When I opened the list sent by Chen Qi, I saw the first one to evaluate Shang Ruxin. Chu Yuanxi said that what I need to look at is technical characteristics, personal family situation, personality and resume, salary and the status of holding last week's technology options equity, as well as the difficulty of poaching. The most important thing is the contact information. Why do you write a bunch of his classmates and personal analysis for me? I won't poach him!

However, if you look closely, Shang Ruxin is really not to be underestimated. He studies economic management. Although he has no achievements, he has a very considerable circle of classmates because he comes from a prestigious school. He is at the age of a young and strong school, and it is easy to achieve results. If he forms a joint force, he must pay attention to it.

This kind of high-end student circle is actually common, not only in China, but also in the United States. It can be said that the level of development is far ahead of the domestic level, and the utilization of personal connections can be said to be at its best.

However, Chu Yuanxi felt that Shang Ruxin's personality should not be very good at being a human being. But when he turned around, he looked at the personal analysis written by Chen Qi, he found that it was not the case. According to Chen Qi, Shang Ruxin is a typical Yin-Yang person. He is a valuable person and maintains relationships well, but for people who are worthless, he does not consider other people's feelings at all.

This is also the reason why Shang Zhou has not promoted him to CEO for a long time. This time, according to Chen Qi, it was because Shang Zhou's wife got angry that she promoted Shang Ruxin to CEO against the trend.

Although he can't be a human being, he is very good at being a ghost. He is not considered a talent, but he may be a genius?

That is, if he misunderstood that Chu Yuanxi was a person who was worthless and discomfort that day, he would hit the wall. Otherwise, even if Chu Yuanxi did not reach an agreement in the end, he would definitely not be because of him. As for the conflict caused by Li Zhaokai, he would happily resign Li Zhaokai to facilitate the acquisition.

Chu Yuanxi said that Li Zhao was not unfair to die, anyway, he would be fired.

Then last week, if Chen Qi said it correctly, they were all a group of enthusiastic and promising young people. 996 is a welfare because 007 is the norm. There are many people who work seventy or eighty hours a week.

When Chu Yuanxi saw this, he shouted "Okay" because such people usually have no family, so they are prone to poaching.

The most important thing is options. Shang Zhou is quite generous with options. This group of technical backbones basically holds more than one thousandth of the shares, and the most even reaches 1%. Once the relevant technology is promoted to the application stage, the incentives will be given very sufficient. However, the company's overall valuation is low, so it is not daring to give according to the quantity, but only dare to use the number of shares or percentages.

The so-called quantity is "Chu Yuanxi directly gave Zhao Jie no more than 30 million yuan to options", which is calculated directly by money. This algorithm is actually cost-effective for companies with extremely high development speed, but how to give companies with poor development speed? Given options no more than 100,000 yuan? Isn't this just laughing to death?

The only thing that could be blocked is the non-competition agreement, but this can be solved, and it is likely to take advantage of the situation. Thinking of this, Chu Yuanxi asked Chen Qi: Do you know what Shang Ruxin should do after becoming a CEO?

Chen Qi: I don’t know, we were quickly driven. But I can inquire, do I need it?

Chu Yuanxi: Need, I think it would be fine if Shang Ruxin did nothing. Once he wanted to do something, it would be very likely to have a positive push for me.

It’s not that Chu Yuanxi was crazy and had to poach last week’s technology. If you can recruit your favorite technical experts through recruitment, it is actually the best. The problem is that the VR field is very special.

There are too many people who are just making up for the numbers on the emerging track of VR, too few who are truly capable, too many who claim to be able to do VR, too few who can really make fine products, too many technical problems, too few who have carefully solved it, so it is difficult to see explosive product-level applications. On the contrary, A is relatively easy to do, develop healthily, has higher technological content, and has higher requirements for light field technology, and has explosive product-level applications.

This is directly reflected in patents. Many patents in the VR field are so-called "Internet patents", which are patents that do not have a dime technology and are purely process application applications. Among them, Xiaomi and 360 are most keen to apply for such purely charged patents. This kind of patent is good for inspiring thinking, making an app, etc., but it is impossible to reflect any technical characteristics.

This also led to the wind blowing on the VR track in 2014, but it has blown to the end of 2018 and still cannot see any great value, and it is even difficult to break the situation after a long period of time.

You should know that in 2014, VR, A, artificial intelligence, big data and robots in the field of technology were launched at the same time, which directly led to an unprecedented investment fever. In addition, cloud computing started earlier, the field of technology showed a blooming attitude.

Although investment and financing fluctuated in the following years, almost all of them had results except VR, with iconic phenomenal hot products, and even entered thousands of households, affecting countless ordinary people. Only VR has not worked, and occasionally some hot products are extremely lightweight, and even investment institutions do not like it.

In this case, recruitment is a very headache-inducing problem, because the recruitment conditions are average and not attractive to capable people, but if you put on the recruitment list, you will have a high probability of recruiting Mr. Nan Guo. It is a very difficult issue to understand the talent situation in this field in depth, because no one has succeeded and there is not even a benchmark.

This is also one of the reasons why technology’s valuation cannot be raised last week. If there are big bulls in their technical team, the valuation will rise in minutes. The problem is that to become big bulls, you must succeed first.

The technology industry is actually more snobbish than other industries. People who have never succeeded are still ordinary people even if they are theoretically awesome. homebrew is an Apple platform suite tool with a wide application area, which is very simple and easy to use. Unfortunately, this is for developers rather than ordinary people, so the producer cannot be said to be successful. Then he was actually killed when he went to the job interview.

If he did not do a kit tool but an app and then successfully promoted it, then he would be a person who could increase the valuation of a startup company and no one would have to hinder him. Even if he went to Google, he would hardly have to go through the interview process.

Therefore, if you want to recruit talents in the VR field, you must start with technology. Chu Yuanxi has looked at the patents of technology last week, and it still feels that it has some technical content, not the so-called "Internet patent".

Since you have caught up, it is better to poach directly. And you can pry it out, as long as there are projects to do. The problem is that now Baren has no projects, and it is not right to poach others, and they can't dig them. When they get dug, they don't know what to do.
Chapter completed!