Anton Osika ，瑞典 AI 创业者， Lovable 联合创始人兼 CEO ，带领 Lovable 团队 7 个月实现 1 亿美元 ARR 。曾在欧洲核研究组织（ CERN ）任高级工程 师，并在 Sana Labs 担任技术负责人，拥有深厚的机器学习与产品开发经验，致力于用 AI 赋能全新应用构建模式。 AI 竞争的核心：资本军备竞赛还是人才抢夺战？ Harry ： 很高兴来到斯德哥尔摩。你最近刚完成了一轮出色的融资，我想从这个话题开始。我们看到很多资金涌入这个领域，所以我想问，这是一场资本 军备竞赛吗？是谁钱最多谁就赢的游戏，还是别的？ Anton ： 我认为这更像是一场争夺顶尖人才的竞赛，同时也是在竞争品牌影响力和用户信任度。 虽然资本确实有帮助，但对我们来说并非核心瓶颈。如果 你专注于基础模型开发，那么资本可能确实是限制因素，因为训练所需的计算资源成本极其高昂。但对于我们的业务模式而言，成功的关键在于保持极高 的执行效率和吸引行业内最优秀的人才加入。 Harry ： 既然人才是第一位的，我们看到扎克伯格开出了 NFL 式的合同，为顶尖人才支付巨额薪酬。你如何看待这种现象？你觉得未来获得最佳人 ...

来源：上海证券报·中国证券网 上证报中国证券网讯（记者 陈梦娜 实习生 黄钰宸）8月20日，上海市浙江商会人力资源委员会主席、致达控股集团董事长严健军在2025民营企业人力资源 高质量发展峰会暨科技创新促进会成立大会上致辞时表示，技术革命和产业变革给浙商发展带来了全新的发展机遇和严峻挑战，浙商要继续保持和提升在商 业竞争中的先发优势，关键是要取决于能否在人才竞争中获胜。 严健军认为，浙商更要抓住机遇激发人力资源力量推进高质量发展，今后要做好三件事： 一是建立健全机制，服务企业发展。要更多着眼于企业需求，积极"搭平台、输理念、荐良才、创机制"，为企业搭建优质的服务平台，输送先进的管理理念 和战略思维，帮助企业解决人才招引、劳动争议、管理培训方面的问题，助力企业顺应时代潮流提升管理效能。 二是汇聚优秀人才，打造培育摇篮。要致力于构建多层次、立体化的人才培养体系，推进未来人才计划，不仅要积极引进海内外顶尖人才，更要注重本土骨 干人才和青年才俊的发掘与培养。通过与高校、科研院所深化产学研合作，共建实习基地、订单班，开展专项技能提升计划，为浙商企业源源不断地输送契 合产业发展需求的生力军。 三是促协同共享，强化桥梁纽带 ...

Core Viewpoint - The employment market in China is undergoing significant changes due to deep economic restructuring and industrial upgrades, with graduates increasingly seeking stable job opportunities in uncertain environments [1]. Summary by Sections - The proportion of 2026 graduates planning to take civil service, public institutions, or teaching positions has risen to 25.1%, an increase of 2.6 percentage points from the previous year, particularly notable among master's degree holders at 35.6% [2]. - State-owned enterprises and public institutions account for a combined intention rate of 73.3%, while the intention to work in private enterprises has dropped to 10.7%, indicating a higher demand for job stability and welfare benefits among graduates [4]. - The attractiveness of non-first-tier cities for employment is increasing, with 34.7% of 2026 graduates actively choosing to move to second-tier and other cities, up 4.6 percentage points from the previous year [5]. - While salary remains a core consideration for graduates, there is a notable increase in the importance placed on interpersonal relationships and team atmosphere, rising by 4.5 percentage points compared to the 2025 cohort [6]. - Cities are increasingly competing for talent, with various attractive policies being implemented. For instance, Hefei offers up to 100,000 yuan in subsidies for graduates in emerging industries, while Wuhan continues its housing discount policy and introduces a one-time employment reward of 5,000 to 20,000 yuan for graduates [7]. - In response to changing employment intentions, new recruitment strategies are emerging. The proportion of companies starting campus recruitment early has risen to 33.6%, while 37.6% of companies are increasing starting salaries [8]. - Forward-looking companies are shifting from merely hiring to nurturing talent and co-building, focusing on bridging skill gaps and fostering innovation through enhanced school-enterprise cooperation and practical growth systems [9].

Core Insights - The recent aggressive talent acquisition by Meta from OpenAI highlights the competitive landscape in the AI industry, particularly the significant salaries being offered to attract top talent [1][2][4] Group 1: Talent Acquisition - Meta has reportedly lured 11 employees from OpenAI, with a notable focus on Chinese talent, including Jiahui Yu, who received a compensation package of up to $100 million [1] - The CTO of Meta, Andrew Bosworth, clarified that such high compensation is reserved for a select few senior positions, indicating a strategic approach to recruitment [2] - Ruoming Pang, a former Apple AI team leader, was offered a customized salary package exceeding $200 million, setting a new benchmark in the industry [2][4] Group 2: Salary Trends - Data from Levels.fyi shows that typical salaries for Meta engineers range from $1.5 million to $5 million, with the potential for a 1.5x premium for talent acquisition [4] - The unprecedented salary package for Ruoming Pang, which includes stock options and performance bonuses, reflects a shift in compensation standards within the AI sector [4][6] Group 3: Industry Dynamics - Meta's aggressive hiring strategy is driven by a perceived lag in its AI capabilities compared to competitors, necessitating a robust management system to effectively utilize the newly acquired talent [10] - The influx of Chinese talent into the AI sector in the U.S. underscores the significant role of Chinese researchers in global AI advancements, with over 50% of AI researchers reportedly coming from China [11] Group 4: Broader Implications - The current talent war in AI is seen as a reflection of the broader competition between the U.S. and China, extending from the semiconductor industry to AI [13] - The term "打工皇帝" (working emperor) has emerged to describe the phenomenon of high-paying positions in the tech industry, illustrating the evolving landscape of employment in AI [13]

Core Viewpoint - The article discusses the significant talent drain in China's semiconductor industry, exemplified by Meta's aggressive recruitment of four top engineers, highlighting the competitive landscape for talent in the tech sector [1][3][12]. Group 1: Talent Acquisition - Meta offered a staggering $10 million annual salary to each of the four engineers, which is nearly double their previous earnings, showcasing the financial incentives driving talent away from China [3][7]. - The engineers are highly qualified, with backgrounds from top Chinese universities and experience at major tech companies like Google, Apple, and OpenAI, indicating their high value in the semiconductor field [4][5]. - The recruitment strategy employed by Meta emphasizes project freedom and substantial funding, contrasting sharply with the bureaucratic and restrictive environment often found in Chinese companies [5][10]. Group 2: Industry Environment - The article points out that the U.S. has a long history of attracting global talent through financial incentives and supportive research environments, which has been a key factor in its technological advancements [8][12]. - In contrast, many Chinese companies struggle to provide competitive salaries and conducive research conditions, leading to a talent exodus [10][11]. - The narrative suggests that the semiconductor industry in China is at risk of losing its competitive edge due to the departure of top talent, which could have long-term implications for the country's technological capabilities [11][13]. Group 3: Recommendations for Improvement - To retain talent, the article suggests increasing research funding and reducing administrative burdens on scientists, allowing for a more innovative and less pressured work environment [12][13]. - It advocates for the creation of more domestic giants like Huawei and BYD that can invest in R&D rather than diverting funds to other sectors, thereby providing a competitive platform for talent [12][13]. - The article emphasizes the need for a cultural shift in how talent is perceived and treated within the industry, moving away from a focus on loyalty to a more meritocratic and supportive environment [10][12].

Core Insights - OpenAI is adjusting its compensation structure in response to talent poaching by Meta, which has successfully recruited several senior researchers from OpenAI [1] - OpenAI's Chief Research Officer, Mark Chen, assured team members that the management is actively engaging with eligible candidates and is exploring creative ways to reward top talent [1] - In the past week, eight researchers have left OpenAI to join Meta, with OpenAI's CEO, Sam Altman, expressing concerns about Meta offering signing bonuses of up to $100 million [1]

Core Viewpoint - OpenAI is actively addressing the poaching of its researchers by Meta, with leadership committed to improving compensation and recognition for top talent [1]. Group 1 - OpenAI's Chief Researcher Mark Chen sent a memo to employees acknowledging the recent poaching of researchers by Meta, stating that four researchers were taken over the weekend and another four previously [1]. - Chen emphasized that he, along with CEO Sam Altman and other leaders, are communicating with employees who received offers from Meta, indicating a proactive approach to retain talent [1]. - The memo included comments from other researchers, highlighting the importance of not succumbing to pressure from Meta during the decision-making process regarding job offers [1].

Core Viewpoint - The article highlights the ongoing talent acquisition battle in Silicon Valley, emphasizing the significance of AI experts in the tech industry, as evidenced by NVIDIA's recruitment of prominent Chinese AI researchers Banghua Zhu and Jiantao Jiao [7][8]. Group 1: Talent Acquisition - NVIDIA's CEO Jensen Huang personally recruited two prominent Chinese AI researchers, Banghua Zhu and Jiantao Jiao, indicating the high demand for AI talent in the industry [1][8]. - Banghua Zhu, previously an assistant professor at the University of Washington, will join NVIDIA as the Chief Research Scientist, focusing on application research within the Star Nemotron team [2][5]. - Jiantao Jiao, a professor at UC Berkeley, has expertise in generative AI and machine learning applications across various fields, including natural language processing and computer vision [5][8]. Group 2: Nexusflow Startup - Banghua Zhu and Jiantao Jiao co-founded Nexusflow, a startup utilizing generative AI to help businesses understand cybersecurity data, integrating various security knowledge sources [5][6]. - In September 2023, Nexusflow raised $10.6 million in seed funding, led by Point72 Ventures, with participation from notable venture capital firms [5][6]. Group 3: Competitive Landscape - The article notes a fierce competition for AI talent in Silicon Valley, with major companies like Meta and Google also actively recruiting top researchers from other firms [8]. - The recruitment of AI experts is seen as a critical strategy for tech companies to maintain a competitive edge in the rapidly evolving AI landscape [8].

伴随着西部A股上市公司披露了2024年年报，高管的薪酬情况随之曝光。 黄桷树财经整理了西部A股上市公司的10位"打工皇帝"。 第一位是创维数字（000810.SZ）副总经理张恩利。 张恩利，男，1979年出生，空军工程大学电力电子与电力传动专业硕士研究生学历，高级工程师，深圳市高层次后备级人才。 2024年，张恩利从创维数字获得的税前报酬总额为890.53万元。截至2024年末，张恩利持有2.5万股创维数字。 值得一提的是，张恩利虽然位列榜首，但他惨遭大幅降薪，2023年他的税前报酬是1482.2万元，2024年的税前报酬实际上降幅为40%。 第二位是重庆啤酒（600132.SH）总裁Lee Chee Kong（中文名：李志刚）。 Lee Chee Kong，男，53岁，马来西亚国籍，毕业于马来西亚北方大学工商管理专业。 在任职于嘉士伯前，Lee Chee Kong曾担任希丁安亚洲区总裁并兼任中国区董事总经理。更早前，他曾担任亨氏中国董事总经理职位，并且在高露洁棕榄 中国及亚太地区长时间从事管理工作。 2024年，龚晖从隆鑫通用获得税前报酬总额为639.91万元。截至2024年末，龚晖持有142.925万股隆 ...

留住人才。 作者 I 杨文静 报道 I 投资界PEdaily 适用人群：与经开区企业签订实习合同的应届生。 这一次轮到了北京。 日前，北京经开区针对应届毕业生推出一套"抢人"组合拳—— "求职7日免费住宿—实习 3月免费短租—就业3年优惠长租" ，解决北漂住宿困难，这在北京全市范围内尚属首次。 无独有偶，深圳最新也宣布高校应届毕业生来深求职可获得15天免费住宿，温情喊话"只 收梦想，不收租金"。过去一个月，De e pSe e k令杭州出圈，掀起了一场城市反思潮。 直至如今，一场"抢人"大战开始打响。 如此一幕幕，可见城市对人才的渴求溢于言表，更是城市科技产业竞赛的一缕缩影。 2025第一波抢人，北京来了 这一次，北京经开区率先伸出橄榄枝。 具体来看三大阶段安居福利： 求职应届大学生： 7 日免费住 适用人群：收到经开区企业笔试/面试通知的应届生（本科及以上，毕业3年内或在读毕业 年级）。 福利：单次最多可享受3—7天免费住宿，租金全免。 实习应届大学生： 3 个月免费短租 福利：可享受一次性3个月免费租住，租金全免，其他费用由个人承担，免费租期过后选 择继续租住的，个人需缴纳全额房屋租金。 就业应届大学生： ...