2026中国职场展望与薪酬趋势报告（中英文版）-cgp-202605

12unleashingGlobalTalent3unleashingGlobalTalentunleashingGlobalTalent4洞察未来引领变革Copyright©CGPCo.Ltd.AllRightsReserved.unleashingGlobalTalent5当前，全球经济复苏节奏依旧不均衡，地缘政治、技术革新与人才流动的交织让企业的经营场展望与薪酬趋势》继续关注各行业的关键岗位，提供前瞻性的薪酬数据与趋势洞察，帮助在《2026CGP集团中国职场展望与薪酬趋势》中，我们的职场专家基于行业深度实践，对同时，我们也从当前经济走向、产业发展节奏与劳动力市场变化出发，提出更具可操作性的感谢您阅读《2026CGP集团中国职场展望与薪酬趋势》。希望本报告为您的薪酬规划提供Theglobaleconomycontinuestoshiftatdifferentspeeds,andthemixofgeopolitics,rapidtechnologychanges,andtalentmobilityhasraisedthelevelofcomplexityforbusinesses.Asaresult,compensationmanagementhasbecomeanevenmorecriticalpartoforganizationalstrategy.CGPGroup’sannualWorkforceOutlookandSalaryTrendscontinuestohighlightkeyrolesacrossindustries,offeringforward-lookingcompensationdataandinsightsthathelporganizationsstaycompetitiveinademandingtalentmarket.Inthe2026edition,ourcareerexpertsreviewthepastyear’sdevelopmentsacrosscompensationstructures,salarygrowth,benefitsprograms,andtalentattractionandretention.Buildingonthesefindings,welookaheadandofferpracticalrecommendationsforrecruitmentandcompensationplanning,groundedincurrenteconomicsignals,industrymovement,andshiftsinthelabormarket.Thankyouforreadingthe2026CGPGrouthisreportprovidestheclarityanddatayouneedtosupportyourcompensationstrategyandmakeconfidentdecisionsinachangingenvironment.unleashingGlobalTalent6进入2026年，中国职场正站在个重要的转折点上。疫情后的复苏周期已经结束，企业不再试图回到既有的运作模式，而是开始在更高的不人才策略。数字化转型的持续推进、人工智能的快速普及、区域经济环境的分化，以及员工在这样的背景下，招聘不再只是规模扩张的工具，而逐渐成为企业战略执行的一部分。员工也不再仅仅追求职位的稳定性，而是更加关注自身能力在长期职业发展中的适用性。与此同AsChinaenters2026,theregion’sworkforcestandsatacriticalinflectionpoint.Thepost-pandemicrecoveryphasehaslargelyconcluded,andorganizationsarenolongerseekingareturntopreviousoperatingmodels.Instead,theyarere-exaLowingorganizationalstructures,roledesignandtalentstrategiesamidheighteneduncertainty.Ongoingdigitaltransformation,therapidadoptionofartificialintelligence,divergingregionaleconomicconditionsandshiftingemployeeexpectationsarecollectivelyreshapingtheworldofwork.Inthiscontext,hiringisnolongermerelyavehicleforexpansion,butanintegralpartofstrategicexecution.Employees,meanwhile,areredefiningcareersecurity—notasjobstability,sliaiz'ilcltion.employersandtalentviewandrespondtheAgainstthisbackdrop,CGPpresentsthe2026ChinaWorkforceOutlook,drawingonlong-termmarketobservationandauthoritativeresearchtohighlightthetrendsshapingworkforcedecisionsacrosstheregion.unleashingGlobalTalentunleashingunleashingGlobalTalent招聘活动并未停滞，却更加谨慎、更加聚焦。越来越多组织开始重新审视每一个岗位的必要性，并在这一背景下，用工需求呈现出高度结构化的特征。能够直接支持业务增力建设的岗位，依然面临较大的供给压力；而对于重复性高、边际价值有限的岗于通过流程优化、技术手段或内部整合来应对。这使得招聘市场在整体趋稳的同Overall,thetalentmarketremainsrelativelystableas2026approaches,butthewayorganisationsthinkabouthiringhasshiftedmeaningfully.Recruitmentactivitycontinues,yetwithgreaterselectivityandfocus.Moreemployersarereassessingthenecessityofeachrole,aligninghiringdecisionsmorecloselywithbusinesspriorities,organisationalefficiencyandlong-termcompetitiveness.valuearemorelikelytobeaddressedthroughprocessoptimisation,technologyorinternalconsolidation.Asaresult,whileoverallhiringremainsmeasured,competitionforkeytalentpersists.7unleashingGlobalTalentunleashingGlobalunleashingGlobalTalent其方式与侧重点正在发生变化。全面普遍的加薪策略逐渐被更有针对性报是否与贡献和成长相匹配”，正成为影响信任与留任的重要因素。当薪酬Compensationremainsoneofthemostcentralissuesintheworkplace.Asorganisationsenter2026,annualpayreviewsarestillexpectedacrossmostsectors,buttheapproachcapabilities.CGPGROUPandemphasisareevolving.Broad-basedsalaryincreasesareincreasinglyreplacedbymoretargetedallocation,capabilities.CGPGROUPAtthesametime,employeeperceptionsareshifting.Whileabsolutepaylevelsmatter,fairness—howrewardsalignwithcontributionandgrowth—hasbecomeadecisivefactorintrustandretention.Wherecompensationlogiclackstransparencyorconsistency,evencompetitivepaylevelsmayfailtodeliversustainedengagement.Asaresult,compensationmanagementin2026ismovingbeyondsimplemarketbenchmarkingtowardsmoreintegratedtotalrewardsdesign.Bylinkingpay,incentives,developmentopportunitiesandflexibility,organisationsarebetterpositionedtobuildlong-termtalentattractiveness.8unleashingGlobalTalentunleashingGlobalTalent在持续变化的环境中，员工对工作的期待变得更加清晰而务实。财务回报依然是重要考量，尤其是在不确定性仍然存在的情况下。然而，员工并未因此降低对成长、意义感或生活可持续性的要求。工作不再只是短期回报的来源，而被视为一项长期投入。对于组织而言，挑战在于如何让自身提供Amidongoingchange,employeeexpectationshavebecomeclearerandmorepragmatic.Financialrewardremainsapriority,particularlyinanenvironmentwhereuncertaintypersists.However,thishasnotdiminishedexpectationsaroundgrowth,purposeorsustainability.Professionalsincreasinglyseekassurancethattheircapabilitiescontinuetodevelopandthatcurrentexperiencecontributesmeaningfullytofutureopportunities.Workisnolongerviewedsolelyasasourceofshort-termreturn,butasalong-terminvestment.Fororganisations,thechallengeliesinaligningwhatisofferedwithwhatemployeesactuallyexperience.CGPGROUPunleashingGlobalTalent9unleashingGlobalTalentunleashingGlobalunleashingGlobalTalentArtificialintelligence,particularlygenerativeAI,isbecomingincreasinglyembeddedineverydaywork.Movingbeyondexperimentation,moreorganisationsareintegratingthesetechnologiesintocoreprocesses,reshapinghowworkisperformedandhowrolesaredefined.TheimpactofAIislessaboutjobeliminationandmoreaboutjobredesign.Human–machinecollaborationisbecomingthenorm,requiringemployeestocombinetechnicalfluencywithbusinessunderstandinginordertotranslatetoolsintooutcomes.DifferencesinorganisationalmaturityaroundAIadoptionare,inturn,wideningperformaunleashingGlobalTalentunleashingGlobalTalentVVunleashingGlobalunleashingGlobalTalent在许多组织中，真正的挑战并非“缺人”，而是现有能力结构与业务需求Formanyorganisations,thecentralchallengeisnotashortageofpeople,butamismatchbetweenexistingcapabilitystructuresandevolvingbusinessneeds.Astechnologyadvancesandoperatingmodelschange,rolerequirementsareshiftingrapidly,whileskillrenewaldoesnotalwayskeeppace.Someemployeescontinuetorelyonpastexperienceasaguidetothefuture,underestimatingtheneedforcapabilityupgrade.In2026,learningagilityandskilltransferabilityareexpectedtofeaturemoreprominentlyinhiringandpromotiondecisions.Fororganisations,allocatingtalentbyskillsratherthantitleswillincreasinglyunderpinunleashingGlobalTalentunleashingGlobalTalentunleashingGlobalTalunleashingGlobalTalent灵活办公在实践中的成效，已不再取决于政策本身，而取决于管理方式。与度、评价或发展机会时，其积极意义将被削弱。相反，以结果Theeffectivenessofflexibleworkisnolongerdeterminedbypolicyalone,butbymanagementpractice.Whereflexibilityaffectsparticipation,evaluationoraccesstoopportunity,itsbenefitsdiminish.Conversely,organisationswithoutcome-basedassessmentandclearcollaborationmechanismsarebetterpositionedtobalanceflexibilityandperformance.In2026,flexibleworkisevolvingfromatalentattractionleverintoanindicatoroforganisationaltrustandmanagerialcapability.CGPGROUPunleashingGlobalTalentunleashingGlobalTalentunleashingGlobalunleashingGlobalTalent越来越多组织开始意识到，留任并非单靠福利即可解决的问题，而与工作设计、Sustainedpaceofchangeisplacingcumulativepressureonorganisations.Intheshortterm,thismaynotimmediatelytranslateintohigherattrition,butisoftenreflectedindecliningengagement,reducedcollaborationefficiencyandincreasedmanagementstrain.Retentionchallengesareincreasinglyrecognisedasissuesofworkdesignratherthanbenefitsalone.In2026,organisationalhealthisemergingasaprerequisiteforsustainedproductivity.CGPGROUPunleashingGlobalTalentunleashingGlobalTalentunleashingGlobalunleashingGlobalTalent随着外部招聘成本上升，内部流动的重要性日益凸显Asexternalhiringcostsrise,internalmobilityisgainingstrategicimportance.Internalopportunitieshelpaddresscapabilitygapswhilesignallingtoemployeeswhetherlong-termcommitmentisworthwhile.Whenmobilitypathwaysareclearandaccessible,learningandcontributionaremorelikelytotranslateintosustainedengagement.Atthesametime,externalhiringbecomesmorefocusedoncapabilitiesthataredifficulttodevelopquicklyin-house,sharpeningoveralltalentallocation.CGPGROUPunleashingGlobalTalentunleashingGlobalTalentunleashingunleashingGlobalTalent从更广泛的市场视角来看，过去一年招聘流程中多项转化效率的变化，并情况。企业在启动招聘需求时整体表现得更加谨慎，部分职位在定义清晰度、预共识方面存在反复调整。这使得岗位从立项到形成有效候选人池的过程更为复杂与此同时，用人方在候选人筛选阶段普遍收紧标准。为了控制决向于减少面试数量、提高进入后续流程的门槛。这一变更为显著的变化发生在招聘流程的后段。过去一年，从面试推进到最终在最终决策阶段表现出更高的谨慎度，对候选人的综合匹配度、薪酬合理性高要求。与此同时，候选人在决策阶段的选择空间与风险意识也明显增强，综合来看，这些变化共同构成了当前招聘环境的重要背景。在市场节奏趋果越来越取决于对关键转化节点的把控能力、对候选人与客户预期的有效管Fromabroadermarketperspective,changesinrecruitmentconversionefficiencyobserveddefinition,budgetcertaintyandinternalalignment.Asaresult,thejourneyfromjobinitiationtoaviablecandidatepoolhasbecomemorecomplex,raisingexpectationsforprecisioninrequirementinterpretationandcandidatematching.unleashingGlobalTalentAtthesametime,employershavegenerallytightenedscreeningcriteria.Inanefforttomanagedecisioncostsandimproveefficiency,organisationsarelimitinginterviewvolumesandraisingthresholdsforprogression.Thishas,inpractice,narrowedthescopeforCV-to-interviewconversion,shiftingtheemphasisfrombreadthtoquality.rigorousevaluationaroundoverallfit,compensationalignmentandlong-termcommitmentCandidates,meanwhile,areexercisinggreateroptionalityandriskawareness,comparing.multipleopportunitiesbeforemakingdecisions.Thesedynamicsonbothsideshaveplacedsustainedpressureoninterview-to-placementoutcomes,evenwheninterviewprogressionisachieved.Takentogether,thesedevelopmentsformanimportantbackdroptothecurrenthiringenvironment.Inamoremeasuredmarket,recruitmentoutcomesincreasinglydependoncontrolovercriticalconversionpoints,effectiveexpectationmanagementonbothclientandcandidatesides,andstrongend-to-endprocesscoordination.Thiscontextprovidesapracticalreferenceforinterpretingtheworkforcetrendsdiscussedthroughoutthisoutlook.支持更加稳健、可持续的人才决策。GROUPunleashingGlobalTalentTheworkplaceof2026isneitherastoryofsimplerecoverynorcontraction,butoneofmaturation.Organisationsarebecomingmoredeliberateinhowtheydeploytalent,whileprofessionalsareincreasinglyfocusedonthelong-termrelevanceoftheircapabilities.Againstthisbackdrop,differencesbetweenorganisationswillbeshapedlessbyintentandmorebymanagementmaturity,processcoordinationandcontrolovercriticalconversionpoints.CGPhopesthattheperspectivesandmarketcontextpresentedinthisoutlookwillsupportleadersandprofessionalsinmakingmoreinformedandsustainabletalentdecisions.unleashingGlobalTalentCopyright©CGPCo.Ltd.AllRightsReserved.unleashingGlobalTalentCGPInsightTalentTrendsinChi2026年，中国消费品行业正处在一个更具挑战性的2026年，中国消费品行业正处在一个更具挑战性的2026年，快速消费品行业的整体薪资涨幅预计约为3%，略低于不少企业借助市场下行的窗口期推动组织重组，通过更严格的绩效管理提升整体业务能力，甚至出现以较低薪劳动力市场的变化，也显著影响了人才的流动逻辑与企业的用人难度。当前失业状态下的求职者面临更高的不确定性，部分候选人被贴上“风险标签”，在企业决策层眼中变得更难录用，在薪资谈判中也往往处于弱势，需要接受降薪或薪资持平的机会。与此同时，行业正从此前的“辞职潮”逐步转向“犹豫潮”。在经济谨慎情绪加剧、优质岗位减少的双重影响下，真正的高绩效人才在做职业决策时更加保守，安全感和稳定性重新成为这并不意味着优质人才的市场价值下降，反而进一步拉大了分化。主动跳槽的候选人，尤其是具备稀缺能力或 细分赛道经验的人才，对薪资涨幅的期望显著提高。普通表现者通常要求10%–20%的涨幅，而顶尖人才或关从岗位需求结构来看，行业的人才需求正在明显向“转型支撑型角色”倾斜。传统生产制造及基础销售职能整新产品开发（NPD）及研发相关岗位需求依然旺盛。随着产品线日益多元、成本压力上升，供应链、物流、需unleashingGlobalTalentCGPInsightTalentTrendsinChi化管理经验，又拥有更强的执行力和创业心态，能够在复杂多变的市场环境中快速落地战略，成为不少企业在In2026,China’sconsumergoodsindustryisenteringamorechallengingphaseofadjustment.Shiftsinconsumerbehaviorarereshapingtheoverallmarketlandscape.Ononehand,consumersarebecoLowgincreasinglycautiousaboutdiscretionaryspending,withpricesensitivitycontinuingtorise.Ontheotherhand,growthacrosstheindustryhasbecomesignificantlyhardertoachieve.Relyingsolelyonvolumeexpansionisnolongersufficienttosustainperformance;companiesmustincreasinglydependonproductinnovationanddeepercontroloverchannelstodrivegrowth.Itisworthnotingthat,despiteoverallconsumptiontightening,consumersarenotpurely“price-driven.”Theyremainwillingtopayforconvenience,nutritionandhealthbenefits,andreliablequality.Thisunderscoresacriticalcompetitivedivide:theabilitytoclearlyidentifyvaluepropositionsandtranslatethemintosustainableprofitmodelsisbecoLowgakeydeterLowantofsuccess.Againstthebackdropofmountingmarketpressure,companiesareadoptingstricterapproachestocostandperformancemanagement,whichisdirectlyreflectedincompensationstructuresandorganizationalstrategies.In2026,overallsalarygrowthinthefast-movingconsumergoods(FMCG)sectorisexpectedtobearound3%,slightlybelowthenationalaverage.Atthesametime,structuraladjustmentswithintheindustryareongoing.Inthefirsthalfof2025,widespreadlayoffswereobservedinlower-endofflinesalesroles,aswellasincertainsub-sectorssuchasalcoholicbeveragesanddairy.Manycompanieshavetakenadvantageofthemarketdownturntopushforwardorganizationalrestructuring,strengtheningperformancemanagementtoenhanceoverallbusinesscapability.Insomecases,positionshaveevenbeenre-hiredatlowersalarylevels.Performanceorientationcontinuestointensify,leavinglessroomfor“headcountprotection.”unleashinglobalTalentCGPInsightTalentTrendsinChiChangesinthelabormarkethavealsosignificantlyalteredtalentmobilitydynamicsandChangesinthelabormarkethavealsosignificantlyalteredtalentmobilitydynamicsandincreasedhiringcomplexityforemployers.Jobseekerswhoarecurrentlyunemployedfacegreateruncertainty,withsomecandidatesbeinglabeledas“higherrisk”andthereforebecoLowghardertohireintheeyesofcorporatedecision-makers.Thesecandidatesarealsooftenatadisadvantageinsalarynegotiations,frequentlyneedingtoacceptpaycutsorflatcompensation.Meanwhile,theindustryisgraduallyshiftingfromtheprevious“resignationwave”toa“hesitationphase.”Amidheightenedeconomiccautionandashrinkingpoolofhigh-qualityroles,trulyhigh-perforLowgtalentisbecoLowgmoreconservativeincareerdecisions,placingrenewedemphasisonsecurityandstabilityratherthanfrequentoraggressivejob-hopping.Thisdoesnotimplyadeclineinthemarketvalueoftoptalent;onthecontrary,polarizationisbecoLowgmorepronounced.Candidateswhoproactivelychangejobs—particularlythosewithscarcecapabilitiesorspecializedtrackexperience—aresettingsignificantlyhighersalaryexpectations.Averageperformerstypicallyseekincreasesof10–20%,whiletop-tiertalentorcandidatesforcriticalrolesoftenexpect30%ormore,withexceptionalcasesreaching50–60%.Foremployers,thetensionbetween“attractingtherighttalent”and“beingwillingtopayapremiumforcapability”hasbecomeincreasinglyproLowent.Fromademandperspective,talentneedsareclearlyshiftingtoward“transformation-enablingroles.”Traditionalmanufacturingandbasicsalesfunctionsremainbroadlystable,withlimitedgrowthmomentum.Incontrast,demandcontinuestoriseforroleslinkedtodigitalization,channelupgrading,andincreasingbusinesscomplexity.Talentcapableofdrivinglive-streaLowge-commerceandomni-channelretailstrategies—particularlychannelstrategistsfocusedonpenetrationintolower-tier(Tier3andTier4)cities—hasbecomeakeybattlegroundforcompetition.Atthesametime,demandremainsstrongforbrandbuilding,creativemarketing,newproductdevelopment(NPD),andR&D-relatedroles.Asproductportfoliosdiversifyandcostpressuresintensify,functionssuchassupplychainmanagement,logistics,demandplanning,andprocurementaregainingfurtherstrategicimportance.unleashingGlobalTalentCGPInsightTalentTrendsinChiInaddition,hybridInaddition,hybridtalentwithexperienceinbothlocalenterprisesandmultinationalcorporations(MNCs)continuestobehighlysoughtafter.TheseindividualscombinestructuredtrainingandstandardizedmanagementexperiencewithstrongexecutioncapabilityandanentrepreneurialLowdset,enablingthemtotranslatestrategyintoactionquicklyincomplexandfast-changingmarketenvironments.Asaresult,theyhavebecomeacoretalentsegmentthatmanycompaniesactivelytargetduringperiodsofheighteneduncertainty.unleashingGlobalTalentunleashingunleashingGlobalTalent------------------------），*需求指标：表示人才在市场中的青睐程度。80分*AnnualPackage:BasicSalary+StandardBonus(excludingstocksorotherbenefits),uselocalcurrency,ex:useRMBInChina.*Low.:Lowimum,Mid.:Midium,Up.:Upimum*NeedIndicator:Ametrictomeasuretheneedofthespecificpositionortalentwithinthemarket.Ascoreof80indicatesanaveragedemandorneed.Ascorebelow80indicatesanoversupplyinthemarket.Ascoreabove80indicatesanurgentneed,orascarcityinthemarket.unleashingGlobalTalent----unleashingGlobalTalent），*需求指标：表示人才在市场中的青睐程度。80分*AnnualPackage:BasicSalary+StandardBonus(excludingstocksorotherbenefits),uselocalcurrency,ex:useRMBInChina.*Low.:Lowimum,Mid.:Midium,Up.:Upimum*NeedIndicator:Ametrictomeasuretheneedofthespecificpositionortalentwithinthemarket.Ascoreof80indicatesanaveragedemandorneed.Ascorebelow80indicatesanoversupplyinthemarket.Ascoreabove80indicatesanurgentneed,orascarcityinthemarket.unleashingGlobalTalentunleashingunleashingGlobalTalent8---8---8----8---unleashingGlobalTalent），*需求指标：表示人才在市场中的青睐程度。80分*AnnualPackage:BasicSalary+StandardBonus(excludingstocksorotherbenefits),uselocalcurrency,ex:useRMBInChina.*Low.:Lowimum,Mid.:Midium,Up.:Upimum*NeedIndicator:Ametrictomeasuretheneedofthespecificpositionortalentwithinthemarket.Ascoreof80indicatesanaveragedemandorneed.Ascorebelow80indicatesanoversupplyinthemarket.Ascoreabove80indicatesanurgentneed,orascarcityinthemarket.unleashinglobalTalentCGPInsightTalentTrendsinChi明显放缓，存量盘活成为行业共识。购物中心的新开业项目中，翻新重开所占比例持续上升，核心城市核心商分化进一步加剧，社区型商业占比提升，体验式消费及线上线下融合模式展现出更强韧性；写字楼需求则持续向头部优质物业集中，非核心区域仍面临空置率与租金双重压力。区域上，一线城市及成渝、杭州等强二线城与商业地产同步，设计行业正经历由“审美导向”向“技术与价值导向”的结构性升级。绿色低碳已从加分项转变为行业基础配置，ESG与碳减排能力正在直接影响项目融资、招商与长期运营表现，相关专业服务需求随之增长。同时，数字化正深度重构设计流程，BIM、AI等工具加速普及，设计效率和交付能力显著提升。围绕数字孪生、虚拟空间与沉浸式场景的需求快速增长，也推动设计边界持续外扩，行业开始与科技、零售及文旅等领域形成更紧密的交叉融合。在此过程中，头部设计机构通过并购整合提升集中度，行业整体由分散走向更真正具备业态调改、IP营销、租金提升能力的运营型人才成为核心稀缺资源。与此同时，能够同时理解资产证已明显高于传统设计角色；绿色建筑能力逐步成为入场门槛，而真正能够整合商业逻辑、用户体验与技术实现薪资保持较强韧性甚至持续上行；而通用型、中低附加值岗位则面临增长放缓甚至结构性调整压力。企业在用人策略上更加理性，倾向于将有限的薪酬资源集中投向能够直接提升资产运营效率、数字化能力和可持续价值从企业视角看，2026年的关键不在于“扩招”，而在于“选对人、用好人”。围绕存量优化、轻资产模式与绿色低碳赛道，企业需要优先布局复合型与技术型才留存率。对个人而言，商业地产从业者需主动补齐碳管理与数字化运营能力；设计从业者则应持续强化AI、unleashingGlobalTalentCGPInsightTalentTrendsinChiBy2026,thecorenarrativeofChinaMainlandBy2026,thecorenarrativeofChinaMainland’scommercialrealestateanddesignindustrieshasshiftedfromscaleexpansiontotherevitalizationofexistingassets.Inthecommercialrealestatesector,newprojectsupplyhasslowedmarkedly,whileactivatingandupgradingexistingassetshasbecomeanindustry-wideconsensus.Amongnewlyopenedshoppingcenters,theproportionofrenovation-and-reopeningprojectscontinuestorise.Corebusinessdistrictsinmajorcitiesareenteringamorerefinedstagefocusedon“formatoptimization+IP-drivenoperations,”seekingvaluationupsidethroughoperationalpremiumsratherthansheerrentalscale.Attheassetlevel,polarizationisbecoLowgmorepronounced.Community-basedretailisgainingshare,whileexperientialconsumptionandomnichannel(online–offlineintegrated)modelsaredemonstratinggreaterresilience.Officedemandcontinuestoconcentrateintop-tier,high-qualityproperties,whereasnon-corelocationsremainunderdualpressurefromelevatedvacancyratesandrentaldeclines.Regionally,Tier1citiesandstrongTier2marketssuchasChengdu–ChongqingandHangzhouremainrelativelystable,whileabsorptionandreturnpressurescontinuetobuildinTier3andTier4cities.Inparallelwithcommercialrealestate,thedesignindustryisundergoingastructuralupgradefroman“aesthetics-driven”modeltowarda“technology-andvalue-driven”orientation.Greenandlow-carbondesignhasshiftedfromadifferentiatortoabaselinerequirement.ESGcapabilitiesandcarbonreductionperformancearenowdirectlyinfluencingprojectfinancing,tenantattraction,andlong-termoperationaloutcomes,drivinggrowingdemandforrelatedprofessionalservices.Atthesametime,digitalizationisfundamentallyreshapingdesignworkflows.ToolssuchasBIMandAIarebeingrapidlyadopted,significantlyimprovingdesignefficiencyanddeliverycapabilities.Demandisalsorisingrapidlyforsolutionsrelatedtodigitaltwins,virtualspaces,andimmersiveenvironments,pushingtheboundariesofdesignandacceleratingcross-sectorintegrationwithtechnology,retail,andculture-tourismindustries.Inthisprocess,leadingdesignfirmsareincreasingindustryconcentrationthroughmergersandacquisitions,whilethesectorasawholetransitionsfromfragmentationtowardahigher-qualitydevelopmentstage.Thesestructuralshiftsaredirectlyreshapingtalentdemandandcompensationdistribution.Incommercialrealestate,professionalswithpurelydevelopmentorleasingbackgroundsarebecoLowglessattractive.Instead,operations-orientedtalentcapableoftenantmixrepositioning,IP-drivenmarketing,andrentaluplifthasemergedasacorescarceresource.Meanwhile,hybridprofessionalswhounderstandassetsecuritization,REITs,carbonassetmanagement,anddigitaltoolsareinparticularlyhighdemandonPre-REITsandlight-assetplatforms,commandingclearcompensationpremiumsovertraditionalroles.unleashingGlobalTalentCGPInsightTalentTrendsinChiTalentpolarizationisequallyevidentinthedesignindustry.DesignersproficientinTalentpolarizationisequallyevidentinthedesignindustry.DesignersproficientinAI-assisteddesign,3Dmodeling,andVR/ARtechnologiesarenowpricedsignificantlyhigherthantraditionaldesignroles.GreenbuildingcapabilitiesareincreasinglybecoLowgabasicentryrequirement,whiledesignmanagementprofessionalswhocanintegratecommerciallogic,userexperience,andtechnicalexecutionhavebecome“high-valuenodes”fiercelycompetedforbycompanies.Againstthisbackdrop,overallcompensationtrendsacrosstheindustryarecharacterizedby“stabilityatthetopanddivergenceatthemid-to-lowerlevels.”Corerolesremainresilient—andinsomecasescontinuetoseeupwardsalarymomentum—duetotheirscarcityanddirectcontributiontotransformation.Incontrast,generalistandlowervalue-addedpositionsfaceslowergrowthorevenstructuraladjustmentpressures.EmployersarebecoLowgmorerationalintalentstrategy,concentratinglimitedcompensationbudgetsonindividualswhocandirectlyenhanceassetoperatingefficiency,digitalcapabilities,andlong-termsustainablevalue.Fromacorporateperspective,thekeyin2026isnot“expandingheadcount,”butrather“hiringtherightpeopleanddeployingthemeffectively.”Aroundthemesofexisting-assetoptimization,light-assetmodels,andgreen/low-carbonpathways,companiesneedtoprioritizehybridandtechnicaltalent,whilestrengtheningorganizationalcapabilityandretentionthroughsystematicdigitalandESGtraining.Forindividuals,commercialrealestateprofessionalsmustproactivelybuildcompetenciesincarbonmanagementanddigitaloperations,whiledesignprofessionalsshouldcontinuetodeepentheirapplicationofAI,BIM,and3Dtools,establishingclearandverifiableexpertiseingreenandcross-disciplinarydomainstoremaincompetitiveamidlong-termindustrypolarization.unleashingGlobalTalentunleashingunleashingGlobalTalentunleashingGlobalTalent），*需求指标：表示人才在市场中的青睐程度。80分*AnnualPackage:BasicSalary+StandardBonus(excludingstocksorotherbenefits),uselocalcurrency,ex:useRMBInChina.*Low.:Lowimum,Mid.:Midium,Up.:Upimum*NeedIndicator:Ametrictomeasuretheneedofthespecificpositionortalentwithinthemarket.Ascoreof80indicatesanaveragedemandorneed.Ascorebelow80indicatesanoversupplyinthemarket.Ascoreabove80indicatesanurgentneed,orascarcityinthemarket.unleashingGlobalTalentunleashingunleashingGlobalTalentunleashingunleashingGlobalTalent），*需求指标：表示人才在市场中的青睐程度。80分*AnnualPackage:BasicSalary+StandardBonus(excludingstocksorotherbenefits),uselocalcurrency,ex:useRMBInChina.*Low.:Lowimum,Mid.:Midium,Up.:Upimum*NeedIndicator:Ametrictomeasuretheneedofthespecificpositionortalentwithinthemarket.Ascoreof80indicatesanaveragedemandorneed.Ascorebelow80indicatesanoversupplyinthemarket.Ascoreabove80indicatesanurgentneed,orascarcityinthemarket.unleashingGlobalTalentunleashingunleashingGlobalTalent00000unleashingGlobalTalent），*需求指标：表示人才在市场中的青睐程度。80分*AnnualPackage:BasicSalary+StandardBonus(excludingstocksorotherbenefits),uselocalcurrency,ex:useRMBInChina.*Low.:Lowimum,Mid.:Midium,Up.:Upimum*NeedIndicator:Ametrictomeasuretheneedofthespecificpositionortalentwithinthemarket.Ascoreof80indicatesanaveragedemandorneed.Ascorebelow80indicatesanoversupplyinthemarket.Ascoreabove80indicatesanurgentneed,orascarcityinthemarket.unleashingGlobalTalentCGPInsightTalentTrendsinChi的新阶段。经历了流量红利消退与周期性调整后，行业增长逻辑正在发生根本性转变。AI不再只是技术展示或大模型竞争逐步从参数规模转向生态整合与商业化落地，AI云服务、智能交互以及垂直行业应用成为最具确定性的主线。在广告、营销和内容分发等成熟领域，AI已深度嵌入业务流程，持续提升转化效率；在制造、医疗与此同时，行业重心正从C端竞争转向B端与产业互联网。SaaS、云计算、工业互联网等企业级服务保持稳定增长，企业对效率提升、数字化改造和合规能力的投入意愿明显增强。即时零售、汽车智能化、金融科技等交武汉等为代表的新一线城市，凭借成本、政策和产业配套优势，正在成为研发中心和第二总部的重要承载地。行业结构调整直接反映在就业形态与人才流普通院校毕业生在起薪和岗位质量上的差距进一步拉大。与此同时，资深技术人年以上经验人群的依赖度提高，通过股权激励、项目分红等方式强化核心团队稳定性。整体人才流动率仍处于薪酬水平显著高于行业平均，头部企业与外资机构的定价优势尤为突出。技能结构正在成为决定薪酬