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浙江微能 hiring requirements (3 open positions)

Statistics by region
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Growth rate
2026 vs 2025
  • 2025: Up 25%
  • 2024: Down 31%
  • 2023: Down 17%
  • 2022: Up 9%
浙江微能 hiring over the years: 2026: 12 fewer positions than in 2025
* Hiring volume was generally low in 2020-2022 due to the pandemic

How is the salary at 浙江微能? (26 records)

Salary range at 浙江微能: 3K - 30K, where 46.2% of positions earn ¥8-15K
浙江微能 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: 本科 is the most common

What education does 浙江微能 require? 本科占比最多,占76.9%,大专占11.5%,硕士占11.5%

Salary by education

Note: 浙江微能 salaries by education, 大专 ¥6.4K, to see salaries for other education levels, click the detail page

Experience requirement: 1-3年 is the most common

Does 浙江微能 require much experience? 1-3年 accounts for 38.5% (the largest share), 3-5年 accounts for 30.8%, 不限 accounts for 26.9%, 5-10年 accounts for 3.8%

Salary by experience

Note: 浙江微能 salaries by experience, 1-3年 ¥8.9K, 3-5年 ¥21.8K, 5-10年 ¥12.5K, 不限 ¥10.4K

浙江微能 staff structure: 计算机/网络/技术类 is the most common

Which departments does 浙江微能 have? 计算机/网络/技术类 is the most common, accounting for 38.5%, 销售类 accounts for 30.8%, 机械/仪器仪表类 accounts for 26.9%, 客户服务类 accounts for 23.1%, 质量管理类. Based on job postings in the past year. For reference only.

Salaries for hot jobs of 浙江微能

Are salaries high at 浙江微能科技股份有限公司? We provide: 客服, 测试工程, java, 区域经理, 商务经理, 开发工程师, 硬件, 运营. Click to view detailed salary analysis by job.

Work locations at 浙江微能: mainly 杭州

Note: in which cities does 浙江微能 have offices? The main distribution is as follows: 杭州 accounts for 96.2%, based on job postings in the past year. For reference only.

How is the growth outlook for 浙江微能?

Regional distribution of positions over the years at 浙江微能

Employment outlook for 浙江微能: in 2026, 浙江微能 had openings in 2 regions , 1 more than in 2025

Talent Demand Trend Analysis More

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