Column | chapter nine algorithm
Url | www.jiuzhang.com
The IT industry has always been an industry of rapid turnover and frequent job-hopping. In recent years, in order to grab high-end talents, these surface bright IT companies, behind the means can not be less, the Internet industry’s poaching war, the plot can not lose dog blood drama. This week we take a look at the various unethical “mining techniques” used by IT companies.
1. Money is the absolute truth. We agreed to do the project together, but you…
Uber, which has been on a tear for years, is poaching people with a mind-boggling intensity. Carnegie Mellon university and Uber have announced a strategic partnership in which Carnegie Mellon’s Robotics Research Center (NREC) will work closely with Uber to develop driverless technology that could one day replace Uber’s human drivers. As the collaboration went on, Carnegie Mellon discovered to its horror that Uber had poached almost half of NREC’s entire research team.
Uber has lured away six chief project leaders and 34 engineers by offering huge bonuses and a doubling of their salaries. They include Tony Stentz, the director of NREC, and most of the key project directors. Uber’s hiring spree has left NREC’s entire middle and senior ranks almost empty.
In addition to using money to dig people, you can also use money to dig people. Google doesn’t let its employees go easily. Uber, Airbnb, Pinterest and Palantir are all competing with Google’s counteroffer, and that counteroffer is enough to scare off a slew of headhunters, according to people familiar with the matter.
2. Seize every opportunity to poke holes in my people on my website…
In 2015, Twitter laid off hundreds of people, and as soon as the news was announced, there were people waiting behind it.
A startup called Pillow tweeted: why fight 140 characters all the time? Welcome to the Pillow family. Come to the Pillow interview!
It didn’t mention Twitter, but it was obvious to the discerning eye who the 140 characters were, and the message was posted exclusively on Twitter. In addition to Pillow, a host of companies, such as Y Combinator, a start-up incubator, have poached twitter staff.
Kevin Flynn: We already have a Twitter employee on board. If you’re fired from Twitter today, join us.
3. Dig people up right under their noses, take a picture and they could be poached
An employee at Uber’s San Francisco headquarters said he noticed a new geolocation filter when using Snapchat that indicated Snapchat wanted to hire Uber employees.
When a user sends a Snapchat message, the filter says, “Haven’t you spent enough time in this place yet?” “– and only to users near Uber’s headquarters, showing them the url of Snapchat’s jobs page and an illustration of Snapchat’s own ghost driving a cab with a dejected face.
In addition to Uber, engineers at Companies like Airbnb and Pinterest can also see Snapchat’s tailor-made job ads. When an Airbnb employee opens Snapchat, the screen reads “Didn’t sleep well last night?” “Accompanied by a picture of a ghost lying on a bed surrounded by floating sheep.
Pinterest staff’s Snapchat page, with the message “feel pinned down?” This move is really too belly black, dig somebody else corner, return satire somebody else is not good.
4. Fishing can always catch your eye
If Google finds out you’re searching for a particular programming term, they’ll invite you to apply for the job, which seems crazy, but Google is.
One person had an experience when he was googling “Python lambda function list parsing” and suddenly a special aspect popped up. A page of search results splits in half and folds back, revealing a box that says, “Are you using our programming language, try the challenge?” The student was tested. After filling out his contact information, he was contacted by a Google recruiter, went through the hiring process, and eventually joined Google.
In this way, Google is really stepping up its efforts to find the right people.
Similarly, Uber came up with the “hack Challenge” when it was recruiting programmers, taking advantage of its Uber roadmap to attract curious, skilled code farmers.
When Uber users in Places like Silicon Valley look at their route map, a command window pops up at the bottom of the screen, ignored by people who don’t know how to code, but caught the coder’s attention.
The content of the game is dichotomy to find bugs, etc. After the coder has finished the game, the window will pop up: “Dear programmer, we need talents like you at Uber. Are you interested in learning more about working at Uber?”
In fact, the game of interview is not easy, only those who dare to delve into the code farmers dare to take the job, these people with cheap hands enjoy the challenge, have passion for work, and excellent technical ability. Uber can easily find its own swift horse within a short time of a taxi.
5. When you buy the company, you’re snapped up
Companies with deep pockets, in addition to paying high prices to poach people, will even buy the entire company. Same Google, which bought DNNresearch, a three-person company, in 2013. Professor Hinton of the University of Toronto specializes in neural networks and enjoys a high reputation worldwide. His knowledge can be applied to intelligent fields such as computer speech recognition, speech understanding and computer vision. That’s exactly what Google is working on right now. DNNresearch had no product at the time of the acquisition, and the acquisition was clearly aimed at talent. In order to acquire talents, they are willing to buy the whole company. Many BAT companies have done such things. In the field of artificial intelligence in recent years, many acquisition cases are just for “acquiring” talents.
6. Bosses also love chance encounters
When domestic BAT companies go to Silicon Valley to recruit, they often encounter a problem that the company is not as famous as silicon Valley, so talents will not come to them. So BAT giants like Baidu and Alibaba have started creating “chance encounters” for talented people. Li has said in interviews that he spends a large part of his time recruiting people. Internet bigwigs are seen more often in Silicon Valley than back home. The CEO group is an orientation course for the big guys in the Bay Area. It can be as few as three people, as many as 30 people, or they can go to Berkeley, Stanford and other universities to give speeches, or they can go on business trips, and they are actually looking for people.
Didi Chuxing once sponsored the international top data mining conference KDD, and the amount is said to be twice that of Microsoft and Google, which is a diamond level sponsor. In a world full of top-notch data experts, it’s fair to say it’s a good time to find talent.
7. Wait for you in the right place at the right time
Post signboard information on some dating website (who call code farmer single dog many).
8. Use technology to dig people, so that talent really convinced
On Zhihu, a boss found traditional recruitment methods too slow, so he created an app that directly grabbed people who had read the books on Douban. After catching tens of thousands of people, we continue to recurse, and then use technical analysis to screen out dozens of technical masters. Then throw these big cow douban account to the company female HR, and then a bean mail hook up, is absolutely!
9. Crack “Poaching”
A Chinese company has launched a new scheme to encourage its single employees ahead of Singles Day — anyone who has a successful relationship with an employee of another local Internet company will receive a potential poach bonus of 1,000 yuan. I wonder how many pairs of…
After seeing the above 9 methods of poaching people, have you ever encountered or witnessed the “unscrupulous” methods of Internet companies?
Welcome to follow my wechat official account: Ninechapter.
Elite programmer exchange community, regular release of interview questions, interview skills, job information, etc
