Rebirth 08: Rise from copycat phones

Chapter 443 Zhiyun's Careful Selection, Trustworthy
In Tongcheng, I visited the 903th Factory's equivalent seven-nanometer process production line. I also saw the S6000 chip, which has been successfully taped out and completed technical verification, as well as the Ai graphics card, which is still in the process of taping out but has not yet been successfully taped out for practical use.

This trip to Tongcheng was worthwhile for Xu Shenxue just by seeing the development of these three things.

What is more important is that in the technical verification of the S903 chip, not only the first production line that adopted a full set of imported equipment completed the technical verification, but the second production line that adopted a large number of domestic equipment also completed the technical verification.

This is even more important, as it means that a large number of domestically produced core equipment, with the HDUV-600 lithography machine as the core, have reached the world's first-class level.

So when leaving Tongcheng, Xu Shenxue felt extremely happy.

As long as the most core semiconductor equipment and consumables do not have problems and can maintain technological progress, the series of subsidiaries centered on Zhiyun Group, as well as many other domestic semiconductor manufacturing and design companies, as well as various downstream industrial or consumer electronics products, and other types of industrial products that require chips will not be affected, and will be able to continuously improve performance and enhance market competitiveness.

What is affected behind this is a huge industrial chain worth trillions of dollars!
After returning to Shenzhen in a good mood, Xu Shenxue instructed his subordinates to promote the technical backbones in the subsidiaries under the Xiannvshan Holding system engaged in the fields of semiconductor equipment and consumables, give bonuses to those who deserved them, and give stocks to those who deserved them.

The development of semiconductor equipment and consumables to where it is today is inseparable from the efforts of tens of thousands of R&D engineers under the Fairy Mountain Holdings system.

And Xu Shenxue has never been stingy with these technical R&D personnel...It can even be said that he is the most generous boss to technical R&D personnel in the world.

In the many companies under his control, the income of technical R&D personnel is very good. Relying on their strong technical R&D capabilities, many people get high salaries and even generous stock options.

This is also the reason why Zhiyun Group and Xiannvshan Holdings, companies under Xu Shenxue, have long been very popular among domestic science talents.

Most science graduates from top domestic universities choose to join Zhiyun Group, Xiannvshan Holdings, Hailan Automobile and other companies under Xu Shenxue based on their majors after graduation.

However, the entry threshold for these companies is relatively high, and not everyone can join.

A large number of talents tend to prefer the companies under Xu Shenxue. The reason is very simple: there is a lot of money, the stage is big enough, and the company will not easily dismiss technical personnel, especially key technical personnel.

It is not like some other high-tech companies that would choose to lay off the entire project team directly because the project is unsuccessful or the company's operating conditions are not good.

There are also some small and medium-sized enterprises that are not very strong. If there are certain problems in the operation of the business, the first department to be cut is often the R&D department.

At the same time, some Internet companies or other high-tech companies are also quite strange. In order to reduce costs and increase efficiency, they often take the initiative to dismiss older employees with higher salaries, so that in the past two years, there has been a situation of 35-year-old anxiety... And the purpose of these companies doing this is just to save labor costs in the R&D field.
However, this kind of large-scale and routine layoffs has almost never occurred in the companies under Xu Shenxue.

That is, if the entire project fails, then the project team members basically don’t have to worry about losing their jobs... because the companies under Xu Shenxue are not short of money, and there are many R&D projects. If this project cannot be carried out, just switch to another one... and there are so many projects, you can pick any R&D project and do whatever you like.

In this regard, Zhiyun Group and other sister companies respect the choices of R&D employees and will not interfere too much. As long as there is a position in the project team he chooses and his own abilities meet the job requirements, he can go. After all, hobbies are the best source of inspiration.

When it comes to research and development, inspiration is very important.

In addition, Xu Shenxue's companies, led by Zhiyun Group, do not lay off employees aged 35 and over... because most of the companies under Xu Shenxue are high-tech manufacturing industries, which require very high professional skills from R&D personnel.

The educational requirements for many R&D positions start at a master's degree or even a doctorate... and when a doctorate graduate, they are generally in their twenties, and some may even be in their early thirties.

However, after these people are recruited, they generally cannot be plug-and-play, because even if they are PhDs, what they study and research in school is still a long way from the forefront of the industry... These days, the most advanced cutting-edge technologies are not in schools, but in the hands of companies.

Especially in many fields such as domestic aerospace, semiconductors, artificial intelligence, smart electric vehicles, semi-solid batteries, solid-state batteries, smart terminals, etc., what we learn in school are just the basics. The truly cutting-edge technologies are in the laboratories of Zhiyun Group, Hailan Automobile, Xiannvshan Holdings, Nanmen Aerospace and other companies.

This means that even if you are a top talent who has studied very well in school, you still need a long period of time to learn and accumulate knowledge if you want to keep up with the R&D progress after joining these companies.

In most cases, by the time they grow up to be able to serve as core technical backbones, they are already in their thirties.

Then at this time, if the management department says that they want to control labor costs and fire those people whose annual salaries are hundreds of thousands or millions... the head of the technical department will go directly to the door and beat up these managers.

I finally recruited a few talented people, and worked hard to train them for several years. I finally trained some technical backbones who can help me. Now you tell me that I want to fire them?

I might as well fire you!

Technical backbones around 35 years old are at a stage where they have sufficient knowledge reserves, rich experience, and are most likely to produce results.

How can we fire him easily? Not to mention firing him, he will be given all kinds of non-compete agreements to avoid the loss of such key personnel.

As for labor costs... perhaps for other companies, the salaries of these highly qualified top talents are very high, which will bring a heavy burden to the company... but for Xu Shenxue's companies with strong earning ability, this labor cost is nothing.

The biggest expense in many of Xu Shenxue's companies is R&D investment, and labor costs are actually a small part of R&D investment, while the bulk of it is various miscellaneous experiments.

There are many cases where the salary of a single experiment is equivalent to the total annual salary of all project team members.

Therefore, although the human resource costs of the companies under Xu Shenxue are at a unique level in the country and the salary income of their technical personnel is higher than that of other so-called high-tech companies and Internet giants, in fact, the human resource cost expenditure in companies such as Zhiyun Group accounts for a very small proportion of their corporate expenditure.

A fact that many people in the outside world tend to overlook is that among all the major high-tech companies in the world, the labor costs of the high-tech companies under Xu Shenxue are actually among the relatively low ones.

Zhiyun Group is compared with companies such as Four Star, Fruit, Qualcomm, TSMC, and Intel;

Comparison between Xiannvshan Holdings, ALMS and other high-tech companies in the overseas semiconductor industry chain.

Compare Hailan Automobile and Tesla.

Comparison between South Gate Aerospace and SpaceX.

Yihai Technology Group is compared with Google, Microsoft and Facebook.

Then you will find that the human resource costs of this series of companies under Xu Shenxue are significantly lower than those of their foreign competitors... This is also what many people often call the so-called talent dividend.

Even though Zhiyun Group offers its employees a unique salary package in China, its actual human resource cost support is still significantly lower than that of similar foreign competitors.

And considering the prices of various countries, the actual purchasing power of currencies and other factors, the actual living standards of employees of Xu Shenxue's companies are better than those of employees of similar foreign competing companies. For programmers in Zhiyun Group, the median income this year is about 700,000, which is equivalent to about 110,000 US dollars in China. This median income is not the average, because the average is even higher, reaching millions.

However, the average cannot reflect the actual income level of ordinary programmers... because the income of a few core engineers is very high, and they will significantly increase the average number, so the median income can more accurately reflect the income level of ordinary employees.

The median is 700,000!

As for foreign competitors, well, those that can be competitors of Zhiyun Group are basically large foreign companies, and their programmers' incomes are generally high. For example, the median salary of Google in the United States is about US$200,000, and some companies can even reach around US$220,000 to US$230,000.

It's basically a one-on-two level!
Are all the above considered pre-tax income? The actual income will be even less after tax deduction.

When considering various factors such as taxes, purchasing power of currency, and prices, Zhiyun Group's employees actually live better and have a higher quality of life than their foreign counterparts.

Of course, both Zhiyun and these foreign competitors are world-class top technology companies. Their employees are well treated and are considered high-income groups in their respective countries.

This is even more evident in Zhiyun Group!
The median annual salary of programmers in Zhiyun Group is 700,000 yuan, which is quite exaggerated in China... It is no exaggeration to say that the employees in Zhiyun Group, at least in terms of income, are among the upper class.

Don’t be fooled by the fact that everyone on the Internet earns a million dollars a year, but in reality, people’s median income is very low.

Even in Shenzhen, there are a lot of people with an annual income of 40,000 to 50,000 yuan, and those with an annual income of 70,000 to 80,000 yuan are considered pretty good.

The proportion of people with an annual income of more than 120,000 yuan is already a minority among the population...

There are far fewer people who have a stable monthly income of over 10,000 yuan than many people imagine!

However, the median income of programmers at Zhiyun Group is 700,000...almost ten times that of ordinary people.

The income level of 700,000 is not only unique in the country, but also several times higher than the normal income in the country.

The reason for this situation is that Zhiyun recruits the best employees... During the annual campus recruitment, the best science talents in the 985 universities are basically recruited by Zhiyun Group or other sister companies.

Students who cannot enter Zhiyun Group will consider going to other large domestic companies or doing other things.

Zhiyun Group recruits the best people, so naturally the salaries they offer are very high.

In addition, Zhiyun Group never compares salary levels with other domestic companies or competes for talent...it usually compares salary levels with foreign competitors and competes for talent.

After all, the talents that Zhiyun Group needs are the best ones.

When it comes to top talents, it's not just Zhiyun that wants them. Google, Apple, Facebook, Sixin and other companies are also vying for them.

Therefore, even if Zhiyun’s salary level cannot reach the level of large foreign companies, it must be far ahead of the domestic average income level, so that employees can actually have a better quality of life, and thus continue to recruit top talents and retain them.

Therefore, when discussing the income of Zhiyun Group’s employees, we cannot look at it from the perspective of a conventional domestic company... It is best to view it directly as a multinational giant foreign company.

However, even with such high employee income, labor costs are still only a small part of Zhiyun Group's huge total expenditure.

Therefore, Zhiyun Group can afford to employ a large number of experienced and technically proficient technical R&D personnel who are in their prime years, usually in their 35s or even s.

Super high income, a world-class platform to display talents, no need to worry about inexplicable unemployment, it can't be called a stable job, but it can be considered a wooden rice bowl. As long as you don't commit suicide, you generally won't be fired...and all of the above have attracted a crazy influx of top elites from all over the country.

Finally, there is the social status, or respectability, that comes with being an employee of Zhiyun Group... During a blind date, if a boy says that he is an employee of Zhiyun and has a normal appearance, the girl on the other side will drool.

As the saying goes, a girl may not trust her own judgment, but she must trust the judgment of Zhiyun Group’s human resources department.

Zhiyun Group is such a big group that has conducted various screenings for the girl, from academic qualifications to ability and personality and other aspects... Girl, the man in front of you is definitely one of the best and most elite people in the country!

Zhiyun’s strict selection is trustworthy!

Of course, in reality, most of Zhiyun’s employees don’t need blind dates, because they have a group of girls who are willing to pay attention to them...unless they are a few weirdos with very high requirements, or a few who are simply ugly and too introverted.

Under normal circumstances, Zhiyun's male employees are still very popular with girls...

Wang Hua is a typical example. When he just returned to China, his parents arranged a blind date for him without knowing the situation. What’s more, the blind date partner was a fool with little knowledge. He planned to take away Wang Hua’s gold coins as soon as they met.

If it were any normal girl, she would have pounced on him a long time ago. Not to mention asking for a bride price, she would even be willing to pay a dowry!
Even Zhao Linyi, who is considered a second-generation rich and pretty, is now obsessed with Wang Hua!

After returning to Shenzhen, she made an appointment to meet with Wang Hua. After a very good night of dating, Wang Hua went on a business trip again two days later. She couldn't see him and could only contact him through WeChat on a daily basis.

But Wang Hua is also a person with a strong sense of career and he rarely looks at his personal mobile phone during working hours, so he replies to messages very slowly, usually only replying one or two messages during his daytime break, or chatting more at night.

If another man treated Zhao Linyi like this, she would have blocked him long ago... He doesn't send messages to me actively, and doesn't reply to messages in time, which means he definitely doesn't like me. Even if he does like me, it's useless, just block him and be done with it.

But for Wang Hua, it was different.

On the contrary, in her eyes, being focused on work and not looking at personal mobile phones are even considered as one of the advantages... An excellent man can be very handsome when he works hard!

After finally waiting for Wang Hua to come back from his business trip, she couldn't wait to go out with Wang Hua again...

As for the saying that girls should be reserved, not too proactive, and let men take the initiative.

She used to regard it as truth, but now she sneers at it!
(End of this chapter)