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Thu Jul 8, 2021, 03:33 PM

Huawei enlists army of European talent for 'battle' with US

TAIPEI -- For anyone who thought Huawei Technologies had buckled under the strain of a yearslong U.S. crackdown, it might come as a surprise that the Chinese tech group is looking to hire chip engineers in Munich, software developers in Istanbul and AI researchers in Canada, along with hundreds of Ph.D. candidates at home and abroad.

Far from beaten, the hiring push reveals a company that is determined to find a new path to growth after Washington's sanctions and political pressure left its once-thriving smartphone and telecom equipment businesses battered and bruised.

Nikkei Asia looked at job postings on the company's various recruitment sites and its official LinkedIn account, finding hundreds of positions across Europe and Canada related to artificial intelligence algorithms, autonomous vehicle engineering, software and computing infrastructure, chip development and quantum computing -- all areas that the U.S. is also investing heavily in.

Huawei currently has no tech development-related job openings in the U.S.

"These new, rising areas cannot rely solely on talents locally but also need international talent to stimulate Huawei's tech advancement and make it competitive," Chiu Shih-fang, a tech supply chain analyst at the Taiwan Institute of Economic Research, told Nikkei Asia. "Huawei used to donate or fund international universities' research programs to attract young talents, but this measure is now facing headwinds due to potential geopolitical interference. Huawei has to look for other ways, such as massive direct hiring in multiple countries, to keep its diverse talent pool growing."


The company is still hiring hundreds of engineers across China, too, and it is willing to pay for top talent. A senior engineer with Huawei on average makes $191,024 a year, including bonuses. The average base salary for a senior engineer at Google, by comparison, is $161,733, according to a survey by recruitment platform Glassdoor.


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