Amazon operators are in great demand? The company is hiring hundreds of positions!

It is the golden March and silver April again. The talent market, which has been dormant for a long time, is gradually awakening and becoming "hot" again. A large number of cross-border companies have begun to recruit and compete for talents, and operators have also taken the initiative to pursue the olive branches they like.

In the new round of recruitment, what is the demand situation in the cross-border employment market?

According to Zhiyouji data, as of now, the number of Amazon operations recruitment positions in 2024 has soared by 316% year-on-year compared with 2023, with January and February increasing by 439% and 221% respectively compared with the same period last year. The data clearly shows that the demand for operations talents in the cross-border industry has been extremely hot since the beginning of 2024, with a growth rate much higher than the same period last year.

As the industry's weather vane, big sellers have already quietly joined the "war for talent" at the beginning of the year.

Performance soared, steady and steady

Recently, the industry's major sellers have successively announced their 2023 performance forecasts. Some have strong growth and some have seen a profit collapse. The mixed performance has largely determined the disparity in recruitment needs among the major sellers. For example, Lejia Holdings and Yibai Network, which have achieved impressive results, are more radical in their talent strategies.

Data shows that currently both Lechuang and Yibai have over 200 job openings.

Specifically, Leckey focuses more on expanding technical positions, with nearly 24% of its positions targeting technical talents such as algorithm engineers; Yibai Network has a greater demand for operational talents, accounting for about 35%. This is mainly determined by the type of business: Leckey is deeply involved in the smart home track, with relatively higher technical barriers, while Yibai is a distribution model, with a wide range of main categories and relying more on operational capabilities.

According to the performance forecasts disclosed by Lechuang and Yibai, both companies will see substantial growth in revenue and net profit in 2023. With strong performance growth, the scale of business is also expanding. For example, Lechuang plans to expand overseas warehouses, and Yibai is committed to deepening multi-brand construction, so the demand for relevant overseas talents is also relatively strong.

Listing is imminent, recruiting

UGREEN Technology and Ruilian Technology, two major 3C sellers, are also recruiting talents. According to data from recruitment websites, UGREEN is currently recruiting 321 positions, while Ruilian is recruiting 100 positions. Both companies focus on the 3C track and have similar talent development directions, mainly pursuing technical talents such as algorithm engineers and software developers.

Another similarity between the two is that both are about to be listed on the Shenzhen Stock Exchange's Growth Enterprise Market. According to the prospectus, Greenlink plans to raise 1.504 billion yuan in this listing, which will be used for product research and development, intelligent warehousing and logistics and other projects; Ruilian plans to raise 1.12 billion yuan, mainly for R&D center upgrades, headquarters operation center and information technology upgrades and other projects.

On the one hand, there is business expansion and project construction after listing, and on the other hand, competition in the 3C track is becoming increasingly fierce. Therefore, whether it is UGREEN or Ruilian, the subsequent development is inseparable from the construction of a strong talent team.

Focus on overseas development and strategic expansion

In addition to the industry's top sellers, major cross-border platforms are also ambitious in recruiting high-quality talent overseas.

For example, SHEIN, the leader among the four little dragons going overseas , the number of positions being recruited so far this year is as high as 1,929. Among them, technical positions account for half of the total, including development engineers, data operations, etc. In addition, there are also a large number of positions involving platform product management, user operations, marketing planning, etc., and the salary and benefits are relatively generous.

Looking back at the past year, SHEIN has been committed to strengthening the construction of third-party platforms while continuing to deepen global market expansion. With the continuous upgrading of business scale, the demand for talents has also soared.

The future of going overseas in 2024 is uncertain, and the cross-border e-commerce market is unpredictable. Going overseas must build a solid competitive barrier to withstand the impact of big storms, and a strong talent team is undoubtedly the most important cornerstone. For this reason, undercurrents are surging among the top sellers, and the war for talent has been imminent.

It is the golden March and silver April. As major cross-border companies open their arms to recruit talents, more and more cross-border people are waiting for a great opportunity.

We have learned that many operations staff have recently resigned and changed jobs, intending to seize new opportunities in this wave of recruitment. However, according to feedback from many parties, despite the strong demand for recruitment, sellers still face many problems in the job search process.

A European seller who has been operating on Amazon for three years has received offers from five companies, but is having trouble making a decision.

As shown in the table, the five companies each have their own advantages and disadvantages. For example, Company A implements a two-day weekend system, but the company is small in scale and its ability to resist risks remains to be discussed; although Company D adopts a long and short week system, its company system is complete and the framework classification is reasonable.

Looking at the entire cross-border e-commerce sector, as the industry enters the fast lane of development, market participants are experiencing explosive growth, and the demand for overseas talent teams is also soaring. However, at the same time, there are also insufficient industry regulations and mixed fish and dragons, and many cross-border companies have unreasonable employee management policies.

Therefore, sellers need to keep their eyes open and carefully identify during the job search process, and make comprehensive considerations from multiple angles:

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1. Humanized management

In recent years, the call for two days off a week has been growing louder in the industry. Differences in rest systems such as single day off, long and short weeks, and two days off a week have also become important considerations for sellers when looking for jobs.

2. Perfect management system

Salary cuts, wage arrears, illegal dismissals, ineffective incentives, etc. are also frequent chaos in the industry. Therefore, it is particularly important to have a sound management system: including a reasonable wage mechanism, clear promotion channels and good welfare policies.

3. Solid foundation

The first is the company's scale, whether it has sufficient risk resistance; the second is the business model, whether it has a stable profit level; the third is the compliance of operations, whether it touches the gray area.

Overall, cross-border job hunting is a two-way selection process. Cross-border companies screen diversified high-quality talents based on their own business development and strategic needs, and talents also need to have a scale in their hearts to carefully select different types of companies and choose the job that best suits them.