Indian fire and ice in two days
Weekend, met two very young Chinese engineers, one from Qualcomm and Cisco's core business. They have a lot of people envy the jobs and wages, but had decided to quit to return home. Factors to be considered are different, but all have a common factor: the sectors where India staff too much, directly affecting their prospects, was returning home to better development space.
India have become Silicon Valley Chinese engineers could not avoid the obstacles for career development. I couldn't help thinking of the most recent real satin, but not funny. Due to the Silicon Valley technology companies in India Senior more and more, in order to better understand and communicate during the job interview process, many Chinese people have been forced to become familiar with India-specific English accents. This number reflects the dilemma of Chinese engineers in Silicon Valley.
Indeed, Indian technology professionals in occupational differentiation trend in Silicon Valley have become increasingly evident. An increasing number of India-born talent to appear in senior positions in technology companies, even in charge of two of the three technology giants (Google and Microsoft). In Google, Oracle, Cisco, Qualcomm and other old technology company, India-born employees has far exceeded the proportion of Chinese, some departments from the supervisor to the employee being India-American control, Chinese engineers became a helpless Jue on a few. China's engineering staff joked that, as India colleagues weights have risen sharply, even the beef out of the Google cafeteria. (Note: the India people do not eat beef. )
Meanwhile, Chinese talent in Silicon Valley technology companies, there is a clear fault. In addition to Microsoft-Chinese executives (Shen Boyang and Qi Lu is Executive Vice President, global), since Cisco Vice President Xu Liangjie return home to join Sina, Executive Vice President of Qualcomm Jin Wang embroiled in insider trading after leaving office, United States technology industry has no ethnic Chinese executives on the scene. Further down, only Facebook and Yahoo are one of several ethnic Chinese Vice President.
On talent in Silicon Valley and India influence change as one of the few Chinese executives before the Silicon Valley technology giant, Xu Liangjie also made another downstream effects in the future. "Maybe in five years time, many high-tech companies of India senior management will be transferred to the investments of the Fund, and the resources they control may be upstream of the impact on the future technological trends in Silicon Valley. But China's capital has been going overseas and hope can bring some changes. "After leaving Cisco and SINA, Xu Liangjie and friends founded the capital of the seven seas, committed to venture capital in China and Silicon Valley.
China and India are important manpower-exporting countries and United States the most important importer of talent, most of the early development of Indian talent in track and there is no obvious difference: are all graduated from the country's top technical colleges, came to the United States colleges to learn, then join the Silicon Valley technology companies, from the primary research and development personnel to start their own career path. But why late-career development are such a huge difference, but in recent years more and more obvious?
Language and culture management
Media previously have given a lot of analysis. Language, culture and personality are clearly important reasons. India employees speak English accents have obvious accent, but in the long term as a United Kingdom colony, English is India's one of the official languages, so it can come to United States India personnel are trained in systems of English learning. Compared with the Chinese talent in learning English as a second, India engineers in English speaking, writing and grammar has a general advantage.
In addition, Chinese talent relative to the traditional virtue of modesty, India has obvious performance engineers, language is added to this difference. Silicon Valley entrepreneurship and investment of more than 20 years of Jia Shilian one joke explains the difference: "is one thing, United States engineer doing 5 minutes may say 10 minutes, India-people often do 1 Chapter 10, and the Chinese can make 10 minutes may say 3-4. "He mentioned that the Chinese culture has a distinct defect is desire Bole, waiting for their work have been recognized by others, but United States culture is needed to show myself, may not for someone to find you the initiative. "Compared to the Chinese, India people in Silicon Valley, companies are more likely to get management approval and esteem. ”
Jia Shilian also believes that closed culture is also an important cause of the Chinese people. Many Chinese are used to comfort communication, more willing to play together with the Chinese, into the United States culture dynamics is not strong, Silicon Valley Chinese engineer Association circle most are Chinese compatriots. It has also led to their United States colleagues communication is limited to the working level. "Silicon Valley status whether the recession is more Chinese talent into the United States because of the mainstream", Xu Liangjie said.
Xu Liangjie also referred to ethnic Chinese scientists in the area of management skills relative to India black and white there is a gap, "each ethnic talent has its own advantages and disadvantages, but at the right time, from technical job transition, so that they can give the company a strategic influence", an important prerequisite for this is a scientific and technological talents to achieve promotion.
India people of Chinese exclusion and ridicule Chinese engineers frequently point. India after people in middle management positions, hiring large numbers of introduced India talent, led the team with a unified group employees, and they obviously would tend to own their work. In this regard, Chinese engineers are at a distinct disadvantage.
Groove said said that Cisco's young engineers, and his group were almost all India people. The Cisco Principle of promotion (senior level), over more than 10 almost all India people. Same in Google, Oracle, Intel and other companies are widespread. Facebook recent Chinese engineers a lot of job-hopping Pinterest, and Airbnb, also mentions Facebook India employees more work atmosphere is not too satisfactory reasons.
Talent overseas to create Silicon Valley fault
However, earlier media analysis of many of the left had a more important reason. In the past 20 years, China's rising economic power, ushered in the Golden business opportunities in the domestic market, attracted Li, Zhang and other talents overseas to return home, has created a series of successful technology companies such as Baidu, Sohu, also made many rich and brilliant life of science and technology.
But on the other hand, these outstanding scientists and technicians have returned, and brought out a fault in the Silicon Valley Chinese, especially the key middle management personnel. But this regressive trend in recent years is also rising. Official data shows that overseas talents, China in 1978 by 2013 total 3.05 million people, total number of returned talents 1.44 million. 2013 returned talents alone up to 350,000.
High-level personnel Exchange Association of Silicon Valley CEO, Silicon Valley Angel CEO of Xinjiang Uigur municipality also holds the same view. He led the creation of the two bodies has been committed to the communication Silicon Valley technology talent exchanges with China, one of the important tasks is to help the country's many science parks and thousand talent plan, adopted many preferential conditions, attract high-tech talent from the Silicon Valley entrepreneurship development. "These years home trends of Chinese talent in Silicon Valley is growing."
If analysis of United States Science and technology circle several prominent India-born Executive's trajectory, you can see they are all in the company for many years, from basic engineer began to step up management positions. In addition to business, no one can expect success to be promoted directly to United States technology company executives. Over the same period, many outstanding Chinese scientists and technicians to give up positions in Silicon Valley technology company, select venture investments domestic technology industry markets.
Microsoft CEO satiya·Nadela (Satya Nadella) 92 in, banbaoermo after 22 years in charge of the software giant. Google CEO sangdaer·picai (Sandar Pichai) 04 entered the company, took over the search giant after working 11 years. Adobe CEO Shantanu·nalayang (Shantung Narayan) 98 enters the company, after 9 years of access to the CEO position. Former Motorola CEO sanggu·Jie (Sanjay Jha) 94 enter Qualcomm from 06 to COO,98 years at the helm of Motorola.
Entrepreneurship is the common pursuit of scientific and technological talents in Silicon Valley Chinese engineers are no exception. Compared to developed and improve the United States Science and technology sector, China market, although there are also giant monopoly, but there is still a significant entrepreneurial gap opportunities. From China Science and technology talent in the United States's entrepreneurial achievements can also be seen as a trend. In the United States founded successful Chinese companies, more than 10 years, NetScreen, Fortinet, OmniVision, many success stories. NetScreen acquisition of worth as much as $ 4.2 billion in 2012, Fortinet market worth $ 6 billion at present, Omnivison is the purchase price of us $ 1.9 billion this year.
But the most successful Chinese start-ups were founded more than 10 years ago, but few Chinese scientists and technicians in Silicon Valley in recent years to achieve a breakthrough case. Although China's capital into Silicon Valley, Chinese entrepreneurs to finance more easily than the more than 10 years ago, but because of linguistic and cultural aspects of the vulnerable, to United States mainstream breakthrough is still difficult. And emerging business opportunities in the domestic market in Silicon Valley the people of Matsu worship.
Silicon Valley Chinese mutual aid
While India talent from top to grassroots proportion in Silicon Valley technology companies rose sharply, directly or indirectly, hinder the way to promotion of Chinese talent; on the outstanding people have lots of ideas for home businesses, offered more space India colleagues. This led Silicon Valley may be China and India power contrasts a lot of important reasons.
However, the Silicon Valley of China Science and technology have begun to recognize this problem. Tsinghua entrepreneur TEEC, the Northern California Tsinghua alumni, Silicon Valley Tsinghua network, among others, last month launched "Tsinghua pilot instructor training scheme" through internal communication senior and alumni of Tsinghua University to help young Chinese talent in Silicon Valley career development. Silicon Valley angels will also organize regular Facebook, Google, Yahoo and other internal personnel exchanges, hoping that talent provides practical advice for career development within the company.
Xu Liangjie believes that "big company executives had more resources, to its team of talent development also has the right to speak. Lack of ethnic Chinese executives will rise on Chinese science and technology talent in Silicon Valley brings significant losses on the road. "But he also suggested that the fact United States technology company executives did not significantly alter the proportion of whites, Chinese technology professionals need the system reserve, training, needs a team, can lead to influence.
For those who want Chinese talent in Silicon Valley technology companies to achieve a breakthrough, Xu Liangjie has put forward its own proposals. "Leadership is not trained for a short time. Therefore, the Silicon Valley such as huayuan Chinese talent Association or large technology company in the Chinese Interior, needs to play a more leading role, it is very important. ”
"I suggest Silicon Valley science and technology talent to Earth, when the opportunity came, when ready, instead of complaining about it you have no chance. Recommended for young engineers interested in product management to prepare to do more may not directly in this project and project to do better at the same time can show their influence, so that your chances of promotion will be larger. ”
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