Alibaba salary level comparison table 2021

Recently, many students are envious of Alibaba. I would like to share with you the Alibaba salary level comparison table.

1. Total number of employees worldwide

As of December 31, 2019, the total number of employees was 116,519.

2. Position level

Alibaba Group adopts a dual-sequence career development system:

One system is the expert route [P sequence = technical position], programmers, engineers, talents in a certain professional field, a total of 14 levels, from P1 to P14, and the current campus recruitment starts at P4.

One system is the M route, that is, the manager route [M sequence = management position], from M1 to M10.

Generally speaking, fresh graduates are P5 when they first join Alibaba, and are promoted to P6 after working for 1-3 years. Alibaba generally allocates stocks only when they reach P7.

Currently, the most in-demand job level in Alibaba is P6-P8, which is also the largest level in Alibaba Group. The title of a programmer at the P6 level is senior engineer, P7 is already an expert level, and P8 is a senior expert. Generally speaking, Alibaba programmers who are well-known in the world are at least P8 level. The existence of the P10 level is the legendary god level. All programmers at this level are well-known in the industry, such as Chu Ba, Bi Xuan, etc.

3. Job salary

Alibaba salary structure: generally 12+1+3=16 salaries.

The bonus at the end of the year is 0-6 months' salary, and 90% of people can get 3.

Stocks can only be obtained after working for 2 years, 50% for the first time, and all can be obtained in 4 years.

Speaking of stocks, we need to spread some common sense: stocks are used by companies to reward employee loyalty, so Alibaba has annual exercise rights, and it is really difficult to cash out after leaving the company, not to mention the increase in taxes. First of all, the vesting will be subject to a personal income tax of up to 45%, and then the stocks you get are restricted stocks, which cannot be sold immediately.

When you can finally sell them, you still have to pay 20% personal income tax on the increased value of the stocks! More importantly, you must pay taxes first before you can vest, and you must pay taxes in cash! Therefore, the more you take, the more cash you have to take out first, and the liquidity risk here should not be underestimated.

4. Performance Appraisal

Appraisal Content: Performance and Values ​​each account for 50%

Appraisal Frequency: Quarterly Appraisal

Department Ranking: 2-7-1

Individual Ranking: 3-6-1

Appraisal Tool: KPI-driven

Elimination Criteria: Become the Bottom 10% for Two Consecutive Quarters

Promotion Condition: Last Year’s KPI Reaches 3.75

Evaluation Form: Three-to-One Appraisal, for example, if you are a manager, your superior is a director, and the director’s superior is the vice president. When the director is appraising the manager, the vice president must participate, and the human resources of the corresponding department must also be included, so as to prevent “one-man rule”.

The performance scoring standard is divided into six levels, namely:

5. Promotion conditions

Promotion qualifications: KPI of last year reached 3.75

Supervisor nomination: Generally, supervisors will not nominate if KPI does not reach 3.75

Promotion committee interview: The promotion committee is generally composed of the boss of the partner's business department, HRG, the boss of the business line, etc.

Promotion committee voting

If an employee wants to upgrade, such as from P6 to P7, he needs to report on his work and pass the interview of the promotion committee. The promotion committee is generally composed of your direct supervisor, the leader of the partner's business department, HRG, the leader of the business line, etc.

Promotion to P8 and below, the subsidiary will be evaluated internally; promotion to P9, the group professional committee will conduct an evaluation; M cannot nominate independently, M3 and below will be evaluated by one over one plus HR within the company; promotion to M4 will be evaluated by the group management committee.

It is relatively easy to upgrade from P5 to P6, but it will become increasingly difficult to move up. Generally, P7 is the technical leader of the team. It is very difficult to upgrade from P6 to P7, and it is not easy to take the step from employee to management.