外企招聘制度-中英文对照版

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招聘中英文对照

职位描述：职位（Position）：Internal Auditing Supervisor 集团内部审计主任部门（Department）：Internal Audit Department内部审计部直属上级（No. Of Direct supervised) ：1职位（Position）：Internal Audit Manager 集团内部审计经理直属下级(No. of Subordinate)：N/A职位（Position）：N/ARole角色：Work i ndependently and keep in line with the Company’s project. Analyze, comments and submit the proposal, provide the report and related data. Effectively control the cost and protect the resources.根据部门安排实施审计项目，独立进行审计阶段各项工作；对各项经济活动及政策作出分析、评价、建议，提供与审查活动有关的报告及资料，促进有效的控制成本费用，从而保护公司各项资源。

Accountabilities:职务描述：- Review the security and integrality of the finance and business program; Evaluate the business goal, policies;- 根据部门计划审查财务和经营信息的可靠性和完整性，对公司的经营目的、政策及计划进行评估- In line with the dept. plan, Review and judge the rationality of business activities; monitor and report and periodically; ensure a efficient work in the Company- 评价公司资源使用的经济和有效性，检查、鉴证各种业务经营活动的合法性和合法性，以确定各种纪录的凭证、文件、报表资料信息的质量，确定部门及管理人员履行其职责的情况- Periodically review the Policies, Internal Control System and the internal regulation of management to improve the business results in the Company- 对企业内部控制制度、管理制度、经营政策进行定期回顾，从而提高企业经营活动的效率Candidate Profile:候选人描述Personal Qualities个人素质：- Majored in finance or related in University- 大学财经或审计相关专业Skills技能：- Strong expression skills in writing and verbally- 有适应本岗位所需要的较强的口头、文字表达能力- Fluently in English and flexible in finance soft wares- 英语读写流利，熟练掌握电脑技能，精通财务软件操作。

中英文版招聘启事

中英文版招聘启事中文版招聘启事：招聘职位：销售经理我们是一家知名的科技公司，现因业务发展需要，诚聘销售经理一名。

岗位职责：1. 负责公司产品的销售和推广；2. 拓展新客户，维护老客户，提高客户满意度；3. 制定销售计划，完成销售目标；4. 收集市场信息，分析竞争对手，制定销售策略。

任职要求：1. 大专及以上学历，市场营销、商务管理等相关专业；2. 具备3年以上销售工作经验，有科技产品销售经验者优先；3. 具备良好的沟通协调能力和团队协作精神；4. 具备较强的市场分析、营销推广和谈判能力；5. 具备责任心和抗压能力，能够适应高强度的工作环境。

薪资待遇：面议。

英文版招聘启事：Job Opening: Sales ManagerWe are a well-known technology company, and now we are looking for a Sales Manager to join our team due to business expansion.Job Responsibilities:1. Responsible for the sales and promotion of company products;2. Develop new customers, maintain existing customers, and improve customer satisfaction;3. Develop sales plans and achieve sales targets;4. Collect market information, analyze competitors, and develop sales strategies.Job Requirements:1. College degree or above, majoring in marketing, business management, or related fields;2. Minimum 3 years of sales工作经验, with prior experience in technology product sales preferred;3. Proficient in communication and coordination skills, as well as teamwork spirit;4. Strong ability in market analysis, marketing promotion, and negotiation;5. Have a sense of responsibility and able to handle pressure, able to adapt to a high-intensity work environment.Salary: Negotiable.。

英文招聘广告组成级中文对照（小编整理）

英文招聘广告组成级中文对照（小编整理）第一篇：英文招聘广告组成级中文对照英文招聘广告的组成及中英文对照范文英文招聘广告的组成1）The name of the recruiting unit(招聘单位名称)2）The brief introduction to the recruiting unit(单位简介)3）The job titles being offered(招聘职位 4)The job responsibilities(工作的职责)5）The qualifications for application(应聘资格)6）The remuneration being offered(提供的待遇)7）The way of application(应聘的方法) 中英文对照范文Wanted Project Management Assistant Responsibility:---Provide service for the project in Chongqing.---Provide assistance to the project manager for everyday work.---Responsible for file management, customer service for students and parents Requirements:---College degree and above---Good English and computer skills.---Related working experience in the international organization.---Patient, careful, supportive.Has strong team work spirit.English Teacher Responsibility:---Conduct English teaching according to British education system.Requirements:---University degree and above in English major or normal English.---Eager to learn and open-minded with creativity.---With deep understanding and respect for different cultures.(Warmly welcome the fresh graduates to apply for this position.)Marketing Assistant Responsibility:---Responsible for the local management of marketing and sales activities according to the instruction from the head office.---Collect related information to the head office.---Requirements:---College degree and above with good English(speaking and writing).---Develop relationship with local media and customers.Requirements:---College degree and above with good English(speaking and writing).---With basic idea of sales and marketing, related experience is preferred.---Working experience in the international organization is a must.---Good communication and presentation skills.Accountant Responsibility:---Accountant work for Chongqing office and project.---Perform the finance management locally according to the rules and policy of the company.Requirements:---College degree and above in finance area.---Good English and computer skills.---Good sense of finance management.---At least two yeas of experience as accountant in the international organization is a must.---Self-management, hard-working, independent and able to deal withpressure.诚聘工程管理助理责任：---为重庆的工程提供服务。

招聘管理制度翻译英文范文

招聘管理制度翻译英文范文Recruitment Management SystemIntroductionRecruitment is a critical process for any organization as it directly influences the quality of employees hired. A well-structured and efficient recruitment management system is essential to attract, select, and onboard the best talent available. This document aims to provide a comprehensive overview and description of the recruitment management system implemented by our organization.DefinitionThe Recruitment Management System (RMS) is a set of policies, procedures, and processes designed to streamline the recruitment process and ensure that it is conducted in a fair, transparent, and merit-based manner. The primary objective of the RMS is to identify and attract highly qualified candidates who align with the organization's values, culture, and job requirements. Components of RMS1. Job Analysis and Evaluation: Before initiating the recruitment process, a detailed job analysis is conducted to clearly define the job requirements, qualifications, and responsibilities. Each job role is evaluated based on factors such as educational qualifications, work experience, skills, and knowledge required. This evaluation serves as a foundation for the recruitment process.2. Recruitment Planning: Once the job analysis and evaluation are complete, recruitment planning takes place. This includes determining the recruitment methods to be used, defining the target audience, and allocating resources for the process. The organization may choose to engage in various recruitment methods such as job postings, referrals, campus recruitment, and online platforms.3. Candidate Sourcing: One of the primary objectives of the RMS is to attract a pool of highly qualified candidates. This is achieved through various sourcing strategies, including job postings on company websites, online job boards, social media platforms, and professional networking websites. The RMS also emphasizes the use of employee referrals to tap into their networks and attract potential candidates.4. Screening and Selection: The RMS encompasses a robust screening and selection process to identify the most suitable candidates for the organization. This typically includes the evaluation of resumes, conducting initial telephonic interviews, and administering assessments or tests when required. Shortlisted candidates are then invited for an in-person interview where their skills, competencies, and fit for the organization are assessed.5. Interview Process: The RMS guides the interview process to ensure consistency and fairness. It includes the development of interview guides and questionnaires, as well as the training of interviewers on interview techniques, questioning strategies, and assessment criteria. The organization may use various interview formats, including panel interviews, group discussions, andbehavioral or situational interviews.6. Background Checks and Reference Verification: As part of the RMS, thorough background checks are conducted to verify the authenticity of the candidate's educational qualifications, employment history, criminal records, and other relevant information. Reference checks are also conducted to gather insights from previous employers or supervisors about the candidate's performance, work ethics, and other relevant aspects.7. Offer and Onboarding: Once the selection process is complete, an offer is extended to the selected candidate. The terms and conditions of employment, such as salary, benefits, and start date, are communicated in a formal offer letter. The RMS also includes an onboarding process to ensure a smooth transition for the new employee, including orientation sessions, introduction to the organization's policies and procedures, and training programs.8. Data Management and Reporting: The RMS incorporates a data management system to track and maintain candidate information, recruitment statistics, and other relevant data. This data is used to generate reports, analyze recruitment trends, measure the effectiveness of recruitment strategies, and identify areas for improvement.Benefits of RMSImplementing a robust RMS offers several benefits to the organization, including:1. Improved Quality of Hires: By defining job requirements clearly and using standardized recruitment processes, the RMS increases the likelihood of attracting and selecting candidates who possess the necessary skills, knowledge, and experience.2. Time and Cost Efficiency: The RMS streamlines the recruitment process, reducing the time and effort expended in sourcing, screening, and selecting candidates. This leads to cost savings and quicker fill rates for vacant positions.3. Enhancing Employer Brand: A well-structured recruitment management system improves the organization's reputation as an employer of choice. It positively influences the perception of potential candidates and helps attract top talent.4. Legal Compliance: The RMS ensures that the recruitment process is conducted in compliance with applicable employment laws, regulations, and equal opportunity principles. This protects the organization from legal risks and discrimination claims.ConclusionAn effective Recruitment Management System is vital for any organization to attract, select, and onboard the best talent available. It encompasses various components, such as job analysis, recruitment planning, candidate sourcing, screening and selection, interview process, background checks, offer and onboarding, data management, and reporting. Implementing a robust RMS brings significant benefits, including improved quality of hires, cost and time efficiency, enhanced employer brand, and legal compliance.By adopting and adhering to a well-defined recruitment management system, organizations can ensure the success of their recruitment efforts and contribute to the overall growth and success of the organization.。

外企招聘制度-中英文对照版

外企招聘制度-中英文对照版Document History LogTable of Contents1Purpose (1)2Scope and Applicability (2)3Definition & Principle (3)4References (6)5Procedure (10)6Records (to be confirmed) (15)7Appendices (15)1 Purpose 目的This document outlines COMPANY X’s recruitment policies and procedures (P&P) for appointing qualified candidates to fulfill talent needs in achieving business objectives in a streamlined and consistent approach across COMPANY X; where localization needs are required due to regulatory or customary reasons, location HR should develop its local process/guideline and obtain approval from COMPANY X.本文概述了X公司的招聘政策和流程，旨在以合理统一的方式为X公司招聘合格的人才，来满足公司业务增长对人才的需求。

各地人力资源负责人应在获得X公司的审批后制定出符合当地法规和惯例的招聘流程和准则。

2 Scope and Applicability适用范围This P&P applies to all levels of employment from manpowerrequisition to fulfillment of a job opening (internally or externally) for full time, part-time, temporary SP and intern. For any special cases, HR reserves the right of final interpretation本文中的政策和流程适用于所有级别的员工，包含从人力需求到对全职、兼职、临时性雇员和实习生内外岗位空缺的任用。

招聘规则【外文翻译】

外文文献翻译译文一、外文原文原文：Recruitment rulesWatson,MarkFilling vacancies for employment isn't as easy as it used to be. Employers cannot simply pick and choose candidates according to whim and prejudice-there needs to an adherence to a multitude of law and regulation. Miss out on any and employers can expect trouble from litigious prospective employees.Diversity of applicantsThe watchword about job advertisements is diversity avoiding discrimination risk. Unlike other employment rights, anti-discrimination laws apply to applicants for jobs not just workers in post. Advertisements which could be taken to indicate an intention to discriminate may prompt standalone action by the Equal Opportunities Commission, Disability Rights Commission or Commission for Racial Equality. They also will be persuasive evidence to support an unsuccessful (or. for that matter, successful) applicant's claim for discrimination in Recruitment.Advertise every timeThe best advice on advertising jobs is to make sure you do it -ideally, every time there's a vacancy. Informal methods of recruitment such as word of mouth are warned against by the various equality agencies, as they tend to result in replication of the current workplace demographic and cloning whereby people recruit people like themselves. Cloning is the antithesis of diversity Targeted search and selection may also only access a narrow pool of applicants, Using a range of recruitment methods is more likely to attract a diverse pool of applicants.Control your contentThe content of an advertisement is obviously critically is prohibited to use gender specific job titles such as salesman, chairman, and waitress so use agender-neutral alternative (or, if that's just too painful, use both the male and female titles). Care over the specified Job criteria is crucial: some of the most common job requirements have a disparate impact on a particular gender, race or other group (for example, fewer women than men hold driving licenses or can work full-time) so it is critical to ensure that you can objectively justify each one. Don't allow very minor aspects of the role to drive the requirements as it may not be justifiable to exclude applicants on the basis of trivial parts of a job.Positive action.In limited circumstances, it may be permissible to include in advertisements encouragement for applicants from underrepresented groups. Care should be taken to ensure the eligibility criteria for positive action are met or the advertisement will be unlawful. In no circumstances should any form of discrimination occur at the point of selection between candidates. If you don't meet the criteria for positive action in the advertisement wording, you could still target a particular publication to reach the underrepresented group provided it is only one of a number of sources.Where you advertiseBe careful about where advertisements are placed. Again, the objective is to ensure that your advertisement reaches a diverse readership. Equal opportunities guidance encourages employers to advertise widely including in local and national papers, job centre, trade magazines and company websites. Not all will be suitable, but thought should be given before disregarding a particular method. Be careful of publications read mainly by one gender or other group as a sole advertising site. Advertising for a secretary or receptionist in magazines read mainly by women is not just stereotyping but is likely to discriminate against men.You're responsibleDon't assume that if a recruitment consultant or agency places the advertisement that you're not responsible, the buck stops with the employer and this includes for information disseminated through job centre, career offices, schools. College’s polytechnics, etc. While in some cases the agent placing the advertisement will also, separately, be liable this will not get you off the hook. Give written instructions to theagent in case there is a dispute later.Avoid discriminationIn some specific cases, an advertisement discriminating on grounds of race will be unlawful even if it would not be unlawful to discriminate in selecting for the job. In particular, while recruitment for Jobs based wholly outside the UK, for example managing an overseas factory, may not be caught by the Race Relations Act, it is prohibited to place a discriminatory advertisement for the positions. This is because the public display of racial prejudices is considered inherently offensive.CV reviewA simple way to begin the Interview is to get the candidate to talk through their CV, position by position. More time should be spent on the more recent/most relevant positions. It is important to make sure that ail information required regarding each position is obtained before moving on to the next.Candidates should be asked to talk about a typical day in the role, what their duties and responsibilities were, and their key achievements, why they moved on, what salary they were on. This should be done with each position on their CV that is relevant to the role they are applying for.Candidate questionsTime should always be given to answer any questions the candidate may have about the position and your company as a whole. Remember that just as much as the candidate needs to sell themselves to you’re your company needs to sell itself to the candidate. The candidate should leave with a positive impression, with a feeling that they really desire to work there. Therefore, it is important to answer the questions positively, in an upbeat, passionate manner.Turnover as a Way of LifeWith the return to rapid economic growth employers can expect a return of competition for talent and high staff turnover. Younger Chinese are very competitive and are always looking for career progression opportunities to better position themselves in the global market. This makes it increasingly common for Chinese employees to switch jobs every few years. While this can make it challenging toretain your own team, for companies with attractive proposals it also makes it easier to attract the talent you need without having to develop it organically.Adjust Your Payroll ExpectationsIn 1st tier cities such as Shanghai, Beijing, and Guangzhou, salaries are approaching levels found in more developed countries. The phenomenal economic growth of China has led to a rapid rise in salaries, particularly for managerial and higher positions. This contrasts with the very stable and generally stagnant salaries found in developed countries. Cheap labor is thus disappearing in China for managerial and higher positions, especially in 1st-tier cities.Hiring the YoungDue to the Chinese economic reform begun in 1978, education standards have improved drastically over the past years. This has resulted in a great disparity in knowledge and capabilities between the young and the old, especially in terms of English competency levels. This situation has thrown off the conventional thinking that senior candidates are always more capable than their younger counterparts. In fact, many directors of corporations in China are only in their early thirties. As a result, companies should be prepared to consider highly educated young Chinese as potential candidates for managerial and higher positions in China, and such positions are no longer necessarily held by senior employees.Finding Candidates in the WildLook for passively available candidates for important positions. These tend to be highly capable individuals who are not threatened by the possibility of retrenchment, and differ from active job seekers who may have been retrenched due to performance-related issues. This is particularly important for sales positions and other areas that are responsible for a company’s profits and losses. High performing candidates usually already have a job. As a recruiter, it is your job to identify such candidates on the way up and offer them a path for climbing even faster.Get Past the PhoneWhen hiring employees in China, companies should avoid relying on phone interviews alone whenever possible. Phone interviews not only provide insufficientinformation for screening candidates, but there have been cases of deceit in phone interviews where candidates engaged friends as stand-ins or other external help to disguise their own qualifications. Hence, companies should always conduct face-to-face interviews for better evaluation of candidates and prevent the occurrence of frauds.The English PremiumFor international companies or even local firms conducting business with foreign firms, proficient users of English are clearly desirable, but employers need to be aware of the salary premiums involved. Due to the great disparity in English competency levels existing in China, candidates strong in English can easily command premium salaries that are 30% higher than the average employee. This is partly due to the high demand for such candidates from multi-national corporations (MNCs). Therefore, be sure to carefully evaluate the level of language skill needed for each role and expect to pay a premium for proficient users of English.Hire Where You AreIf your office is located in a 2nd or 3rd tier city, companies are advised to hire candidates from the vicinity. Foreign SMEs have been found to prefer candidates from 1st tier cities even when their offices are located in 2nd or 3rd tier cities, because these candidates are more likely to be able to relate easily to their employers in terms of both language as well as their expectations for corporate cultures. However, such candidates may find it difficult to adapt to the challenges of living in the lower tiered cities. This can eventually lead to high employee turnover rates and become detrimental to the company.Be Prepared to TrainLikewise, as English proficiency levels tend to be lower in 2nd and 3rd tier cities, it may be difficult to locate candidates who are both good in English and have the required competencies. One way to work around this is to hire candidates with English majors and train them in the relevant skill sets. Alternatively, companies can hire candidates based on the required competencies and leave the linguistic requirements to a specialized role within the company. Therefore, greater emphasis oncore competencies in 2nd and 3rd tier cities may solve potential challenges.Keep in TouchFinally, once a company has chosen an employee to hire, they should keep in touch with this selected candidate in the time before work begins. As already mentioned, job seekers in China have high expectations for their employment, and it is not uncommon to find them continuing to search for better opportunities even after having accepted an offer. Thus, hiring managers are advised to keep in touch with their selected candidates and take note if they are still keen and available to join the company. This will help to avoid unnecessary surprises when the candidate fails to show up on the first day of work.What to Look for in a RecruiterGiven the many challenges of hiring in China, recruiters can be particularly useful in the timely procuring of suitable candidates who are committed to pursuing the opportunities your company offers. A professional recruiter is trained to internalize the specific needs of their clients and is able to accurately identify a best-fit candidate in the shortest possible time. To find a recruiter that meets their needs companies should pay attention to the “three P's” of recruitment.ProcessMany professional recruiters use a precise search process called the Social Networking System (SNS). It helps recruiters to narrow down and identify potential candidates efficiently via recommendations from one’s contacts in the rele vant industry. The process is then repeated for several degrees of separation until a best-fit individual emerges from the recommendations.PersuasionPersuasion skills are also highly desirable in a recruiter. Best-fit candidates may be passively available instead of being actively engaged in job-hunting. In other words, they are still employed and may require substantial persuasion to leave their established portfolio. Hence, a recruiter’s ability to motivate a candidate to explore new opportunities is a crucial step in headhunting.PositioningThe way an offer is positioned in terms of career development will also affect a candidate’s commitment to the company after the end of the probation period. Professional recruiters can provide valuable advice on structuring and positioning an offer so that it meets the candidates needs while providing the company with the talent they need within their budget.资料来源：Watson,Mark.Recruitment rules. Cabinet Maker, 2007(4):P13-14.二、翻译文章译文：招聘规则Watson,Mark填补职位空缺并不那么容易的。

招聘政策-中英文模板

Recruitment Policy招聘政策Working Instruction作业指导书Recruitment Policy招聘政策Version 1.00版次 1.00Valid for: Company适用于本公司招聘政策1. Purpose / Target / Performance Figures目的/目标/绩效指标2. Scope适用范围3. Definitions and Abbreviations定义和缩略语4. Responsibilities职责5. Applicable Processes / Documents / Standards适用流程/文件/标准6. Description描述7. Revision History修改履历招聘政策1. Purpose / Target / Performance Figures目的/目标/绩效指标This Recruitment Policy has been designed as a general guide to the Recruitment Department policies and guidelines of Company (“Company”). Although we have tried to be as comprehensive as possible, the policies and information contained herein may not be all inclusive.本招聘政策已作为本公司（中国）有限公司（以下称“公司”）招聘部门的指引和准则。

虽然在制定制度时我们力求提供全面、清晰的指引，但以下所列制度信息可能在日常操作中有一定的局限性。

This recruitment policy is of paramount importance in order to recruit staff with the necessary skills and attributes to enable the Company to fulfill its corporate strategic objectives. The recruitment policy and procedures aim to implement basic rationale and principles on recruitment management, to standardize recruitment activities and to enhance the image of the Company.本招聘政策旨在帮助公司招募具有相关技能和资质的人才，实现其战略目标。

外企职位中英文对照表

外企职位中英文对照表2009/04/05 19:45[未分类 ]办公室职务职称中英文对照计算机/互联网/通讯Technology/Internet首席技术执行官CTO/VP Engineering技术总监/经理Technical Director/Manager信息技术经理IT Manager信息技术主管IT Supervisor信息技术专员IT Specialist项目经理/主管Project Manager/Supervisor项目执行/协调人员Project Specialist / Coordinator系统分析员System Analyst高级软件工程师Senior Software Engineer软件工程师Software Engineer系统工程师System Engineer高级硬件工程师Senior Hardware Engineer硬件工程师Hardware Engineer通信技术工程师Communications EngineerERP技术/应用顾问ERP Technical/Application Consultant 数据库工程师Database Engineer技术支持经理Technical Support Manager技术支持工程师Technical Support Engineer品质经理QA Manager信息安全工程师Information Security Engineer软件测试工程师Software QA Engineer硬件测试工程师Hardware QA Engineer测试员Test Engineer网站营运经理/主管Web Operations Manager/Supervisor 网络工程师Network Engineer系统管理员/网管System Manager/Webmaster网页设计/制作Web Designer/Production技术文员/助理Technical Clerk/Assistant销售Sales销售总监Sales Director销售经理Sales Manager区域销售经理Regional Sales Manager客户经理Sales Account Manager渠道/分销经理Channel/Distribution Manager渠道主管Channel Supervisor销售主管Sales Supervisor销售代表Sales Representative / Executive销售工程师Sales Engineer医药代表Pharmaceutical Sales Representative保险代理Insurance Agent销售助理Sales Assistant / Trainee商务经理Business Manager商务专员/助理Business Executive/Assistant销售行政经理Sales Admin. Manager销售行政主管Sales Admin. Supervisor售前/售后技术服务经理Technical Service Manager售前/售后技术服务主管Technical Service Supervisor售前/售后技术服务工程师Technical Service Engineer售后/客户服务（非技术）经理Customer Service Manager售后/客户服务（非技术）主管Customer Service Supervisor售后/客户服务（非技术）专员Customer Service Executive经销商Distributor——————————————————————————————————职称中英文对照^最新职能分类计算机硬件Computer, Hardware高级硬件工程师Senior Hardware Engineer硬件工程师Hardware Engineer其他Others计算机软件Computer, Software高级软件工程师Senior Software Engineer软件工程师Software EngineerERP技术/开发应用ERP Application R&D/Implementation系统集成工程师System Integration Engineer系统分析员System Analyst系统工程师System Engineer数据库工程师/管理员Database Engineer/Administrator计算机辅助设计工程师Computer Aided Design Engineer其他Others互联网开发及应用Internet互联网软件开发工程师Internet/E-Commerce Software Engineer多媒体/游戏开发工程师Multimedia/Game Development Engineer网站营运经理/主管Web Operations Manager/Supervisor网络工程师Network Engineer系统管理员/网络管理员System Manager/Webmaster网站策划Web Producer网站编辑Web Editor网页设计/制作/美工Web Designer/Production/Creative网络信息安全工程师Information Security Engineer智能大厦/综合布线Intelligent Building/Structure Cabling其他OthersIT-管理IT-Management首席技术执行官CTO/首席信息官CIO Chief Technology Officer CTO/Chief Information Officer CIO技术总监/经理Technical Director/Manager信息技术经理/主管IT Manager/Supervisor信息技术专员IT Specialist项目总监Project Director项目经理Project Manager项目主管Project Supervisor项目执行/协调人员Project Specialist / Coordinator其他OthersIT-品管、技术支持及其它IT-QA, Technical Support...技术支持经理Technical Support Manager技术支持工程师Technical Support Engineer计量工程师Measure Engineer标准化工程师Standardization Engineer品质经理Quality Assurance QA Manager系统测试Systems Testing QA软件测试Software Testing QA硬件测试Hardware Testing QA测试员Test Engineer /Tester技术文员/助理Technical Clerk/Assistant其他Others通信技术Communication Technology通信技术工程师Communication Engineer有线传输工程师Wired Transmission Engineer无线通信工程师Wireless Communication Engineer电信交换工程师Telecommunication Exchange Engineer数据通信工程师Data Communication Engineer移动通信工程师Mobile Communication Engineer电信网络工程师Telecommunication Network Engineer通信电源工程师Communication Power Supply Engineer其他Others电子/电器/半导体/仪器仪表Electronics/Wiring/Semiconductor/Instrument/Industry 集成电路IC设计/应用工程师IC Design/Application EngineerIC验证工程师IC Verification Engineer电子工程师/技术员Electronics Engineer电气工程师/技术员Electrical Engineer电路工程师/技术员Electronic Circuit Engineer电声/音响工程师/技术员Electroacoustics Engineer半导体技术Semiconductor Technology自动控制工程师/技术员Autocontrol Engineer/Technician电子软件开发(ARM/MCU...) Electronics Software (ARM/MCU…)嵌入式软件开发(Linux/单片机/DLC/DSP…) Embedded Software Engineer(Linux/SCM/DLC/DSP…)电池/电源开发Battery/Power EngineerFAE 现场应用工程师Field Application Engineer (FAE)家用电器/数码产品研发Household Electronics/Digital Products Development仪器/仪表/计量Instrument/Measurement测试工程师Quality Testing Engineer其他Others销售管理Sales Management销售总监Sales Director销售经理Sales Manager销售主管Sales Supervisor渠道/分销经理Channel/Distribution Manager渠道/分销主管Channel/Distribution Supervisor客户经理Sales Account Manager区域销售总监Regional Sales Director区域销售经理Regional Sales Manager其他Others销售人员Salespersons销售代表Sales Representative / Executive渠道/分销专员Channel/Distribution Representative客户代表Sales Account Representative销售工程师Sales Engineer电话销售Telesales经销商Distributor其他Others销售行政及商务Sales Administration销售行政经理/主管Sales Admin. Manager/Supervisor销售行政专员/助理Sales Admin. Executive/Assistant商务经理Business Manager商务主管/专员Business Supervisor/Executive商务助理Business Assistant销售助理Sales Assistant / Trainee其他Others客服及技术支持Customer Service and Technical Support客服总监（非技术）Customer Service Director客服经理（非技术）Customer Service Manager客服主管（非技术）Customer Service Supervisor客服专员/助理（非技术）Customer Service Executive/Assistant 售前/售后技术支持经理Technical Support Manager售前/售后技术支持主管Technical Support Supervisor售前/售后技术支持工程师Technical Support Engineer咨询热线/呼叫中心服务人员Customer Hot Line/Call Center Staff 其他Others财务/审计/税务Finance/Accounting/Audit/Tax首席财务官CFO Chief Financial Officer CFO财务总监Finance Director财务经理Finance Manager财务顾问Finance Consultant财务主管/总帐主管Finance Supervisor会计经理/会计主管Accounting Manager/Supervisor会计Accountant / Accounting Trainee出纳员Cashier财务/会计助理Finance/Accounting Assistant财务分析经理/主管Financial Analysis Manager/Supervisor财务分析员Financial Analyst成本经理/成本主管Cost Accounting Manager/Supervisor成本管理员Cost Accounting Specialist审计经理/主管Audit Manager/Supervisor审计专员/助理Audit Executive/Assistant税务经理/税务主管Tax Manager/Supervisor税务专员/助理Tax Executive/Assistant统计员Statistician其他Others证券/金融/投资Securities/Finance/Investment证券/期货/外汇经纪人Securities Broker证券分析师Securities Analyst股票/期货操盘手Stocks/Futures Operator金融/经济研究员Financial Analyst/Economist投资/基金项目经理Investment Manager/Fund Manager投资/理财顾问Investment/Financial Management Advisor投资银行业务Investment Banking Specialist融资经理/融资主管Treasury Manager/Supervisor融资专员Treasury Specialist拍卖师Auction其他Others银行Banks行长/副行长President/Vice-President/Branch Manager资产评估/分析Assets Valuation/Analyst风险控制Risk Management信贷管理/信用调查/分析人员Loan/Credit Officer进出口/信用证结算Trading / LC Officer外汇交易Foreign Exchange清算人员Settlement Officer高级客户经理/客户经理Senior Relationship Manager客户主管/专员Relationship Supervisor/Executive银行柜员Bank Teller银行卡、电子银行业务推广Credit Card/E-banking business Develop 其他Others保险Insurance保险精算师Actuary保险产品开发/项目策划Product Development/Planner保险业务经理/主管Business Manager/Supervisor保险代理/经纪人/客户经理Agent/Broker/Account Manager理财顾问/财务规划师Financial Advisor/Financial Planner储备经理人Agency Management Associate保险核保Underwriting保险理赔Claim Management保险客户服务/续期管理Customer Service保险培训师Trainer保险内勤Staff其他Others生产/营运Manufacturing/Operation工厂经理/厂长Plant/Factory Manager总工程师/副总工程师Chief Engineer项目经理/主管Project Manager/Supervisor项目工程师Project Engineer营运经理Operations Manager营运主管Operations Supervisor生产经理/车间主任Production Manager/Workshop Supervisor生产计划协调员Production Planning Executive/Officer生产主管/督导/领班Production Supervisor/Team Leader化验员Laboratory Technician其他Others质量/安全管理Quality/Safety Management质量管理/测试经理(QA/QC经理) QA/QC Manager质量管理/测试主管(QA/QC主管) QA/QC Supervisor质量管理/测试工程师(QA/QC工程师) QA/QC Engineer质量检验员/测试员Quality Inspector/Tester可靠度工程师Reliability Engineer故障分析工程师Failure Analysis Engineer认证工程师/审核员Certification Engineer/Auditor体系工程师/审核员Systems Engineer/Auditor安全/健康/环境经理/主管Safety/Health/Environmental Manager/Supervisor 安全/健康/环境工程师Safety/Health/Environmental Engineer供应商管理Supplier/Vendor Management采购材料、设备质量管理Supplies & Equipment Quality Management其他Others工程/机械/能源Engineering/Mechanical/Energy技术研发经理/主管Technical Design Mgr./Spvr.技术研发工程师Technical Design Engineer产品工艺/制程工程师Process Engineer产品规划工程师Product Planing Engineer实验室负责人/工程师Lab Manager/Engineer工程/设备经理Engineering/Facility Manager工程/设备主管Engineering/Facility Supervisor工程/设备工程师Engineering/Facility Engineer工程/机械绘图员Project Drafting Specialist/Mechanical Drawing工业工程师Industrial Engineer机械工程师Mechanical Engineer结构工程师Structrual Engineer模具工程师Tooling Engineer机电工程师Electrical & Mechanical Engineer维修工程师Maintenance Engineer铸造/锻造工程师Casting/Forging Engineer注塑工程师Injection Engineer焊接工程师Welding Engineer夹具工程师Clamp EngineerCNC工程师CNC Engineer冲压工程师Punch Engineer锅炉工程师Boiler Engineer电力工程师/技术员Electric Power Engineer光源与照明工程Lighting Engineer汽车/摩托车工程师Automotive Engineer船舶工程师Shipping Engineer飞行器设计与制造Aircraft Design & Manufacture其他Others技工Technician / Engineer Trainee技工Technician / Engineer Trainee钳工/机修工/钣金工Locksmith/Mechanic/Repairer电焊工/铆焊工Electric Welding Worker车工/磨工/铣工/冲压工/锣工Latheman/Grinder/Miller/Puncher/Turner 模具工Mould Worker电工Electrician叉车工Forklift Worker空调工/电梯工/锅炉工Air-Condition Worker/Lift Worker/Steam Worker 水工/木工/油漆工Plumber/Carpenter/Painter普工General Worker裁剪车缝熨烫Tailor汽车修理工Auto Repairing其他Others服装/纺织/皮革Apparels/Textiles/Leather Goods服装/纺织设计Fashion/Textiles Designer面料辅料开发Fabric/Accessories Development面料辅料采购Fabric/Accessories Purchasing服装/纺织/皮革跟单Apparels/Textiles/Leather Goods Merchandiser质量管理/验货员(QA/QC) Quality Management QA/QC板房/楦头/底格出格师Shoe Tree Design服装打样/制版Apparels Sample Production纸样师/车板工Paper Sample裁床Cut Bed其他Others采购Purchasing采购总监Purchasing Director采购经理Purchasing Manager采购主管Purchasing Supervisor采购员Purchasing Specialist/Staff采购助理Purchasing Assistant选址拓展Location Development。

外企招聘网上缩写语言

招聘广告缩略语中英文对照abbreviation来源时间1天前阅读699 次字体[ 大中小] [收藏] [划词已启用] 评论0 条外企的招聘广告中常常有很多缩略语，让国人看起来头疼不已。

下面是一些此类广告中常见的缩略语，帮助你看懂广告、“对职出招”。

admin: administrative行政的Jr: junior初级freshman newcomer seniorad/adv: advertising 广告advertisementK: 1000元agcy: agency经销商knowl: knowledge 知识appt: appointment约会、预约loc: location 位置、场所address. Avenue street perfumeasst: assistant助理Lv/lvl: level 级/层attn: attention给, 与……联系to advise sb to do/ pay attention to doingmach: machine 机器bkgd: background 背景manuf/mf: manufacturing 制造bldg: building 建筑物、大楼mech: mechanic机械的M&E engineerbus: business 商业、生意mgr: manager 经理mgt management meetingclk: clerk (办公室)职员m-f: Monday-Friday 从周一到周五co: company 公司co, ltd limited detailsmth: month 月coll: college 大专(学历)nec: necessary必要的comm: commission 佣金consultant reimbursementoppty: opportunity机会corp: corporation (有限)公司companyot: overtime 超时data pro: data processing 数据处理process owner sap site construction is proceeding perm: permanent永久性的dept: department 部pls: please 请dir: director 董事boardpos: position 职位div: division 分工、部门dividepref: preference (有经验者)优先inexperienced experienced externaleqpt: equipment 装备prev: previous有先前的(经验)etc.: and so on 等等P/T: part time 兼职（的）full timeevngs: evenings 晚上evngsrefs: references 推荐信exc: excellent 很好的rel: reliable 可靠的exp: experience 经验reps: Representative (销售)代表exp'd: experienced 有经验的req: required 需要ext.: extension 延伸、扩展ext NOsal: salary 工资fr. ben: fringe benefits 额外福利Benefit sb’s benefit sth from sctry: secretary 秘书F/T: full time 全日制sh: shorthand人手不足gd: good 好sr: senior 资深grad stdntgrad: graduate毕业stdnt: student 学生hosp: hospital 医院hospstmts: statement s 报告hdqtrs : headquarters 总部hdqtrstech: technical技术上hr hour: 小时$3/hrtel/ph: telphone 电话cellphonehrly: hourly 每小时temp: temporarily 临时性(工作)HS: high school 高中(学历)Trans: transportation交通Immed: immediate 立即trnee: trainee实习生incl: including 包括typ: typing/typist 打字/打字员ind: industrial工业的wk: week/work 周/工作inexp: inexperienced 无经验的Wpm: words per minute 打字/每分钟int'l: international国际性的yr(s): Year(s) 年arrowhead慈菇asparagus芦笋balsam apple苦瓜bamboo sprout竹笋bean豆荚，蚕豆beet甜菜cabbage卷心菜carrot胡萝卜cassava木薯cauliflower花菜celery芹菜Chinese cabbage白菜，青菜Chinese eddo芋艿chive细香葱coriander香菜cow pea豇豆cress水芹cucumber黄瓜dried bamboo shoot笋干eggplant茄子garlic蒜garlic sprout蒜苗ginger姜green pea嫩豌豆green pepper青椒hot pepper辣椒kale甘蓝菜leek韭菜legume豆荚lentil小扁豆lettuce莴苣，生菜lotus roots藕marrow西葫芦(我更偏爱糖葫芦)marrow bean菜豆mushroom蘑菇mustard芥菜，芥末onion洋葱pea豌豆pepper胡椒，辣椒potato土豆pumpkin南瓜radish萝卜rape油菜red pepper红辣椒romaine我句，生菜salted vegetable咸菜scallion葱shepherd’s purse荠菜snake gourd丝瓜soy大豆Spanish potato番薯spinach菠菜straw mushroom草菇string bean刀豆sweet pepper甜椒taro芋艿tomato番茄toon香椿turnip芜菁water chestnut荸荠water shield莼菜wax gourd冬瓜yam山药中英文对照：房屋租赁合同来出租方（甲方）Lessor (hereinafter referred to as Party A) ：承租方（乙方）Lessee (hereinafter referred to as Party B) ：根据国家有关法律、法规和有关规定，甲、乙双方在平等自愿的基础上，经友好协商一致，就甲方将其合法拥有的房屋出租给乙方使用，乙方承租使用甲方房屋事宜，订立本合同。

中小型外资企业招聘管理规定(双语)

中小型外资企业招聘管理规定（双语）第一章总则第一条根据国家有关法律、法规和政策，为规范中小型外资企业的招聘行为，保护劳动者的合法权益，提高用人单位的管理水平，制定本规定。

第二条本规定适用于在中国境内注册并从事非金融业务的中小型外资企业的招聘活动。

第三条中小型外资企业应当遵守中国境内的劳动法律、法规和政策，依法合规开展招聘活动。

第四条中小型外资企业应当建立并完善招聘管理制度，确保招聘过程的公平、公正、透明。

第五条中小型外资企业应当依法支付被录用员工的劳动报酬，并提供必要的社会保险和福利待遇。

第二章招聘程序第六条中小型外资企业应当明确招聘的岗位需求和要求，并将相关信息发布在合法、正规的渠道上。

第七条中小型外资企业应当设立招聘委员会，负责制定招聘计划、审核招聘程序、参与面试和评估录用人选。

第八条中小型外资企业应当通过招聘渠道收集申请人的简历和相关证明材料，并对申请人进行初步筛选。

第九条中小型外资企业应当参照国家有关规定开展面试，面试过程应当严格遵守公平、公正、透明的原则。

第十条中小型外资企业应当根据面试结果，评估并确定录用人选。

录用人选应当符合国家有关规定和岗位要求。

第三章劳动合同第十一条中小型外资企业应当与录用人员签订书面劳动合同，并在劳动合同中明确约定工作岗位、工资待遇、劳动时间、休假制度和劳动保险等事项。

第十二条中小型外资企业应当严格遵守劳动合同的约定，支付员工工资和福利待遇，并为员工购买相应的社会保险。

第十三条中小型外资企业应当定期对劳动合同进行维护和更新，并及时通知员工变更情况。

第十四条中小型外资企业应当合法解除劳动合同，解除劳动合同应当依法给予合理的补偿，并办理相关手续。

第四章监督检查与处罚第十五条劳动部门和相关行政部门有权对中小型外资企业的招聘行为进行监督检查，发现违法违规行为，应当依法予以处罚。

第十六条中小型外资企业应当配合监督检查，提供与招聘行为有关的信息和材料。

第十七条中小型外资企业违反本规定的，将受到警告、罚款等处罚，并可能被要求整改或解除劳动合同。

公司海外员工聘用管理流程(双语)

1. Purpose 目的To standardize management of overseas employment management, the process is specially formulated.为规范化管理海外员工的招聘与录用管理，特制定本流程。

2. Applied Scope 适用范围Apply to company employment in overseas subsidiaries.适用于在海外的招聘与录用。

3. Responsibilities 权责3.1 Local subsidiaries Dept. Manager: responsible to formulate annual manpower requirement plan; Fill out <Job VacancyApplication> or apply by email when there's Job vacancy; Filter the CV and attend the interview当地子公司部门经理：负责制定年度人力需求计划；当职位空缺时填写《职缺申请表》或以邮件的形式提出职缺申请；参与人员的筛选与面试。

3.2 HQ HR: responsible to post o/s position ad, filter CV, arrange interview, hiring, and management of the 3rd party HR agency.人力资源总部：负责海外招聘职位信息发布；应聘人员简历的筛选、面试和录用的安排，以及管理第3 方人力资源机构。

3.3 Local 3rd party: responsible to recommend local recruit channel and provide policy support to HQ HR Dept当地第 3 方：负责当地招聘渠道的推荐及为总部人力资源提供相关政策支持。

招聘管理制度翻译英文

招聘管理制度翻译英文1. IntroductionRecruitment is an essential part of the human resource management process. It involves sourcing, attracting, screening, and selecting qualified candidates for jobs within an organization. A well-structured recruitment management system ensures that the best talent is hired for the organization, contributing to its overall success.2. ObjectivesThe primary objectives of the recruitment management system are:To attract and retain the best talent for the organizationTo ensure a fair and transparent recruitment processTo streamline and optimize the recruitment processTo comply with legal and ethical standardsTo build a pool of potential candidates for future vacanciesTo reduce recruitment time and cost3. Recruitment ProcessThe recruitment process consists of the following stages:Identification of Job Vacancy: The first step is to identify the need for a new employee. This involves a thorough analysis of the job requirements and the skills and qualifications needed for the role.Job Posting: Once the job vacancy is identified, it is posted on various platforms such as the company website, job portals, social media, and professional networks to attract potential candidates.Screening and Shortlisting: Applications received are screened and shortlisted based on the job requirements. This is usually done through a review of resumes, cover letters, and other relevant documents.Interviewing: Shortlisted candidates are invited for interviews, which may include one or more rounds. The purpose of the interview is to assess the candidate's skills, qualifications, and suitability for the role.Selection and Offer: After the interview process, the most suitable candidate is selected and an offer of employment is made. This includes negotiations on salary, benefits, and other terms and conditions.Onboarding: Once the offer is accepted, the new employee undergoes a process of onboarding, which includes orientation, training, and integration into the organization.4. Recruitment Management SystemA recruitment management system is a set of processes, tools, and technologies designed to streamline and optimize the recruitment process. It includes various components such as applicant tracking, job posting, candidate screening, interview scheduling, and offer management. The recruitment management system may be implemented as a standalone software or integrated into the organization's human resource management system.Key features of a recruitment management system include:Job Posting and Advertising: The system allows for easy posting of job vacancies on multiple platforms and channels, reaching a wider audience of potential candidates.Applicant Tracking: The system tracks and manages the applicant pool, including resumes, applications, and candidate profiles. It provides a centralized database for easy access to candidate information.Candidate Screening: The system automates the screening process based on predefined criteria, allowing for fast and efficient evaluation of candidate qualifications.Interview Scheduling: The system facilitates the scheduling of interviews, including coordination with multiple stakeholders and sending out interview invitations.Collaboration and Communication: The system enables seamless collaboration and communication among the hiring team, candidates, and other relevant parties.Reporting and Analytics: The system provides insights and analytics on various recruitment metrics, such as time to fill, cost per hire, and source of hire, to measure the effectiveness of the recruitment process.Integration with HRMS: The recruitment management system may be seamlessly integrated with the organization's human resource management system, ensuring a smooth flow of data and information across various HR functions.Mobile Accessibility: The system is accessible on mobile devices, allowing for on-the-go access and management of the recruitment process.Security and Compliance: The system ensures data security and compliance with legal and ethical standards, such as the protection of candidate information and adherence to equal employment opportunity laws.5. Recruitment Management Best PracticesTo ensure the effectiveness and efficiency of the recruitment management system, the following best practices should be considered:Define Job Requirements: Clear and comprehensive job descriptions and specifications should be developed to attract the right candidates for the role.Use Multiple Sourcing Channels: Job postings should be promoted through various channels to reach a diverse pool of candidates, including social media, job boards, professional networks, and employee referrals.Streamline Screening Process: Automation and predefined criteria should be used to quickly screen and shortlist candidates based on their qualifications and suitability for the role.Create a Positive Candidate Experience: The recruitment process should be designed to provide a positive experience for candidates, from application submission to onboarding, enhancing the employer brand and attracting top talent.Collaborative Hiring: The hiring process should involve collaboration among the hiring team, managers, and other stakeholders to ensure a comprehensive evaluation of candidates.Measure Recruitment Metrics: Key recruitment metrics should be tracked and analyzed to assess the effectiveness of the recruitment process and identify areas for improvement.6. ConclusionA well-structured recruitment management system is essential for attracting and retaining the best talent for an organization. It streamlines the recruitment process, ensures a fair and transparent process, and contributes to the overall success of the organization. By implementing best practices and leveraging modern technologies, organizations can build a competitive advantage in talent acquisition and achieve their strategic goals.。

人才招募服务协议(中英文对照双语版) 精品

人才招募服务协议(中英文对照双语版)精品人才招募服务协议(中英文对照双语版)范围本协议适用于由[雇主公司名称]（以下简称"雇主"）与[人才招募公司名称]（以下简称"招募公司"）之间进行的人才招募服务。

服务内容1. 雇主委托招募公司为其寻找和筛选合适的人才。

2. 招募公司将根据雇主的需求，进行人才储备、简历筛选、面试安排等工作。

3. 招募公司将对候选人进行维护和管理，并向雇主提供招聘进展报告。

隐私保护1. 招募公司将保护候选人的个人隐私，不会将其个人信息提供给第三方。

2. 招募公司将遵守相关法律法规，合规处理候选人的个人信息。

费用和支付1. 雇主将根据招募公司提供的服务费用清单，支付相应的费用。

2. 费用支付方式为[支付方式]，支付周期为[支付周期]。

保密条款1. 雇主和招募公司将保守双方在合作过程中获取的商业秘密和机密信息，包括但不限于人才需求、薪酬待遇等。

2. 双方在终止合作后，仍应继续遵守保密条款。

合作期限本协议从签署之日起生效，有效期为[有效期限]。

终止合作1. 若任何一方违反本协议的规定，对方有权提前终止合作，并保留法律追究的权利。

2. 双方协商一致，可以提前终止本协议，并书面通知对方。

争议解决双方因本协议产生的争议，应通过友好协商解决；协商不成的，可向相关司法机关提起诉讼。

---Talent Recruitment Service Agreement (Bilingual Version)ScopeServices1. The Employer entrusts the Recruiter to search for and screen suitable talents.2. The Recruiter will conduct talent pool management, resume screening, interview arrangements, and other related tasks based on the Employer's requirements.3. The Recruiter will maintain and manage candidates and provide recruitment progress reports to the Employer.Privacy Protection1. The Recruiter will protect the personal privacy of candidates and will not provide their personal information to third parties.Fees and Payment1. The Employer will pay the corresponding fees based on the service fee list provided by the Recruiter.2. The payment method is [Payment Method], and the payment cycle is [Payment Cycle].Confidentiality1. The Employer and the Recruiter shall keep confidential any business secrets and confidential information obtained during the cooperation, including but not limited to talent requirements and remuneration.2. The obligations under the confidentiality clause shall continue even after the termination of cooperation.TermThis agreement is effective from the date of signing and lasts for [Term Duration].Termination1. In the event of a violation of the agreement by either party, the other party has the right to terminate the cooperation in advance and reserves the right to pursue legal actions.2. Both parties may agree to terminate this agreement in advance and provide written notice to each other.Dispute ResolutionAny disputes arising from this agreement shall be resolved through friendly negotiations. If negotiations fail, either party may initiate litigation with the relevant judicial authorities.。

外企HR招聘准则

外企HR招聘准则Mature, dynamic and honest.思想成熟、精明能干、为人诚实。

Excellent ability of systematical management.有极强的系统管理能力。

Ability to work independently, mature and resourceful.能够独立工作、思想成熟、应变能力强。

A person with ability plus flexibility should apply.需要有能力及适应力强的人。

A stable personality and high sense of responsibility are desirable. 个性稳重、具高度责任感。

Work well with a multi-cultural and diverse work force.能够在不同文化和工作人员的背景下出色地工作。

Bright, aggressive applicants.反应快、有进取心的应聘者。

Ambitious attitude essential.有雄心壮志。

Initiative, independent and good communication skill.积极主动、独立工作能力强,并有良好的交际技能。

Willing to work under pressure with leardership quality.愿意在压力下工作,并具领导素质。

Willing to assume responsibilities.应聘者须勇于挑重担。

Mature, self-motivated and strong interpersonal skills.思想成熟、上进心强,并具极丰富的人际关系技巧。

Energetic, fashion-minded person.精力旺盛、思想新潮。

With a pleasant mature attitude.开朗成熟。

外贸公司常见职位中英文对照【范本模板】

采购员Purchasing Specialist/Staff贸易经理Trading Manager贸易主管Trading Supervisor贸易专员Trading Specialist贸易助理Trading Assistant业务跟单经理Merchandiser Manager高级业务跟单Senior Merchandiser业务跟单Merchandiser助理业务跟单Assistant Merchandiser报关员Customs Specialist单证员Documentation Specialist船务人员Shipping Specialist办公室职位职称中英文对照高级管理Senior Management首席执行官/总经理CEO/GM/President副总经理Deputy GM/VP/Management Trainee总监Director合伙人Partner总裁/总经理助理CEO/GM/President Assistant物流/贸易/采购Logis。

/Trading/Merchand./Purch。

物流经理Logistics Manager物流主管Logistics Supervisor物流专员/助理Logistics Specialist/Assistant物料经理Materials Manager物料主管Materials Supervisor采购经理Purchasing Manager采购主管Purchasing Supervisor采购员Purchasing Specialist/Staff外贸/贸易经理/主管Trading Manager/Supervisor 外贸/贸易专员/助理Trading Specialist/Assistant业务跟单经理Merchandiser Manager高级业务跟单Senior Merchandiser业务跟单Merchandiser助理业务跟单Assistant Merchandiser仓库经理/主管Warehouse Manager仓库管理员Warehouse Specialist运输经理/主管Distribution Manager/Supervisor报关员Customs Specialist单证员Documentation Specialist船务人员Shipping Specialist快递员Courier理货员Warehouse Stock Management生产/营运/工程Manufacturing/Operations/Engineering工厂经理/厂长Plant/Factory Manager总工程师/副总工程师Chief Engineer项目经理/主管Project Manager/Supervisor项目工程师Project Engineer营运经理Operations Manager营运主管Operations Supervisor生产经理/车间主任Production Manager/Workshop Supervisor生产计划协调员Production Planning Executive/Officer生产主管/督导/领班Production Supervisor/Team Leader技术/工艺设计经理/主管Technical/Industrial Design Mgr。

高端人才招聘服务协议(中英文对照双语版)

高端人才招聘服务协议(中英文对照双语版)一、协议目的本协议旨在明确招聘机构（以下简称“甲方”）与被招聘人（以下简称“乙方”）之间的权利和义务，确保招聘过程的顺利进行。

二、服务内容1. 甲方将根据乙方的需求和要求，提供高端人才招聘服务。

具体服务内容包括：- 对乙方的需求进行分析和梳理；- 制定招聘方案和策略；- 搜集和筛选合适的高端人才；- 组织面试和评估；- 提供招聘结果报告和反馈意见。

2. 乙方需及时提供相关招聘信息和要求，并积极配合甲方的工作。

三、费用和支付方式1. 乙方同意支付甲方的服务费用。

具体费用标准和支付方式详见附表一。

2. 支付方式包括银行转账、支付宝或微信支付。

乙方需在签署协议后的三个工作日内完成支付。

四、保密条款1. 甲方与乙方在合作过程中可能涉及到的任何机密信息，双方都应保持严格的保密。

2. 在本协议有效期和终止后，双方仍应继续保持对机密信息的保密。

五、责任限制1. 甲方在提供高端人才招聘服务过程中，尽最大努力确保信息的准确性和真实性。

然而，甲方无法对乙方最终招聘结果承担责任。

2. 乙方应根据甲方提供的招聘结果报告和反馈意见，做出独立的决策，并对决策结果承担责任。

六、违约责任1. 若甲方未能按照约定提供招聘服务，应向乙方支付相应的违约金，并承担由此产生的其他损失。

2. 若乙方未能按照约定支付服务费用，应向甲方支付相应的违约金，并承担由此产生的其他损失。

七、争议解决本协议的解释和执行均适用中国法律。

对于因本协议而产生的争议，双方应通过友好协商解决；协商不成时，双方同意将争议提交至本协议签订地有管辖权的人民法院解决。

八、协议变更和解除1. 本协议的任何变更和补充，需经双方书面同意。

2. 若发生以下情况之一，双方可协商解除本协议：- 双方一致同意解除；- 法律法规及相关政策发生重大变化，影响本协议履行；- 一方严重违约，导致协议目的无法实现。

附表一：费用标准以上为《高端人才招聘服务协议(中英文对照双语版)》的主要内容，如有任何疑问或需要进一步商议，请及时与我们联系。

中英文2024外籍人才招聘协议条款

20XX 专业合同封面COUNTRACT COVER甲方：XXX乙方：XXX中英文2024外籍人才招聘协议条款本合同目录一览1. 合同主体及定义1.1 甲方（招聘方）1.2 乙方（求职方）1.3 外籍人才2. 招聘职位与职责2.1 职位描述2.2 职责范围2.3 工作地点3. 合同期限3.1 起始日期3.2 终止日期3.3 续约条款4. 薪资待遇4.1 薪资结构4.2 奖金制度4.3 社保福利5. 工作时间与休息休假5.1 工作时间5.2 休息休假安排6. 培训与发展6.1 培训机会6.2 职业发展规划7. 知识产权与保密协议7.1 知识产权归属7.2 保密义务8. 劳动争议解决8.1 协商解决8.2 调解仲裁8.3 法律途径9. 合同解除与终止9.1 甲方解除合同9.2 乙方解除合同9.3 合同终止情形10. 违约责任10.1 甲方违约10.2 乙方违约11. 不可抗力11.1 不可抗力事件11.2 不可抗力后果12. 附则12.1 合同修改与补充12.2 合同生效条件12.3 合同解除或终止后的权利义务处理13. 争议适用法律13.1 适用法律13.2 诉讼管辖14. 其他条款14.1 双方约定的其他事项14.2 附件第一部分：合同如下：1. 合同主体及定义2. 招聘职位与职责2.1 职位描述：乙方应聘的职位为【职位名称】，具体职责如下：【具体职责描述】。

2.2 职责范围：乙方需按照甲方的要求，全面、认真、及时地完成岗位职责，并遵守甲方的各项规章制度。

2.3 工作地点：乙方的工作地点为【工作地点】。

3. 合同期限3.3 续约条款：在合同终止日之前，如双方无异议，本合同可自动续约【年限】。

4. 薪资待遇4.1 薪资结构：乙方的薪资由基本工资、绩效奖金、岗位补贴等组成，具体薪资待遇见附件。

4.2 奖金制度：乙方根据甲方制定的奖金制度，可获得相应的奖金。

4.3 社保福利：甲方为乙方缴纳社会保险，并按照我国法律法规规定提供相应的福利。