The halo of a big company is not popular in small companies

This year, few people are talking about expansion, and even fewer are talking about financing. Those companies that have received financing dare not expand their business and team on a large scale. For companies that have been established for more than 20 years, there are still some positions available in the market, but these positions do not prefer people who have worked in large companies for too long.

If we categorize employees, people in large companies are more likely to talk about strategy, planning, and expansion; people in these companies have distinct characteristics. Don't do these empty things, you should sell the product first. Large companies can afford pure managers, while these companies only hire business experts who can make money.

As for people from large companies coming to these platforms, the bosses have obvious concerns: Can these people actually do the job?

As for why the halo of large companies has gradually become a burden for job seekers, we analyze from three aspects: B-side environment, business form, work habits and personnel characteristics to understand why companies on the market do not like to recruit B-side business personnel with deep backgrounds in large companies.

Current market environment

The B-end market this year can not be described with just one word: miserable, it can only be described as very miserable. At present, it is obvious that fewer and fewer companies are financing B-end enterprise services, and only large models can still gain the favor of some capital.

After coming into contact with capital, US dollar funds are still on the sidelines regarding the mainland's market environment, and some US dollar funds have even withdrawn from the mainland market; Internet platform funds represented by Alibaba and Tencent, can you imagine that after 2020, these companies have not had any mergers and acquisitions or investment business? The platform's anti-monopoly policy has tied the hands and feet of Internet upstarts; capital represented by state-owned enterprises is not friendly to startups, and they expect to recover costs and profits after investing.

It is difficult to raise funds from the angel stage to rounds B and C, but it is easier to raise funds in the last round before an IPO. This is because capital that can truly empower enterprises has not been invested this year, and capital that expects to gain returns will only invest in companies that are about to go public. When companies are rapidly developing and expanding and need capital, there is no capital involved, and the way for companies to obtain capital is broken.

This has also led to fewer new companies in the past two years, and a capital winter has appeared in the market, which is completely opposite to the situation in 2015 and 2016 when companies were favored by capital. The capital winter has led to the closure of a large number of companies, causing the market to lose confidence in B-side businesses and even Internet businesses.

In this situation, everyone is still thinking about how to survive, and the way to survive is also very simple, increase revenue and reduce expenditure. In fact, the capital winter has spawned a winter for the entire industry, causing everyone to be very strict with their budgets, or even not invest in the budget.

Business forms of large and small factories

The business model of large companies is first of all disorderly expansion. The anti-monopoly measures in the past two years have completely suppressed the expansion mentality of large companies, and there is also wailing internally.

A lean camel is bigger than a horse. It is relatively easy for large companies to expand their business, and they also have the relevant resources to invest.

The business model of large companies provides abundant resources, so they can have no worries about food and clothing, while small companies are still struggling to make ends meet and have to think about how to achieve their business goals and realize profitability every day.

Small companies are more concerned about cash flow. Once they lose their ability to generate revenue, the business will close down.

For the business model of large and small factories, they need to change from a market expansion mentality to a profit-making mentality. This is determined by the company's business model.

The business model of large companies requires a large number of meetings to raise awareness, and many of the businesses of large companies are done by outsourcing companies and outsourced personnel. Employees only come up with some ideas and strategies, and will encounter many problems during implementation.

Meetings in small companies are mostly verbal exchanges, and real meetings are rare. After all, there are only a few people in the company, and both managers and employees need to get their hands dirty to achieve certain results. Therefore, the hands-off approach has no room for survival in small companies.

Employees of large companies must first have a change in their mindset before there can be a change in their business. If they cannot change their personal ideas for the time being, they will not be welcome in small companies.

Work habits developed in the work environment

It is easy to go from frugality to luxury, but it is difficult to go from luxury to frugality! I have learned how to use capital to achieve performance growth. To be honest, how to achieve growth when there is no budget is a skill that employees of large companies do not have.

Large companies like to aim high, first losing money to develop the market, and then monetize by attracting users. However, the primary goal of small businesses is to survive, and every penny must prove its value and be able to be implemented and achieve business growth.

You can observe that the catchphrases of employees of many large companies are: strategy, playing style, combination punch, review, empowerment, bankruptcy, sedimentation... The bosses of small companies often talk about: how much is the order, and whether they can get the customer.

Many employees who move from large companies to small companies like to start from a strategic perspective, setting a set of ambitious goals first, and then applying for more resources. As for whether things can be accomplished, that is another matter.

Employees of small companies prefer to start with one client at a time and then discuss the strategy for the next stage. The first thing is to get things done well and then have plans for the next step.

Going big requires more resources, which is beyond the reach of small companies. Although doing it one order at a time cannot bring about explosive growth, every order can make money.

The working environment between the two is quite different. Not changing work habits is not a good thing in the current situation of tight capital.

Characteristics that employees develop subtly

Large companies have abundant resources, and companies in society are all scrambling to cooperate with them. For example, when I was at Tencent, I went out to discuss cooperation. All I had to do was say, "I'm from Tencent." This endorsement gave me a good start. In addition, most companies wanted to get some resources from Tencent, so you would be treated as an honored guest.

In the long-term environment, we have developed a fatal habit of "saving face"!

This habit is fatal in small companies, where the reputation and resources are not enough. After you mention your company and product name, you need to give others a detailed introduction to the company's strength and the application value of the product. When you talk about cooperation with others, you also beg them to come. After the endorsement of the big companies disappears, can you put aside your pride and talk about business in a gangster way? This is also a more important way within the company.

At present, working down to earth is more suitable for the current environment. Which company does not beg others to discuss business and cooperation?

The desire to save face or the way of speaking and communicating based on the desire to save face will make many contacts uncomfortable. Based on the resources of the big company, others would not have too deep feelings. Now that the background of the big company has been lost, others will begin to show it completely, and even cooperation will stop because of it. After all, it was others who begged you to cooperate before, but now you are begging others to cooperate.

Secondly, people in large companies have the ability and the ability to pass the buck, while most small companies are more looking forward to encountering problems, and everyone keeps pushing forward to solve the problems. As for whose fault it is, it is actually obvious at a glance. After all, there are only two or three people doing the work. I have seen many people in large companies who first remove themselves from the mistakes, but in the environment of a small company, whose fault it is obvious at a glance. Is there any need to pass the buck?

In a large company, it is more important to pass the buck than to admit mistakes. In a small company, appropriately admitting mistakes is more useful than passing the buck.

Why did the halo of big manufacturers work so well in the past few years?

The past few years of the Internet have been a period of explosive growth. Large companies are at the forefront of industry awareness, and all companies can raise money, adopt high-profile approaches, and tell a clear story about market size. Bosses have good expectations for the macro-economy, and the advanced concepts of large companies are still very attractive to companies.

Furthermore, in previous years, there were fewer employees in large companies, and they were indeed people who had fought tough battles. Unlike now, large companies have become the cradle of Internet gilding. There are fewer people with real talents than expected, and even fewer people who can fight tough battles. Moreover, the interpersonal relationships in large companies make it impossible for them to work steadily. It is hard to say how much their work professionalism has improved, but their skills in passing the buck have improved a lot.

In conclusion:

During the interview, some bosses I know well would tell me directly that what they are really worried about is whether you can work hard, meet clients on the front line, and talk business with a smile. Fortunately, I have not abandoned these good traditions and have been favored by some bosses.