“I am a programmer with an annual salary of nearly 800,000 yuan. My relative’s child is a doctoral student and teaches in a second-tier university. My annual salary is more than five or six years’ salary, but I am despised.

I thought I would get some understanding and recognition from the post, but unexpectedly, the comments section went awry:

Because your income doesn’t help your “relatives” at all, you can’t give them any money.

And one in the education system, the relationship has the status of the people are more likely to be exploited by “relatives”, children go to school what all expect to get privileges from his hands, two aunt a word plus a fruit basket, two boxes of eggs and milk can solve other people at least tens of thousands of things, he to “relatives”, can be too useful.

Doctors and civil servants are the same, they can give “relatives” to save countless time and economic costs, and a programmer even if the annual salary of five million, you can return home for the Spring Festival a car?

Then again, 800,000 a year, in a big factory is a level?

Salary and rank details

1. Global Headcount As of December 31, 2019, there were 116,519 employees.

2. Position and rank Alibaba Group adopts double sequence career development system:

• One system is 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 lowest recruitment starts from P4.
• One system is the M route, that is, the management route [M sequence = management post], from M1 to M10.

Generally speaking, fresh graduates just joined Ali as P5, and after 1-3 years of work, they will be promoted to P6. Ali will not allocate shares until P7. At present, the ranks in greatest demand in Ali are distributed in P6-P8, which is also the rank with the largest proportion in Ali Group. P6 programmer Title is a senior engineer, P7 is already an expert, and P8 is a senior expert. Generally speaking, ali programmers with small reputation are at least P8 level. The existence of P10 level is the legendary god level, and all the programmers of this level are well-known in the industry, such as Chu Ba, Bi Xuan and so on.

3. Position salary

• Ali salary structure: generally 12+1+3=16 salary
• The year-end bonus is 0-6 months salary, 90% of the people can get 3
• The stock is to work full 2 years to take, take 50% for the first time, 4 years can be all taken

When it comes to stock, it’s a common sense: Stock is a reward for employee loyalty, so it’s really hard for Alibaba to cash out, not to mention raise taxes.

First, there’s a 45% income tax on vesting, and then you get restricted stock, which you can’t sell right away. When finally can sell, still have to pay 20% share appreciation part individual income tax!

What’s more, you have to pay taxes in order to be eligible, and you have to pay taxes in cash! Therefore, the more you take, the more cash you take out first, and the liquidity risk here can not be underestimated.

As of March 31, 2019, Tencent had 54,600 employees.

Tencent announced last year that it would adjust its ranks. The original design of 6 levels and 18 levels (1.1-6.3 levels) was cancelled, and the professional level system was optimized to 14 levels (4-17 levels). Corresponding to it, unified replacement for “professional rank + position appellation”.

Although under the old rank system, the titles of the whole T3 series were senior engineers, the salary gap between each small rank range was not small. The salary of T3-3 was 30-60W/ year higher than that of T3-1, and there was almost no stock in level 3-1. When adjusted to a numerical sequence, the gap looks more reasonable.

Tencent salary structure: generally 12+1+1=14 salary

• The standard salary at Tencent is 14, but usually 16 to 20
• The year-end bonus depends on the profitability of the department, which is generally 3 months

Tencent’s salary structure is usually 16, but actually there are many teams with 18 salaries on offer. Tencent has a large gap between different business lines in terms of salary and stock. Tencent’s game team’s salary and year-end bonus are generally high, while Tencent cloud’s stock share is higher than that of the game team.

1. The global workforce is about 50,000

The level structure of Baidu is divided into four lines:

• Technical sequence T: T3-T11, T5/T6 belong to the backbone of the department, very popular
• Product operation sequence P: P3-P11 Product and operation position
• Logistics support department S: S3-S11 is mainly public, administrative, channel, etc., which is difficult to be promoted
• The management sequence M: M1-M5 is divided into two sub-levels M1A and M1B at each level. The lowest is M1A, at least the second in command of the department, and Li Yanhong is the only M5.

Generally speaking, the personnel are mainly concentrated in T5/T6, in Baidu T5 is a senior engineer, T6 is a senior engineer, but in fact baidu title is not as important as the rank. From the T7 level, you start to lead teams and manage things, and after you reach T7 level, you basically don’t write code. The number of t10-T12 is very small, with representative figures such as Andrew Ng, former chief scientist of Baidu, and T10 Sky City, baidu’s youngest.

3. Position salary

• Salary structure: Monthly salary ×15 (12+3)
• Above T5 is the key position, in addition to stock, options, etc
• The year-end bonus depends on the profitability of the department, which is generally 3 months

1. Global headcount Byte currently employs more than 60,000 people.

▽ Image source: Byte style

Bytedance has a total of 10 ranks in its r&d sequence:

Bytedance founder Yiming is at level 5-1, fresh graduates are usually at level 1-1, intermediate engineers are at level 1-2, 2-2 is senior r&d talent, 3-1 is junior leadership, 3-2 is senior leadership, 4-1, 4-2, 5-1 and 5-2 are all senior leadership at different stages.

In order to weaken the competition caused by grid climbing, byte requires employees to keep their ranks strictly confidential and does not speak of title level internally. One is to dilute the concept of Title, only when they need to speak out, they can see the general sense of management Title; Another completely upset the work number, to avoid the breeding of the platoon atmosphere.

3. The monthly salary base varies greatly among different job salary sequences, and the overall technical base is relatively high. For example, the monthly salary of 2-1 will be 20K +, and the package of 2-2 will be about 60W-100W (including options, it will account for about 30%).

The t2-2 level salary is around 40K, 500 shares/year. As for the feedback of the students: the current 20 school recruitment is 14, 15 salary, 19 school recruitment many 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% to 40% higher than BAT’s. The annual bonus usually lasts from 0 to 6 months and will be paid in March every year. For example, the annual bonus in the period 18.9 to 19.3 will be paid on entry in September.

The average salary is 15. If the performance in the middle of the year exceeds the expectation by 2 more months and the annual prize is won, the proportion is small, and the corresponding results are as follows:

• Toutiao raises salaries every six months, and only 30% participate in each time.
• Toutiao pays 1,500 yuan per month as long as it is within 20 minutes of subway/bike ride.
• Since its inception, Toutiao has maintained its week-size tradition, with regular overtime on two Sundays a month. If you work overtime, the company will pay you 120% of your salary. You can ask for leave.
• About the option, the option is relatively good, only 2-1 can have the option, generally 2-2 can have the option, about the option: the buyback price is 20% discount of the market price. Vested options can be taken away by employees.

I gave you a summarySalary correspondence table for Each rank of New Employees in Internet Factory (Technical line)

Source of image data: Zhihu

The above table does not exclude extreme income, but it can capture at least some of the income of the same rank. Note that this table shows the rank and salary of new employees of the “technical line”, while the non-technical line (such as product, operation, sales, etc.) and old employees may differ from the range shown in the figure.

Take school enrollment as an example, the income of product line is about 80% of that of technical line, and the income of operation line is about 65% of that of technical line. In addition, the number of people of higher level (>P8) is small, and their income will be quite dependent on stocks (more than half). Their income range is large and difficult to quantify, so they are not included.

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