AMD CEO苏姿丰，公开"怼"起了扎克伯格： 就在AI人才争夺战打得最激烈的当口，她明确表态不会像Meta的扎克伯格那样动辄开出1亿美元年薪挖人。 她的核心观点很直白——钱很重要，但不是最重要的。 AMD的成功依赖于整个团队的努力，而不是某一个"明星员工"，这种做法会摧毁公司文化。 这位带领AMD从濒临破产到市值千亿的传奇CEO，还特别强调了一点：不应该让员工觉得自己只是机器上的一个齿轮。 这番言论一出，立刻在硅谷引发热议。毕竟，当下AI领域的薪酬战已经疯狂到夸张的程度。 使命感比钞票更重要 苏姿丰的人才理念可以用一句话概括："你想成为我们使命的一部分吗？" 在她看来，薪酬当然要有竞争力，得在合理的"邮政编码"范围内（in the zip code），这是她用的一个有趣说法，可理解为公司提供的薪酬水平要处于与竞 争对手相近的大致范围，即达到市场上有竞争力的薪资水平区间。 但真正能打动顶尖人才的，是让他们对公司正在做的事情抱有信念。 金钱很重要，但坦率地说，在吸引人才方面，它不一定是最重要的。 苏姿丰在采访中反复强调这一点。她希望吸引的是那些渴望在技术领域做出重要贡献、能够推动公司未来发展蓝图的人才。 更关键 ...

图片来源：Bloomberg / Contributor / Getty Images Meta和谷歌（Google）等科技公司为了打造下一代革命性AI产品，已发动了一场全面的人才争夺战，但Anthropic的明星员工并未被1亿美元的薪酬承诺所 打动。 为何Anthropic的CEO不愿用现金说服员工留下 雇主们可能会忍不住以牙还牙，提高其AI明星员工的薪水或反过来挖角他人，但Anthropic认为这会损害其公司文化。 阿莫代表示："我们不愿意为了单独回应这些挖人条件而放弃我们的薪酬原则或公平原则。Anthropic的运作方式是有一系列职级。一位候选人入职，会被 分配一个职级，我们不会就这个职级进行谈判，因为我们认为这不公平。我们希望采用一种系统化的方法。" 阿莫代不仅认为靠提高薪水让员工留下来是不公平的，而且认为这实际上可能对这家价值数十亿美元的公司的使命产生适得其反的效果。实际上，在挖角 乱局中坚守其薪酬原则，对Anthropic的文化来说是一场胜利。 阿莫代继续说道："我认为实际上，这对公司而言是一个凝聚人心的时刻，因为我们没有屈服。我们拒绝放弃自己的原则，因为我们坚信，员工之所以留 在Anthropi ...

Core Viewpoint - The article highlights the significant increase in recruitment by major tech companies for AI-related positions during the autumn campus recruitment season, indicating a strategic shift towards AI talent as a critical resource for future competitiveness [1][2]. Group 1: Recruitment Trends - Major tech companies such as Tencent, Alibaba, ByteDance, JD, Xiaomi, Meituan, and Didi have collectively announced recruitment plans exceeding 50,000 positions, with a notable rise in AI-related roles [1][2]. - Tencent's 2026 campus recruitment focuses heavily on software development and technical research positions, particularly in the AI field, emphasizing a substantial increase in investment in AI talent [4]. - Alibaba's recruitment plan has expanded its AI-related positions to over 60%, with specific business units like Alibaba Cloud and DingTalk reaching 80% [7]. - Meituan plans to recruit 6,000 individuals for its 2026 campus recruitment, with over one-third of these positions being technical roles [8]. - ByteDance is offering over 5,000 positions, with a 23% year-on-year increase in research and development roles, particularly in algorithms and front-end development [9]. - JD is opening 35,000 positions, including 20,000 for fresh graduates and 15,000 for interns, across various sectors [10]. - Didi's recruitment includes diverse roles such as engineering, data, finance, and algorithms, reflecting a broadening of talent needs [11]. Group 2: Structural Changes in Talent Demand - The recruitment wave signals a recovery in the job market, with a structural shift in talent demand towards AI skills, highlighting the importance of AI talent in corporate strategies [11]. - Data from the Maimai platform indicates that 41.07% of employees in leading AI companies are considering job changes, significantly higher than the 14.65% in the broader internet sector [11]. - Over 1,000 AI companies are actively hiring, showcasing a competitive landscape for AI talent [11]. Group 3: Talent Development and Retention - Companies are increasingly focusing on long-term talent retention strategies, with 37.6% of firms raising starting salaries for fresh graduates and nearly 80% offering specialized training programs [14]. - Alibaba's "Ali Star" program aims to cultivate top AI talent, attracting over 200 young researchers and producing more than 3,000 research outcomes [14]. - Meituan has implemented a mentorship and rotation system for new hires, with over 70% of new graduates achieving promotions within their first year [15]. - The evolving landscape of AI is creating unprecedented opportunities for cross-disciplinary talent, as seen in the increasing number of non-technical graduates securing positions in major tech firms [15][16].

Core Insights - The competition for top AI talent in Silicon Valley has intensified since the launch of ChatGPT in late 2022, evolving into a "star recruitment battle" akin to professional sports [1] - Major tech companies, including OpenAI and Google, are aggressively seeking "Individual Contributors" (ICs) who are crucial for breakthroughs in AI models, which can determine a company's success in the AI sector [1] Group 1: Recruitment Strategies - OpenAI has been actively recruiting top researchers, offering substantial resources and support for their research interests, which is often more appealing than the highest salary offers [2] - High salaries remain a significant tool for attracting talent, with reports of OpenAI offering $2 million retention bonuses and over $20 million in equity incentives to key researchers [2][3] - DeepMind is also competitive, providing annual salary packages up to $20 million and shortening stock vesting periods from four years to three [3] Group 2: Talent Scarcity - The number of "super talents" capable of making significant contributions to large language models is estimated to be between a few dozen and 1,000 globally, highlighting their extreme scarcity [5] - These core researchers are seen as "strategic assets" due to their ability to drive significant advancements in AI models, influencing the success or failure of AI labs [5] - The departure of OpenAI's former CTO, Mira Murati, to start her own company has intensified the talent war, as she has already recruited a substantial team from OpenAI [5] Group 3: Innovative Recruitment Approaches - Companies are adopting creative recruitment strategies, such as using sports data analysis methods to identify untapped AI talent [6] - Some firms are looking to recruit individuals from diverse fields, such as theoretical physics and quantum computing, to bring fresh perspectives into AI [6] - The rapid advancements in AI are attracting top talent from various disciplines, indicating a shift in the traditional recruitment landscape [6]