对话新能源出海猎头：年薪300万的岗位，空置两年招不到人

Core Insights - The key focus for the energy storage industry in 2026 remains "going overseas" as domestic markets face intense competition, prompting companies to seek opportunities in emerging international markets [1] Group 1: Talent and Market Dynamics - Talent is not only a productivity driver but also a barometer for industry health, with a significant demand for skilled personnel in the overseas energy sector [2] - The conversation highlights the challenges faced by small and medium-sized brands in securing resources and talent while larger brands successfully expand globally [2][3] - The overseas recruitment market has become increasingly competitive, with many new players entering the energy storage sector, particularly from the home appliance industry, leveraging their cost control and established distribution channels [4] Group 2: Recruitment Trends - There has been a shift in recruitment preferences, with companies now seeking local sales talent and technical experts who can effectively engage with clients, rather than solely relying on foreign executives [5] - The recruitment landscape has evolved, with companies now looking for candidates who perfectly match specific regional, product, and experience criteria, emphasizing cost-effectiveness [8][9] - The limited availability of experienced talent in the energy storage sector poses a significant challenge for companies aiming to build effective teams [10] Group 3: Challenges in Leadership and Strategy - Mid-level management faces dual pressures of generating sales while building and training teams, which complicates their roles and increases turnover rates [11][12] - High-level talent recruitment is particularly challenging, as leaders must balance strategic planning with hands-on sales efforts, often requiring them to educate their teams on industry specifics [15][16] - Companies must overcome their reliance on past successes and trust new executives to adapt to the energy storage market [17] Group 4: Market Entry and Investment Strategies - Companies need to assess their capabilities before entering international markets, with those possessing strong product offerings and team structures able to expand globally, while others may need to start in lower-cost markets [19] - The challenges of overseas expansion include financial constraints, geographical distance, and long return periods, necessitating active involvement from company leadership [20] - Companies must align their recruitment strategies with market demands, which are influenced by policy changes and regional market dynamics [21] Group 5: Strategic Recommendations - Successful overseas expansion requires company leaders to be directly involved in operations, rather than relying solely on external sales personnel [22] - Companies should develop a clear understanding of their competitive advantages and invest strategically to survive in increasingly competitive markets [22] - Emphasizing local cultural and legal considerations is crucial for successful market entry [22] Group 6: Conclusion - The overseas market presents significant opportunities for profit and high salaries, but companies must engage deeply to realize these benefits [25]