hiring requirements (19 open positions)

Statistics by region
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Growth rate
2026 vs 2025
  • 2025: Down 76%
  • 2024: Up 12%
  • 2023: Up 335%
hiring over the years: 2026: 10 fewer positions than in 2025
* Hiring volume was generally low in 2020-2022 due to the pandemic

How is the salary at ? (39 records)

Salary range at : 6K - 30K, where 92.3% of positions earn ¥8-15K
salary over the years
Disclaimer: statistics are based on job posting analysis and do not represent the actual situation of current employees; system stability may affect objectivity, so please treat the data as reference only.Data inaccurate? Report it

Education requirement: 不限 is the most common

What education does 美橙时代(成都)营销策划有限公司 require? 不限占比最多,占87.2%,本科占10.3%,大专占2.6%

Salary by education

Note: 美橙时代(成都)营销策划有限公司 salaries by education, 大专 ¥25.0K, to see salaries for other education levels, click the detail page

Experience requirement: 不限 is the most common

Does 美橙时代(成都)营销策划有限公司 require much experience? 不限 accounts for 56.4% (the largest share), 1-3年 accounts for 38.5%, 3-5年 accounts for 5.1%

Salary by experience

Note: 美橙时代(成都)营销策划有限公司 salaries by experience, 1-3年 ¥11.5K, 3-5年 ¥12.5K, 不限 ¥11.4K

staff structure: 销售类 is the most common

Which departments does 美橙时代(成都)营销策划有限公司 have? 销售类 is the most common, accounting for 53.8%, 医疗卫生/美容保健类 accounts for 35.9%, 贸易/物流/采购/运输类 accounts for 33.3%, 人力资源类 accounts for 20.5%, 咨询/顾问类. Based on job postings in the past year. For reference only.

Salaries for hot jobs of

Are salaries high at 美橙时代(成都)营销策划有限公司? We provide: 商务经理, 培训, 导师, 销售, 美导, 老师, 美容师, 商务专员. Click to view detailed salary analysis by job.

Work locations at : mainly 成都

Note: in which cities does 美橙时代(成都)营销策划有限公司 have offices? The main distribution is as follows: 成都 accounts for 84.6%, based on job postings in the past year. For reference only.

How is the growth outlook for the company?

Regional distribution of positions over the years

Employment outlook for 美橙时代(成都)营销策划有限公司: in 2026, 美橙时代(成都)营销策划有限公司 had openings in 3 regions , 4 fewer than in 2025

Talent Demand Trend Analysis More

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