RGF薪酬观察2026：中国大陆篇（英文版）

2026SalaryWatch©RGFInternational

RecruitmentTheResilientPayStrategy:A

Guidefor

2026MainlandChinaRGFInternationalRecruitment·

AbouttheReport

MD's

Message

Job

Market

Recap

Salary

&

CompensationTrends

SalaryGuidebyIndustry

About

RGFRGFSalaryWatchMainlandChinareportaimstoshed

lightonsalarytrendsanddataacrossallindustriesand

joblevelsinMainland

China.This

report

is

composed

of

threemainsections:Thissectionaddressesthefull-yeartrendsof2025,focusingonyear-on-yearchangesinhiring,talentgrowth,andinterview

leadtimes.SalaryandCompensationTrendsBasedonthesurveyconductedinDecember2025,thissection

capturesthesentimentandstatusofcompanyhiringregardingsalaryandcompensationfromarecruiter'sperspective.AnnualBasicSalaryRange

by

IndustryCollectedbetween

January2025and

January2026fromRGF-ownedtalentpools,thisdataencompassesover500,000candidates.Theannualbasic

salarydefinitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,orany

other

additional

benefits.Duetothereal-timenatureofsomeofthisdata,weencouragereadersto

usethese

insightsattheir

discretion.CopyrightStatementThis"RGFSalaryWatch2026"seriesreport(hereinafterreferredtoasthe"report")and

all

associated

intellectual

property

and

derivative

rights

are

owned

by

RGF

International

Recruitment

(hereinafter

referredto

as"RGF").Thereportisintendedsolelyforpersonalor

corporate

usethrough

official

RGF

channels

or

RGF-authorized

channels

(collectively

referredto

as"RGF-authorized

channels").Without

prior

authorizationfrom

RGF,

no

individualorcompanymayusethecontentofthereportforcommercialpurposes,

promoteor

distributethe

reportthrough

means

otherthanthe

RGF-authorized

channels,

or

provide

download

services

ofthe

reporttothe

publicorthirdparties.RGFwillpursuelegalactionagainstany

infringementof

its

rights.

Duetothe

real-time

nature

of

some

ofthisdata,

we

encourage

readersto

usethese

insights

attheir

discretion.The

content

ofthe

report

is

forreferenceonly,andRGFassumesnoresponsibilityforthe

outcomes

of

any

business

decisions

made

based

on

the

report.About

the

ReportJob

Market

Recap2AsweexaminetheChinesetalentmarketin

2025,weseealandscapedefinedby

ongoing

structuraladjustmentsincertainsectorsundereconomic

pres-

sure.However,drivenbythecontinuousdeepeningof

technological

innovation,"Digital"and"Intelligent"fields—suchasSmartManufacturing,Electronic

Infor-

mation,andBigData—continuetorelease

significant

employmentdemand.Today,employersareincreas-

inglyprioritizingtalentwhooferbothimmediatebusinessimpactandlong-termstrategicalignment.Therefore,lookingaheadto2026,webelievethetalent

market

will

lean

further

toward"PrecisionMatching"and"InternalEmpowerment."Weanticipate

anaccelerationincross-industrytalentmobility;indi-

vidualswhocanlearnrapidly,adaptto

change,

anddrivebusinessintegrationwillbecometheessentialengines

for

sustained

organizational

growth.Compensationservesasastandardformeasuring

job

valueand,moreimportantly,actsas

a

critical

bench-markreflectingmarkettrendsandtalentstrategies.

Fromanoverallperspective,theaveragemarketsalarygrowthin2026willseea

slight

increase

com-pared

to2025,which

indirectly

reflects

the

stabilityofeconomicandemploymenttrends.Weprojectthatcertainhigh-demandroleswillhaveahigh

probability

ofreachinga20%salary

increaseduring

externalrecruitment,suchassalespositionsinthe

healthcareindustryandnewretaildirectionroles

intheconsum-ergoodsindustry,whilealgorithmexpertsintheau-tonomousdrivingfieldmayevensecureincreases

as

highas30%.Beyondthesewidelyfavoredpositions,wehavedetailedthesalarydataforapproximately300rolesacrossfivemajorindustriesinthis

reportto

provideadatareferenceforbothenterprisesandtalentincompensationpositioningandcareer

plan-

ning.Weadviseenterprisestolookbeyondmarket

percen-tiles

when

formulating

compensation

strategies.It

iscrucialtointegrateyourspecificdevelopmentstage,businessstrategy,andtalentroadmaptobuildaratio-

nal,sustainable,andattractivecompensationsystem.Forprofessionals,themostreliablepathto

salarygrowth

lies

in

understanding

the

underlying

logic

ofvaluecreationwhilecontinuouslyenhancingskillsandcontributionlevels.Wehopethisreportprovidesyouwithrealistic

bench-

marksandactionableinsights.RGF

remains

commit-tedtosharingnewdiscoveriesintheworkplaceand

recruitmentmarketaswecollectivelyembraceamore

professional,international,andinnovation-drivenfuture.AbouttheReport

·

MD's

Message

Job

Market

Recap

Salary

&

CompensationTrends

SalaryGuidebyIndustry

About

RGFNavigatingthe2026SalaryLandscape:PrecisionMatching&Value-DrivenMD's

MessageRita

CuiManagingDirectorRGFProfessionalRecruitment

China3RGFHRAgenthaslong

served

as

a

key

strategic

part-

nerfor

JapaneseenterprisesintheirdevelopmentinChina.Lookingaheadto2026,theformulationofcompensationmanagementstrategiesby

Japaneseenterprisesmustberootedinthe

complex

economic

backdropdemonstratedin2025—characterizedbythe

structuraltransformationoftheChinesemarketandintensifying

competition

in

domestic

demand.Faced

withfierce

talent

competition

from

localenterprisesandongoingcostoptimizationpressures,

thecompensationsystemsof

Japaneseenterprisesneedtogobeyondsimplehorizontaladjustmentsandinsteadbuildamulti-dimensional,resilientstrategicframework.Theprimarychallengeliesin

howto

exquisitelybalancemarketcompetitivenessandinternalcost

e术ciency.

In2026,

Japaneseenterprisescannolongeradheretoasinglecompensationphilosophybutmustadoptmorerefined

strategies.Building

on

this,the

incentive

orientation

ofcompensationneedstoundergoaprofoundtransformation

from"protective-oriented"to"driv-en-oriented."Thefixedhigh-salarymodelisunsustainable,andincreasingtheproportionofvari-

ablecompensationdirectlylinkedtoperformanceand

projectoutcomeswillbecomea

key

lever.Onadeeperlevel,the2026compensation

strategyalso

bears

the

responsibility

of

integrating

globalstandardswithlocalpractices.Thismeansthe

com-pensation

system

must

not

only

strictly

comply

with

China'sevolvinglaborlawsand

regulations

butalsoitswelfaresystemmustacutelyrespondtothereal

concernsoflocalemployees.Ultimately,thisstrategy

shouldanchoronsustainabledevelopment.Byexploringlong-termincentiveprogramsforcorelocal

talents,deeply

binding

individual

destinies

withthe

enterprise’s

long-term

development,it

serves

not

only

as

a

tool

for

talent

retention

but

also

as

asolemncommitmentfor

Japaneseenterprisestoroot

inChinaandgrowwiththe

market.Wehopethis"RGFSalaryWatch"willprovide

youwithvaluablereference,helpingyourenterpriseaccu-

rately

position

itself

in

the

complex

market

environ-

ment,buildamoreforward-lookingandcompetitive

compensationstrategy,layasolidfoundationforachievingsteadydevelopmentinthenextphase,and

enable

Japaneseenterprisestoachievesteadyprog-

ressandlong-termsuccessinthe

Chinese

marketfullofopportunitiesandchallenges.AbouttheReport

·

MD's

Message

Job

Market

Recap

Salary

&

CompensationTrends

SalaryGuidebyIndustry

About

RGFNavigatingthe2026SalaryLandscape:Global-LocalIntegration&Performance-DrivenIncentivesMD's

MessageDorami

ChenManagingDirectorRGF

HRAgent

China4Technology,Media&Telecommunications13Industrial

Manufacturing

20ConsumerGoods&

Retail

30Healthcare&Life

Sciences35CorporateServices40TableofContentswww.rgf-hr.com

5Salary&CompensationTrends09SalaryGuideby

Industry13About

the

Report

02Job

Market

Recap

06MD’s

Message

03About

RGF

44-14-6%

%

+31%2025

JobMarket

RecapHiringDemand*RGF-owneddatabaseofhiringdemand,comparedtothe

2024average

as

a

benchmark.The2025hiringmarketnavigatedacleartrajectoryofadjustmentand

recovery.After

moderate

contractionsinthefirstthreequarters,demandsurgeddecisivelyinQ4,rising

31%againstthe

2024benchmark

andfinishing

the

yearwithnotablemomentum.Thisfourth-quarterreboundsuggestsrenewedcorporateconfidenceandstrategichiring

inan-ticipation

of2026,closing

a

year

that

began

with

cautious

recalibration.AbouttheReport

MD's

Message

·JobMarket

Recap

Salary&CompensationTrends

SalaryGuide

by

Industry

About

RGF-100

-80-60-40-20020406080100Q1Q2Q3Q4-15%6

+11+18%+3%2%Activecandidatesupplyremainedrobustthroughout2025,withyear-on-yeargrowthrecordedacrossallquarters.ExpansionpeakedinQ3at

32%,followingstrong

activity

inthefirst

half,

beforemoderatingtoasteady11%rise

in

Q4.This

consistent

positivity

in

talent

mobility—contrasting

with

the

volatility

observed

in

previousyears—suggestsa

job-seekingenvironmentthatremainedactiveevenamidshiftinghiringdemand,reflectingbothcandidateconfidenceandongoingmarketrestructuring.AbouttheReport

MD'sMessage

·

Job

Market

Recap

Salary

&

CompensationTrends

SalaryGuideby

Industry

AboutRGF2025

JobMarket

RecapTalentGrowth-100

-80-60-40-20020406080100*RGF-owneddatabaseofthenumberofcandidatesactively

job-seeking,comparedtothe

2024

average

as

a

benchmark.Q1Q2Q3Q4+28%7-1%

-1%

+7%+14%The

interview

acceptance

rate

in2025reflected

aclear

shiftfrom

initial

stabilityto

marked

im-provementand.Afterremainingessentiallyflatinthefirsthalf,theraterose

notably

by

14%

in

Q3andsustainedasolid

7%

gain

in

Q4.Thisnotableincreaseintheproportionofsubmittedcandidatesadvancingto

interviewstagesreflectsaclearstrengtheningofhiringintentandresponsivenessfromenterprises,particularlyduringthelatterpartoftheyear—suggestingproactiveplanningforboth

immediate

needsand

upcomingtalentdemands.2025

JobMarket

RecapInterviewAcceptanceAbouttheReport

MD's

Message

·

JobMarketRecap

Salary&CompensationTrends

SalaryGuidebyIndustry

AboutRGF-20

-16-12-8-4048121620*RGF-owneddatabaseoftheratioofnewlysubmittedcandidates

enteringthe

interview

stage,

comparedtothe

2024average

as

a

benchmark.Q1Q2Q3Q48AbouttheReport

MD's

MessageJob

Market

RecapSalary&CompensationTrends

SalaryGuideby

Industry

AboutRGFSalary&CompensationTrends40%ofFilling

Failuresfrom

SalaryExpectations

in

31%-Mismatched50%

RangeApproximately

one-third

or

more

of2025unfilled

position

hiring

failures

were

attributedtomismatchedsalaryexpectations,thehighestproportionamongallcategories.The

pro-portionoffailuresdrivenbysalarymisalignmentinthevastmajorityrange

stood

at

23%.Notably,thepercentageoffailuresstemmingfrommisalignmentofmorethanhalfreached17%,collectivelyunderscoringthatsalarymisalignmentisacritical

barrierto

ef-fective

talent

acquisition,per

the

actual

survey

results.Question:ExpectationManagement:Forpositionsthatwerenotsuccessfullyfilledin

2025,what

percentage

ofthesefailureswere

primarilydueto"mismatchedsalaryexpectations"?20%40%17%23%Approximatelyone-thirdormore(31%-

50%)Thevastmajority(81%-

100%)Asmallportion

(1%

-

30%)Morethanhalf(51%

-

80%)9AbouttheReport

MD's

Message

Job

Market

RecapSalary&CompensationTrends

SalaryGuideby

Industry

AboutRGFSalary&CompensationTrendsInternalSalary

Inversion(NewHires

Earn

MoreThanExistingEmployees)

istheMostSignificantCompensation-RelatedChallengeWhenitcomestocompensation-relatedrecruitmentchallenges,internalsalary

inversion

(newhiresearningmorethanexistingemployees)isdeemedthemost

significant,

at33%.Compensationpoliciesorapprovalprocessesthatdelayhiring

decisions

make

up30%,andrapidlyrisingmarketsalariesthatleavecurrent

compensation

structures

unable

tomeetcandidateexpectationsaccountfor24%.Only12%fall

into"Other".Thisshows

addressinginternalsalaryequityandstreamliningcompensationapprovalprocessesare

keyforefectiverecruitment.Question:RecruitmentChallenges:Whatdoyouconsiderthemostsignificantcompensation-relatedchallenge

inthe

recruitment

process?24%33%30%12%

Marketsalaryincreasesaretoorapid,andourcurrentcompensation

structure

cannot

meet

candidate

expectations. Internalsalaryinversion(newhiresearningmorethanexistingemployees)

is

impactingtalent

retention.

Compensationpoliciesorapprovalprocessesaretoocumbersome,delaying

hiring

decisions.

Other

10AbouttheReport

MD's

MessageJob

Market

Recap·Salary

&

Compensation

Trends

Salary

Guide

by

Industry

About

RGFSalary&CompensationTrendsCareerDevelopmentOpportunasMostCritical

Non-Monetary

SalarySatisfactionities

EmergeFactor

PostWhentheoferedsalarymeetscandidates’"satisfactionthreshold"innegotiations,careerdevelopmentopportunitiesbecomethemostcriticalnon-monetaryfactor,ac-countingfor57%.Interpersonaldynamics(relationshipswithteammembers,direct

man-

agers,etc.)makeup33%,whilecorporatecultureandworkflexibility

(e.g.,

remote/hybrid

options)onlyaccountfor7%and3%respectively.Thishighlightsthatcandidates

priori-

tizecareergrowthpostsalarysatisfaction,soenterprisesshouldemphasizesuchnon-monetary

aspects

to

attract

talent.Question:SalaryNegotiationLeverage:Duringsalarynegotiationswithcandidates,oncethe

ofered

salary

meetstheir"satisfactionthreshold,"

whichnon-monetaryfactorsbecomemorecritical?57%7%3%33%

CorporatecultureWorkflexibility(e.g.,remote/hybridoptions)

Interpersonaldynamics(relationshipwithteammembers,directmanager,etc.)Careerdevelopmentopportunities1167%No,

Ido

notagree.Salary&CompensationTrends67%ofHiringManagersAgree

10%

Salary

Budget

IncreaseBoostsRecruitment

ROIQuestion:Qualityvs.CostBalance:Asahiringmanager,doyou

agreethat"increasingthe

salary

budget

by

10%"

would

significantly

reducethetime-to-hireorattractsubstantiallyhigher-qualitycandidates,therebydeliveringahigherReturnon

Investment

(ROI)?AbouttheReport

MD's

Message

JobMarketRecap

·Salary&CompensationTrends

SalaryGuidebyIndustry

AboutRGFWhenitcomestobalancingqualityandcost,67%of

hiring

managers

agreethat

a

10%salary

budget

increase

would

significantly

reduce

time-to-hire

or

attract

higher-quality

candidates,deliveringahigherROI.Meanwhile,

33%do

not

agree.This

shows

mosthiringmanagersrecognizethevalueofamoderatesalarybudget

increase

in

improvingrecruitmentoutcomes.Yes,

I

agree.33%12SalaryGuideby

IndustryTechnology,Media&Telecommunications·

Technology,Media&TelecommunicationsIndustrialManufacturing

ConsumerGoods&

Retail

Healthcare

&Life

Sciences

Corporate

Services13Technology,Media&TelecommunicationsSalaryincreasethatemployersareprojected

to

ofer

when

externally

hiring

in202620%2024*2025*2026**Averageannualsalaryincreasereceived

byemployees20%13%17%Employees’salaryincreaseexpectationinthenext6~12months29%22%25%Projectedaverageannualsalaryincreasebyemployers13%

13%

7%*RGFTalentinAsia2024&

2025

MainlandChina

reports,

which

compile

talent

survey

responses

from

more

than

500

employers

and

candidatesTableofContents·

Key

Salary

Figures

-

Technology,

Media

&

Telecommunications

Hot

Jobs-Technology,Media&TelecommunicationsAnnualBasic

Salary

Range

-

Technology,

Media

&

Telecommunications**RGFForecastsarederivedfromthecombineddata

of

pastyears’hiring

placementsand

job

search

information

from

the

RGF-owned

database

14KeySalary

FiguresTableofContentsKeySalaryFigures-Technology,Media&

Telecommunications

·Hot

Jobs

-

Technology,

Media

&

Telecommunicationsed&Artificial

Intelligence(RoboticsorAutonomousDrivingFocus)Skillsin

Demand:Prediction,Perception,Decision-makingPrivacyComputingExpertSkillsin

Demand:Cryptography,DataSecurityandCompliance,

RiskControlArtificialIntelligence(LLM

Focus)Skillsin

Demand:AIGC,Large-scaleAlgorithms,Data

ScienceTechnology,Media&TelecommunicationsDataProduct

ExpertSkillsin

Demand:DataAnalysis,Product

Design22%28%25%30%Hot

JobsPredictedsalaryincrease

for

changing

jobs

in

2026Predictedsalaryincrease

for

changing

jobs

in

2026Predictedsalaryincrease

for

changing

jobs

in

2026Predictedsalaryincrease

for

changing

jobs

in

202615

R&D-TechnicalDevelopmentPositionMINMAXDirector12001800Manager/Architect5001000Engineer300600

Front-end&Back-end

EngineeringAnnualBasicSalary

RangeTechnology,Media&Telecommunications(Unit:1,000

in

CNY)Datacollectedbetween

January2025and

January2026from

RGF-ownedtalent

poolsencompasses

over

500,000

candidates.Theannualbasicsalarydefinitionusedthroughoutthisreportexcludesallowances,

stocks,

bonuses,

or

any

other

additional

benefits.

16PositionDirectorArchitectManagerEngineerMIN800600500350MAX1500800700600PositionDirectorManager/ArchitectEngineerMIN800400200MAX1200800500PositionCEOGMVPMIN300020001000MAX500030001600PositionDirectorManager/ArchitectEngineerMIN800450350MAX1200800600PositionDirectorManager/ArchitectEngineerMIN1200600450MAX250012001000

SeniorManagement

AIand

DataScience

MobileDevelopment

CyberSecurity·

AnnualBasicSalaryRange-Technology,Media&

TelecommunicationsKeySalaryFigures-Technology,Media&TelecommunicationsHot

Jobs-Technology,Media&TelecommunicationsTableofContentsTableofContentsKeySalaryFigures-Technology,Media&TelecommunicationsHot

Jobs-Technology,Media&Telecommunications·

AnnualBasicSalaryRange-Technology,Media

&TelecommunicationsDatacollectedbetween

January2025and

January2026from

RGF-ownedtalent

poolsencompasses

over

500,000

candidates.Theannualbasicsalarydefinitionusedthroughoutthisreportexcludesallowances,

stocks,

bonuses,

or

any

other

additional

benefits.

17PositionDirectorManagerSupervisorEngineerMIN700350250150MAX1200650400300PositionDirectorManagerSupervisorEngineerMIN800500300250MAX1600800500400PositionDirectorManager/ArchitectEngineerMIN800550300MAositionDirectorManager/ExpertSupervisorMIN800500200MAX1300800400PositionDirectorManagerSupervisorMIN700300200MAX1200650400PositionDirectorManagerSupervisorMIN800500300MAX1400800500

BigData&

Business

Intelligence

Corporate

ITServices

ApplicationManagement

Product&OperationManagement DigitalizationTransformation

Cloud&

InfrastructureAnnualBasicSalary

RangeTelecommunicationsTechnology,(Unit:1,000

in

CNY)Media&TableofContentsKeySalaryFigures-Technology,Media&TelecommunicationsHot

Jobs-Technology,Media&Telecommunications·

AnnualBasicSalaryRange-Technology,Media&

TelecommunicationsDatacollectedbetween

January2025and

January2026from

RGF-ownedtalent

poolsencompasses

over

500,000

candidates.Theannualbasicsalarydefinitionusedthroughoutthisreportexcludesallowances,

stocks,

bonuses,

or

any

other

additional

benefits.

18PositionDirector/GMGroup

LeaderSeniorManager/

ManagerSupervisorMIN12001000500300MAX18001500900500PositionDirectorSeniorManager/

ManagerSupervisorMIN800500250MAX1300800500PositionDirectorManager/ExpertSupervisorMIN700400200MAX1100700450PositionDirectorManager/ExpertSupervisorMIN600400200MAX1000700400PositionDirectorSeniorManager/ManagerSupervisorMIN800500250MAX1000800500PositionMINMAXDirector7001400Manager500800Supervisor200400

ProjectManagement

AccountManagement&CustomerSuccess

DigitalMarketing

Pre-sales

Domestic&Cross-borderE-commerce

Management

SalesAnnualBasicSalary

RangeTelecommunicationsTechnology,(Unit:1,000

in

CNY)Media&TableofContentsKeySalaryFigures-Technology,Media&TelecommunicationsHot

Jobs-Technology,Media&Telecommunications·AnnualBasicSalaryRange-Technology,Media&TelecommunicationsDatacollectedbetween

January2025and

January2026from

RGF-ownedtalent

poolsencompasses

over

500,000

candidates.Theannualbasicsa