Chapter 30 The War of Poaching

Chapter 30 The War of Poaching

Chapter 30 The War of Poaching
Zhiyun Technology Co., Ltd. officially moved into Qianshan Insurance Building. On that day, the physical manager of the building, some companies upstairs and downstairs, and some suppliers of Weiku Electronics all sent flower baskets to celebrate.

On the first day of moving in, I needed to familiarize myself with the environment, and then I had to arrange for office computers and multiple workstations for R&D to run data.

There were many other things going on as well, so people in other departments of Zhiyun Technology were very busy that day, running around doing odd jobs.

However, the employees in the R&D department do not get involved in these trivial matters, but enter the R&D state from the beginning... These people's salaries are valuable, how can we let them sit idle!
It was not until the next day that Zhiyun Technology Co., Ltd. got back on track. More than 100 colleagues in the R&D department continued their R&D tasks, and people in marketing and supply chain also started their work.

At the same time, the human resources department also started large-scale recruitment and summoned some job seekers who had been contacted previously for interviews.

The people interviewed came from all walks of life, including those in marketing, human resources, administrative office, supply chain, and also R&D personnel.

In addition to these, several new business departments were established, one of which is responsible for coordinating with major software manufacturers. On the one hand, it is to promote the built-in software advertising space of the mobile phone and then charge APP built-in fees. On the other hand, it is to let them quickly develop Android versions and then pull the APP into the system software mall to enrich the system APP mall.

These are all value-added services... Although the mobile phone has not been released yet, these services must be contacted in advance. We can't wait until the mobile phone is released, the press conference is held, and it is ready to be released before negotiating these value-added services. If we do that, it will be too late.

So talk about it in advance to give yourself and the other party time to prepare.

It is not a big deal for software manufacturers. Many large software manufacturers, especially those that commonly use software, will develop Android versions to seize the market. Zhiyun Technology has also proposed profit-sharing discounts and even implemented measures to waive channel fees in the past few months.

Software manufacturers, especially game manufacturers, think that they have to use Android anyway, so one more channel means more revenue. They don’t care whether Zhiyun mobile phone will be successful in the future, they just want to grab a position first.

But even so, we still have to talk to each family one by one, which is time-consuming and laborious.

Therefore, the software value-added business department also needs to recruit a certain number of people to handle these matters.

All departments are now short of people and are recruiting. However, except for R&D positions, it is not difficult to recruit for other positions. As long as the salary is at the market price, there will be a lot of people who want to apply for a job.

After all, there is no shortage of people for these ordinary clerical positions, even in marketing and middle and senior management positions. There are a lot of these people in the market. Sometimes you don’t even need to pay the market price for some positions. You can recruit good employees even if you pay slightly lower than the market price.

Therefore, it is the easiest and most convenient for the human resources department to recruit for these ordinary administrative positions.

But...it's not easy to find R&D personnel. Not only are they hard to find, but their salaries are also hard to control!
Currently in Zhiyun Technology, the engineers with the highest job remuneration are those engaged in research and development. Regardless of whether they are software engineers or hardware engineers, their salaries are terrifying, with many earning over ten thousand yuan a month. Even ordinary code farmers who have just graduated can earn six or seven thousand after being converted to full-time employees.

This does not even include additional project bonuses and year-end bonuses. According to the mainstream industry view, employees generally have to be paid a 14th salary, and some core backbones have to be paid a 16th salary.

If you say no, they will change jobs in a matter of minutes...

As 09 began, the turnover rate in the 3G communications R&D industry, especially in the smart phone industry, was extremely high. The annual turnover rate in some companies was over %, and in some companies it was even as high as %.

Why are the resignations so exaggerated? Because there is a huge demand for talent, but very few talents in the market, which leads to a group of companies poaching people everywhere.

Employees are also happy to see this. After all, changing jobs can increase their salary by 30%, 50% or even double it, and many people can't resist.

We are all workers, who doesn’t want to earn more money?
As for Zhiyun Technology, there is also a group of external companies keeping an eye on their technical backbones...especially after 09.

This month, high-end human resources circles in Shenzhen have become more or less aware that Weiku Electronics, a small, unknown-brand computer manufacturer, has actually assembled a smart phone R&D team.

Therefore, a group of large smartphone companies outside are trying every means to poach people from Zhiyun Technology. Several companies have disregarded their shame and directly set up recruitment booths downstairs of the Insurance Building where Zhiyun Technology is located. They put a small table there every day and hold up a sign that reads: We are hiring R&D personnel for various smartphone projects with high salaries, and the treatment will be excellent... double the salary!
Damn, not to mention all the companies in the insurance building, even in the entire Qianshan area, there is only one company called Zhiyun Technology that makes smart phones... They are definitely poaching people directly from Zhiyun Technology.

In addition to poaching ordinary employees, they also commissioned headhunters to contact mid- to high-end talents in Wecoo Electronics and try to poach those technical backbones.

Fortunately, Luo Yinian was very cunning and signed non-compete agreements with these high-paid talents. If they wanted to switch to competitors, the compensation would be a large amount. However, some ordinary backbones and engineers were still poached.

Xu Shenxue would not have any objection to these ordinary technical personnel changing jobs. Since you cannot give them the salary they want, don't blame them for changing jobs. This is a matter of mutual consent and there is nothing to say.

However, after these people leave, the scientific research system will lose its R&D aura and its scientific research capabilities will decline.

Of course, the knowledge that they have learned and the experience that they have accumulated during their time in the scientific research system are still theirs...

Therefore, after losing the halo of the scientific research quota, this person's level must have improved compared to before, but the improvement is only in knowledge and experience.

However, more metaphysical things such as learning ability, concentration, quick thinking and inspiration have returned to normal.

These points are crucial for a scientific researcher... After all, everyone has similar theoretical foundations. Those who can engage in research and development these days have good basic theoretical knowledge and experience.

So what reflects the gap between an ordinary scientific researcher and a technical backbone? It is these metaphysical things, or what can be called talents.

Anyway, several companies hired people from Weiku Electronics with high salaries, but when they took them back, they felt very strange. How should I put it? It felt like they bought fake products...

At WeCool Electronics, this person was obviously able to lead a team to work directly, and he spoke very convincingly when he came for the interview secretly.

So much so that during the interview, the heads of the technical departments in charge of the interview looked at them as if they saw geniuses...

But after really digging into it, I felt that something was not right. I couldn't solve a small problem after struggling for a long time, and I was completely at a loss for a slightly more in-depth problem.

It’s not that they don’t have good basic skills, insufficient knowledge reserves, or lack of experience...all of these are actually fine.

But how should I put it, my brain just can't turn around...

You have to know that the problem-solving abilities of R&D personnel who can think flexibly and those who cannot are at different levels, and their corresponding salary levels are also at different levels.

A project manager at a domestic manufacturer looked at a hardware engineer he had just poached from Vico Electronics with a gloomy face for a long time: "I didn't expect I was wrong. This is all he can do with an annual salary of 200,000? No wonder Vico Electronics only gave him 80,000. At first I thought they were blind and buried such a talent, but I didn't expect... He is really only worth 80,000, no, 60,000 at most. Giving him one cent more would be disrespectful to my old colleague!"

"Before the contract is officially signed, I'll ask him to get out of here right now. He's a liar. He actually tricked me!"

Then, an employee who was still immersed in the fact that his annual salary increased from 80,000 to 200,000 after changing jobs and he was on the peak of his life, became unemployed just one day after changing jobs...

The person in charge who recruited him directly said that his work ability was seriously incompatible with the job requirements, and he was fired before he even passed the first day of the probation period...

Of course, there are relatively few companies that fire employees so decisively and decisively, and the level of their skills has been reduced to this extent. This is an isolated case.

Although most of the poached employees are not up to the mark, they are still usable, but they have to be "downgraded"... Basically, they use the salary of a technical backbone to hire a "technical backbone", and then when this technical backbone is actually working, he can only do the work of an ordinary employee.

This is such a loss!

This would be fine if it happened once or twice, but after a dozen or so examples appeared, the human resources circle in the smartphone business soon discovered that something was wrong:

After all, Zhiyun Technology is a small company, and the overall level of its technical personnel is still relatively "exaggerated"... It's okay to poach people at a low price, but poaching them at a premium is definitely a big deal.

(End of this chapter)