Zhang Xue Motorcycle recently held a campus recruitment drive at Chongqing University, offering fresh graduates from 985 and 211 universities annual salaries of 120,000 to 150,000 yuan for R&D positions and 100,000 to 120,000 yuan for non-R&D roles, with the promise that overtime pay will be calculated separately in accordance with regulations. Some fresh graduates consider the salary low—clearly below the campus recruitment standards of mainstream domestic new energy vehicle companies—and say it has not reached the industry average benchmark. In response, Gao Yang, director of the company's online marketing department, cited his own experience: he received a salary increase within half a month of joining and was promoted to a management position in his second month. Industry employment experts analyzed that, as a startup manufacturing enterprise, Zhang Xue Motorcycle has a limited profit scale and finds it difficult to match the high starting salaries offered by leading major companies. Its recruitment appeal lies in a rapid growth path free from hierarchical constraints, with future returns tied to individual contributions. The company has a clear and transparent promotion mechanism: outstanding newcomers can receive annual salary increases of up to 50%, promotion is not based on seniority, and top performers can skip regular assessment cycles and be promoted directly. This campus recruitment plan is essentially a bet with job seekers on growth speed: fresh graduates who accept a lower starting salary are, in effect, betting on the company's future development dividends. If performance takes off, they may receive returns far exceeding those from major companies; otherwise, they may face stagnant salary growth and the risk that the company's development falls short of expectations. The choice ultimately depends on personal career planning preferences.