Early Chat recently conducted a survey of team leaders, and the numbers are as follows:

Submitted by 535 executives on behalf of 535 teams, all teams currently have a total of 9,320 front-end employees and need to hire 4,057 employees this year

It is predictable that quite a few teams will fail to meet this target.

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Early Chat recently conducted a survey of team leaders, and the numbers are as follows:

535 executive submissions, representing 535 teams, all of which currently have a total headcount of 9,320 and will hire 4,057 this year.

It can be predicted that quite a few teams will fail to meet this recruitment target. This phenomenon has lasted for many years. The reason behind this phenomenon is not only poor information, but also the serious fault between the advanced front end and senior front end of front-end engineers. The corresponding level of Ali is P5+/P6/P6+, and the corresponding level of byte is 2-1. Not to mention the scarcity of technical experts in advance, as long as there is an expert candidate, many big factories rush to grab it.

Usually, the working experience in this range is 3-6 years, and candidates who have more than 6 years of experience but do not reach P6 have little hope of entering medium-sized and large factories. Meanwhile, the recruitment of medium-sized and small factories also tends to follow the trend of big factories, which includes examining algorithms, raising educational background, limiting levels and even requiring age. This further reduces the job search space for many older candidates who are not majoring in major courses, who are not undergraduates, who change industries halfway, who stay in small factories all the way, who have high job-hopping frequency, who have simple project experience, and who are not in the first and second tier cities.

For these candidates, it is very difficult to find a job, and the pressure and anxiety brought by peers are huge, and they feel unspeakable in their hearts. For the front-end teams of many large factories, the recruitment difficulties also make the team leaders and HR feel unspeakable in their hearts.

What went wrong? Is there a problem with the supply and demand of the whole front-end industry, a problem with the talent growth mechanism, a problem with the community ecology, a problem with the training platform and institutions of the whole industry, or a problem with the front-end teams of many companies… ?

Statistics: 500 front-end supervisors

In order to further analyze these problems, Front-end Chat launched several questionnaires. This year, the respondents are mainly more than 850 certified front-end executives in the “front-end management group” (many of them are front-end team leaders of Ali, Byte, Meituan, Kuaishou, Shopee, Tencent, Baidu and other big manufacturers) :

As well as lecturers of the front-end early Chat conference, including other supervisors not included in the circle of friends, collected recruitment information of A total of 535 teams. Considering that very few teams overlap (for example, supervisor A submitted his team’s recruitment gap, while his boss submitted his team’s recruitment gap, including A’s data), The number of independent teams is on the order of 500, and all the statistics in this article are based on these 500 front-end teams/groups.

The survey content counts the number of people to be recruited in the first half of 2021 for each team in different cities, including Beijing, Shanghai, Guangzhou, Shenzhen, Hangzhou, Xiamen, Chengdu, Nanjing, Wuhan, Suzhou, Xi ‘an, Chongqing, Changsha, Tianjin, Hefei, Zhengzhou, etc. The survey data are as follows:

The top 10 screenshots by team size:The top 10 screenshots by number of hires:

As it is a questionnaire, team data is not convenient to be disclosed. If you want to promote your resume internally, please contact Scott (wechat: CodingDream) for recommendation.

As you can see, some front team size has more than 200 people, some of the front-end team is almost double the hiring, at the same time, the larger team and recruitment gap bigger team, mostly concentrated in Beijing, Shanghai, shenzhen and hangzhou, namely we often say “north hangzhou”, guangzhou although rich, but the front end of the market in guangzhou is not as shenzhen, hangzhou has scale Therefore, Guangzhou will rank behind in terms of overall opportunities. The following figure shows the distribution of teams in different cities (in the statistical sample).

Teams: 500 team sizes

There are more than 500 teams/groups, ranging from 1 to 300 people. Generally speaking, teams of 5 to 10 people and 10 to 30 people occupy the absolute majority. However, this data is strongly related to the sample of this survey, because most of my contacts are with medium and large factories, and the front-end managers of various small and medium-sized factories are far from enough. The figure below shows the distribution of the number of front-end teams of different sizes:

I believe that the largest group is the front-end team with less than 10 people. Some of them are a small front-end team or even only three or two front-end teams in a company. Some of them are vertical teams in the business line, some are separated into project teams and run independently, and some are scattered under the back-end team.

However, as long as the company’s business continues to grow, many small teams will also reach the scale of 10 to 30 people. Once it reaches the scale of more than 10 people, it is necessary to have an experienced team leader or person in charge, more or less responsible for part of the team management. Including but not limited to recruitment, project review and resource coordination, performance appraisal, team specification and process formulation, program structure and team technical planning, team cultural atmosphere construction…

Usually the head from the internal promotion, work experience and his life experience, have not reached the P7 / level 2-2 experts began to responsible for the management work, naturally he capacity bottlenecks can also lead to the growth of the team as a whole does not too smooth, and give energy to deal with his own team, their technical growth will slow down, Therefore, it is not conducive to all the members of the whole team to get a bigger and better Offer in the future job switch. We also discussed about this in the front-end management group and felt similar:

On-the-job: 9000 front-end children’s shoes

These 500 or so front end team children’s shoes, a total of 9000 people, they are distributed in which cities?

The number of team members in each city is divided according to different sizes, as shown in the following figure:For example, there are 142 front-end teams in Beijing, and the total number of teams with more than 30 people is more than 1,100. Beijing, Hangzhou, Shenzhen and Shanghai occupy the absolute head. The front-end ratio of each city is as follows:

Throw a line companies in chongqing, xi ‘an, wuhan, nanjing and other similar set up branch, non-core business departments, support team, cooperation, and holding company, a new business division, etc., a line of giant the front end of the team will focus on the “north hangzhou” this four cities, if you want to see the front the cutting edge of technology industry practice, the latest research and development form, the most innovative and technological achievements, Capacity model including the most demanding the front end of the team, directly to the big end of the four cities team, if experience three to five years in these cities, especially in the giant after uniting the front-end experts, back to other cities, is the basic dimension reduction has hit, with the most forward-looking technical judgment and experience, can seize more opportunities in the local city, At the same time, they can balance work and life better. No sweet without sweat.

Hiring: 4,000 front-end gaps

Which cities are the 4,000 + front-end positions to recruit in?

Shanghai, for example, has 45 teams with fewer than five employees and four teams with more than 30. The figure below is the range of the front-end gap of each city, we can take the middle value of its range for reference.

From the statistical results, “” north hangzhou also occupies the largest proportion, recruitment team expansion speed is also very exaggerated, although is still competitive, but for candidates, the opportunity to consider is also the second – and third-tier cities several times as much, as long as there is strategic concentration, can maintain growth, the hundreds of homes in big cities big brush again, Almost all of them get an Offer.

In order to facilitate everyone to know the latest situation of each team, front-end Early Chat conference launched an open source knowledge base, which will include the publicly available information of the top 1000 front-end teams in China. Including what main business the team is responsible for, how many people it currently has, how many people it will hire, who the director is, what open source works it has, what conferences it has attended, what sharing it has had in the community, what famous children’s shoes the team has, the introduction of the team, and Scott’s comments on the team:

Welcome to join Scott on wechat to maintain the largest front-end team knowledge base in China.

Comparison: Hiring experts in 2020

We also conducted a survey in 2020, which is very representative. Here are some data to help you make your own analysis based on the above data:

Basically, for every 100 people hired, a quarter of the demand is for P7-/P7/P7+ (that’s 2-1 bytes +/2-2 bytes), which is equivalent to 1,000 front-end P7s, which is absolutely impossible to achieve. The whole Of China together with front-end experts, also only a few thousand people, from the small and medium-sized plant inside the natural growth of the probability of front-end experts is very low, most of the team with the front-end, to byte Ali into the time, often give a P6+/2-1+ is very good.

In addition, most of the supervisors have not long experience in leading a team, and most of them have 5 to 10 people, 38 years of experience, and 1 to 3 years of management experience.

Conclusion: The front end gap continues to widen

In addition, although recruitment is already a headache, team management is also a headache. We investigated the pain points in management, as shown in the figure below:

The front-end of the whole community cannot effectively supply the demand for recruitment, one of the important reasons is that small and medium-sized companies pay more attention to the cost of employment, coupled with the limitations of its own business scale, which objectively cannot provide the technical space for front-end engineers to quickly break through to P6 in terms of business and system.Subjectively, in the front of the management on no bad bosses, lead the team to “open horizon enlarge cognitive dramatically from the width and depth of the side to increase the technical strength of the front-end engineer, ultimately reflected on the candidate’s resume is not enough project complexity, technical depth, inexperienced into system architecture, the front-end weak basic theoretical knowledge.

When the front end supervisor is not strong enough (this is true for both large and small factories), the growth of team members basically depends on self-learning. Usually, they can only make up for some shortcomings such as basic knowledge including algorithm. They can overcome one or two aspects at most, and still fail in the three or four aspects of project investigation and technical in-depth investigationThe cognition and technology of the managers of many small and medium-sized front-end teams in China cannot be improved, so can the cognition and technology of the front-end team members led by himAt present, this problem cannot be solved in the short term, but it can be alleviated to some extent. For example, more than 15 front-end early Chat conferences are held every year. From management to technical infrastructure, they will be included in the scope of sharing:

Invitation is a giant in the line of technical experts, technical planning and practical sharing, these can at least help a front-end team manager to update into system of practical experience, led his team to help him, people do some exploration technology, most of the growth of the team members can have more fast, bottleneck mainly upon the front head, Strong supervisor means strong ability of team members, and weak supervisor means weak ability of team members.

This recruitment gap cannot be filled and is amplified year by year. With P6+ (senior front end) as the boundary, those who have not worked for many years to the front end of P6+ and those who have gone to the front end of P7/P8 in Dachang are between first-tier cities and third-tier cities. Cognitive generation difference between two groups (the industry, professional, team, understanding of the company), poor technology generation () on the frontier into a system of innovative technology solutions, poor income generation (three line 8, front-end salary is the ceiling, with a line of companies pay has breakthrough 780 thousand) will continue to expand, run faster and faster and faster ran slowly fell more and more far, And then the fault of the senior front end gap will be more and more large, even if there are 10 front-end early chat conference, even if there are 100 training institutions, can not solve the problem of the senior front end, especially the GAP problem of P6+ layer, because P6+ is not able to train, can not be taught, It’s built on years of solid programming and projects, plus opportunity, subjective talent and hard work. This is true for P6+, more so for P7, more so for P8.

Briefly summarize some opinions and suggestions after this round of survey:

  • Beijing, Shanghai, Shenzhen, Hangzhou and Guangzhou are absolute front-end cities, young people can go to these cities in the first few years, dry a few years and then go back to the second-tier cities
    • Note: There are huge opportunities, growth and salary opportunities in these cities, as well as challenges, barriers and competition
  • The front end gap is so large that in three or five years most companies will still not be able to recruit the right number of front ends with the right capabilities as expected
    • There are many reasons, which are closely related to the change of business form, the development of Internet infrastructure and front-end industry
      • In the past decade, China’s booming economy, the rapid development of the Internet industry and the epidemic have accelerated the digital transformation of all industries
      • In such a large domestic economy, the digital office of new and old companies requires massive software systems and front-end
      • The technology of the front end industry develops too fast, the precipitation is too little, the community is not mature, and the inheritance of the new and old alternately appears fracture
      • First-line large factories and many small factories, the development of team front-end technology opened a gap of several years, capacity fault
      • Many front-end team leaders are not competent managers and have no willingness or ability to cultivate team employees
      • Many online education platforms and training institutions can train the front-end to P5+ at most, which cannot meet the needs of big factories
      • Chinese universities have not set up front-end disciplines, so they cannot train front-end talents from universities and input them into the society
      • The interaction forms of Internet products become more complex, leading to higher requirements for core positions, and a large number of front ends fail to meet the entry threshold
      • .
  • In the future, the recruitment of front-end teams will become increasingly difficult. When the recruitment gap cannot be filled, teams will jump ship
    • Such as increase the capacity to build + Serverless development, reduce the page development threshold
    • Each front end team will be more forward-looking for sophomores and juniors, recruit in advance and cultivate internally
    • Open some non-core businesses and introduce more outsourcing companies to settle in and develop to ensure business progress
    • Pay more attention to team echelon and member growth, and further improve the professionalism of front-end engineers
  • In the future, more teams will use various forms to increase exposure and build team personalities to attract candidates to join
    • Blogs, conferences, live streams, videos, open source projects… “Are battlegrounds for front end teams vying for candidates’ attention
      • Those who run out of exposure first take the lead, those who have more exposure and those who have more space for technological exploration take the lead

It is this situation, the front-end early chat also has the value of its existence and survival space, now do a session of congress, every month can meet community of leaders’ shoes and learn advanced technology the demand of the practice, also can build the platform, each month can help front team exposure, the side is the expression of training lecturer and sharing ability, one side is the front end of the connection many users, A seed for his gradual transformation into a candidate for the team to germinate.

You are welcome to express your views, suggestions and questions. This article will make further calibration, correction and supplement according to your questions.