There is a saying in the Internet circle: Baidu’s technology, Ali’s operation, Tencent’s products. What is the difference between BAT, which represents the three mountains of the Internet, and its internal talent system?

There is a saying in the Internet circle: Baidu’s technology, Ali’s operation, Tencent’s products. What is the difference between BAT, which represents the three mountains of the Internet, and its internal talent system? Today xiaobian will lead you to take a look ~

Taken the tencent u

1. The rank

Tencent’s rank system is divided into 6 levels, with the lowest level being 1 and the highest level being 6. At the same time, they are divided into four channels according to their posts, which are also called “families”. For example:

Product/project channel, referred to as P family

Technology channel, or T group for short

Market channel, referred to as M group

Functional channel, referred to as S group

Taking T family as an example, they are:

T1: Assistant Engineer (generally recruited by the school)

T2: Engineer

T3: Senior Engineer 3-1 is equivalent to Ali’S P6 to P7 (with strong ability, maybe p7)

T4: Expert engineer

T5: Scientists

T6: Chief Scientist

At present the whole Tencent looks like a T6.

Each level is divided into 3 sub-levels. 3-1 is a necessary condition for the appointment of a leader/deputy leader, as is the case for other lines. T4 is basically at the director level, and there are also t3-3 directors, because T4 is very difficult to advance.

2. The promotion

Tencent’s promotion is still very difficult. In particular, T2 goes to T3, and T3 goes to T4. A lot of people are stuck 2-3,3-3 and can’t get through. Some partners have been doing 2-3 for 3 or 4 years, but they can’t go up.

3. Salary

Tencent salary structure: 12 11 =14 salary

Year-end bonus: depending on the profitability of the department, it is generally 3 months

The higher the rank is, the higher the base salary will be. Depending on your performance, you can get 15.3 to 18 months ‘salary in a year. Employees of T3.1 base 2W, T3 and above will have stock options. The base salary of T5 is 600W ~ 800W/year.

4. The talent

The possibility of talent mobility:

In Shenzhen: Many Tencent employees have bought a house. When your house, your wife’s job, your son’s school, and your circle of friends are all in the same city, it is difficult to change cities. So we can only dig some shallow people to go.

In Beijing: A large number, but not many key staff. Tencent video’s main team in Beijing is not a few.

In Chengdu, Dalian: In these second-tier cities, Tencent is the best local Internet company, the treatment is very high, many people are satisfied with their salary, the working environment is also very satisfied. They are much less likely to change jobs.

Talent structure:

Tencent’s R&D sequence has a large proportion of master’s degrees, 211 universities, 985 universities accounted for the majority. Everyone knows Tencent Research has been disbanded. Last year came out of a lot of people, Tencent talent entrepreneurship proportion is not high.

The most common promotion problem at Tencent is the ceiling. May be new, learn a lot of things, but the business line is only these, there are not so many pits, naturally it is difficult to promote senior posts.

The most tragic moment for Tencent was the acquisition and consolidation of the company. Sogou merge, search search people cry, JINGdong cooperation, easy to cry. The biggest problem that comes up against in Tencent is that the company outside is too imperfect.

★ Alibaba ★

1. The level

Ali’s titles are mostly summed up in the P sequence, your title job. Example: P7 Product manager = product expert.

Generally to P3 as assistant

P4 = commissioner

P5= Senior commissioner

P6= High Commissioner (or possibly senior senior)

P7 = experts

P8= Senior Specialist (Architect)

P9= Senior Specialist (Senior Architect)

P10 = researcher

P11= Senior Researcher

P12 = scientists

P13= Chief Scientist

P14 = ma

At the same time, there is also a management mechanism corresponding to P level in:

M1 = P6 supervisor

M2 = P7 manager

M3=P8 Senior manager

The M4 = P9 director

M5= P10 Senior director

M6 =P11 Vice-president

M7= Senior Vice President of P12

M8=P13 CEO of subsidiary or other O of the group

M9=P14 Lu Zhaoxi (former Jack Ma)

In the early days of Ali, P was generally low, the commissioner was probably P2, then there was a P inflation, there were more P levels. In Ali only P6 (M1) after the company is considered middle level. Different subsidiaries have different standards for P grade.

For example: B2B generally has a higher P level, but the salary level is lower than that of the same level staff in tmall subsidiaries. Only those who reach the P level at the same time can enjoy the opportunity of RSU. (Below P6, you will not get 1 share unless you have RSU reward for outstanding project)

2. The promotion

Promotion is simple:

1. Promotion qualification: KPI of last year reached 3.75.

2. Supervisor nomination. Generally, the supervisor will not nominate if the KPI is not 3.75.

3. Promotion board interview. (The promotion committee is generally composed of the partner’s business department leaders, HRG, the business line leaders, etc.)

4. Promotion board vote.

P5 is relatively easy to upgrade from P6 to P6, and it will be more and more difficult to upgrade from P7 to P7. Generally, P7 is the technical leader of the team, while P6 to P7 is very difficult. It is not easy to make the step from employee to management.

3. Salary

• Ali salary structure: 12, 1, 3=16 salary

• Year-end bonus is 0 to 6 months salary, 90% of people can get 3 months

• Stocks can only be acquired after working for 2 years. 50% can be acquired in the first 4 years

Taken the baidu to end

1. The level

Baidu’s hierarchy is divided into four lines.

Technical sequence T: T3-T11 (generally corresponding to ali higher level sequence, such as baidu T3= Ali P4, T5/T6 is the backbone of the department, very popular, a large number of offer candidates in Renrenhunting 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, channel, etc., which is difficult to be promoted)

Management sequence M: M1-m5 (Each level is divided into two sub-levels M1A and M1B, the lowest is M1A, at least the second in command of the department, Li Mingyuan is M3.2, tang and Song were at this level before, Li Yanhong is the only M5, in fact, from M3 has the opportunity to join e-star, similar to Ali’s partner meeting. Belong to the highest level of strategic decision making.

2. Salary

Monthly salary *14.6 (12 0.6 2), other positions: monthly salary *14

Above T5 is the key position, plus stock and option. T5 and T6 account for the largest level, T8 and T9 account for the smallest level, the higher the level, the greater the width between each level.

3. The promotion

Basically fresh graduates should be T3, but internal promotions are very intense. The company is so big, there is competition between departments for business, there must be competition for talent.

Usually fresh graduates can be promoted to T4 after more than a year on the job, but if your department is core enough, maybe a year is enough. T5 in 3 years. From the current situation of Baidu, core engineers are concentrated in T5/6, but it is a very difficult process to move from 5/6 to 7.

Baidu is very KPI oriented, the second department is the core, and the boss has a higher voice, which makes promotion easier.

There are two general cases:

1. Nominate yourself. When you think you have the quality of the next level, you can nominate yourself. After nomination, you will enter the investigation period.

2. Supervisor nomination, if it is a supervisor nomination, is usually approved directly, but if you are already at a higher level, it is not so easy to direct nomination.

P.S. If you can get to T7, which is basically TL level, there is less time to write code/do business directly.

thinking

Have you been touched or shocked by the job level, salary and promotion standards of the talent system of the three BAT giants above?

According to lifetime Growth Dictionary entry 464: The Flowerpot Effect:

There is a term in psychology called the “flowerpot effect”, which refers to the tendency to become complacent if you stay in a comfortable “flowerpot” for too long. When you are content to do the same things day in and day out and don’t spend time improving yourself, your growth insights will stay in the same area forever.

I have seen such a saying: the sign of a person’s aging is not that he becomes stable and taciturn, but that he refuses to try again, and refuses to allow himself to be in unfamiliar situations. When you stop learning, lock yourself in a cage of shiftlessness, you’ve taken a big step toward mediocrity.

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conclusion

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