-95s are quite in love with each other in terms of salary this autumn.
The offer salary level of first-tier Internet companies has obviously exceeded the average salary of post-90s social recruitment, which also has the rationality of market rules behind the phenomenon.
I wish the young generation of Internet people can maintain a keen sense of smell to the market direction, get rid of unnecessary anxiety and comparison, in the tide of change to find their own position.
Tempered skills, but good deeds, great expectations and gold.