Why you should consider career opportunities in Chongqing


Positioned at the confluence of Asia’s economic markets, Chongqing is the largest of China’s four municipalities. What’s more, it has seen a year-on-year double digit GDP of 11% reflecting its rapid growth and development.

A vibrant and unique city

Touted as the world’s fastest growing tourism city according to the World Travel & Tourism Council, Chongqing is the gateway to the stunning Three Gorges reservoir and home to alluring valleys.[1] Its location in the Sichuan region also makes it a great place to enjoy simmering hotpot dishes. Thrill-seekers can expect the American-owned Six Flags amusement park franchise to open an adrenaline-pumping space here in 2020.[2]

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The Chongqing region is identified as one of the focuses under China’s 13th Five-Year Plan (2016-2020) for socioeconomic development, with a mandate for greater urbanization and connectivity by strengthening its shipping centers in the Yangtze River, the longest river in Asia.

Chongqing is a key inland transportation hub for the Belt and Road Initiative which connects Western/Southeast Asia, Africa and Europe. The recent Belt & Road Chongqing Brand Expo 2018 drawing 20,000 visitors highlighted the city’s auspicious position as the intersection of the Silk Road Economic Belt, Indo-China Peninsula Economic Corridor and Yangtze River Economic Belt.


Transport options abound with Jiang-bei International Airport located in the heart of the city, over 150 trains passing through daily to connect major cities like Beijing and Shanghai, and 6 easily navigable subway lines linking Chongqing’s 9 districts, just to name a few. The huge investment in connectivity here has, in turn, attracted investment from other cities in China.[3]

Establishing a career in Asia’s largest smart city

Primed to be Asia’s largest smart city and also China’s pilot city to apply Big Data Intelligence by 2020, Chongqing hosted the Smart China Expo in 2018 which welcomed key personalities in business and tech such as Alibaba’s Jack Ma and Tencent’s Pony Ma.[4] Recently, Alibaba partnered with a local bank to develop financial service apps and Tencent announced its 1,000-strong workforce in the city, an increase from the previous figure of 400.[5] The presence of these MNCs here is testament to the growth potential of Chongqing—you certainly want to get on board this wave of progress!

 Incentives for talents

Career opportunities are impressive as the local government seeks to attract worldwide talents. The launch of the Hongyan Talent Plan in 2017 is a major factor: it offers monetary incentives based on industry classification, services around investment and financing, eligibility for resident visa and household status, medical services and more.

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Eligible talents (those who meet skillset requirements and sign an employment contract of a minimum of 3 years in Chongqing) can apply for the Chongqing Talent Service Card. This helps with household registration based on the available range of accommodation selections in expat-preferred areas, residential visa privileges, finding employment for spouse/children, schooling privileges and preferential medical arrangements. Entrepreneurs are also given support via tech initiatives, project financing, loan subsidies and more.

Those with children or looking to start a family can choose from a good variety of established international schools catering to ages from nursery to tertiary. Medical care is also just a ring away with most major serviced apartments having 24-hour call services with doctors on standby.

Achieving success

Adapting to life in Chongqing is easier than imagined with the availability of expat support networks and activities. These might include café meetups to get to know fellow expats in a relaxed setting, or even marathon races, seminars and conventions.[6]

Whether you’re a first-timer or a seasoned expat, keep an open mind and be willing to explore. Get rid of any preconceptions you may have and you might learn something new along the way!

In terms of business etiquette which can be delicate in Chinese tradition, here are some tips to follow:[7]

  • 关系 (guānxì) or strong relationships is particularly important in China—this may involve several meetups which could involve informal lunches/dinners to achieve your objectiveGuan Xi
  • If you are new, it helps to have an intermediary as most Chinese don’t conduct business with people they don’t know
  • Small talk is common and expected before meetings, instead of just getting to the point
  • Maintain composure and avoid strong displays of emotion, as losing and gaining ‘face’ is a key Chinese concept
  • Enter meeting rooms in order of seniority; the person entering first is usually the head
  • ‘Yes’ doesn’t always mean yes, and ‘no’ is only said in private

With practice and over time, these customs will naturally come to you.

With a plan dedicated to attracting world-class talents to this lively city brimming with opportunity, Chongqing is definitely a place you should consider for your next career move!



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Article Top5_3

With the rapid development in the China market, China has now become one of the world’s leading economies. This has brought more and more foreign companies to China. China’s business environment and culture are different from other parts of the world. To succeed in China, foreign companies are inevitably faced with various challenges that must be overcome.  In response to these challenges, we conducted a brief interview with Ms. Gao Xin, who has worked for many years in foreign companies.  Ms. Gao Xin has more than 20 years of experience in human resources management.  She is also the founding partner of the New Organization Development Research Institute. Ms Gao’s working experience include Director of Human Resources for Forbes500 Enterprises and Vice President, HR of listed companies in China. She is now working with Chinese local companies.

Based on her many years of experience and the observations working in foreign companies, Mr. Gao shared with us the top five challenges that foreign companies are facing while developing in China:

1. Foreign companies’ response to market changes is not timely

Due to rapid development, the Chinese market dynamics are constantly changing. Gao feels that the overall response of foreign companies to the market is obviously slower. She thinks the main reason is the inherent organizational structure of foreign companies. The headquarters of foreign-funded enterprises are all overseas, and the decision-making brain is often not in China. Many foreign companies in China are branches, and some are even divisions of the local Asian headquarters, thus, the distance from the real brain is quite far.

When the market has new developments, local companies will quickly respond with countermeasures. In the case of foreign-funded enterprises, their China’s branches need to report the new trends and counter measure plans to their headquarters. The headquarters will then go on meetings to discuss whether it can pass the proposed plans. This leads to the situation whereby when the local companies have already implemented counter programs, the foreign enterprises are still deciding which plan is better.

The congenital factors of foreign-funded enterprises to a certain extent determine that their response to changes in the market is not timely. Under the ever-changing market environment in China, the influence of this inherent problem of foreign companies is still quite substantial.

2. Foreign companies have low acceptance of new technologies in the domestic market

Gao thinks that although many advanced technologies are developed in the United States, the application of these technologies is very fast in China. She said that China does not have much historical burden on the use of new technology solutions, so it is very fast when it comes to the use of technological transformation. For example, credit card payment widely used in the West is not so popular in China, so new payment methods such as WeChat payment are widespread and fast. In the process, she discovered that many foreign companies are slower in this respect. In foreign companies, many office systems, management systems, and so on, all these technical applications need to be consistent with the headquarters for ease of management. The head office of foreign companies hopes that these systems will achieve global unity. Today, the development of information technology in China is changing with each passing day. Especially in the Internet industry, office software systems are constantly developing. For example, DingDing and WeChat Office fully realizes wireless connectivity with mobile phones, real-time office and remote office. Most local companies have begun to exercise these apps or software to improve their work efficiency. However, due to factors such as information security and global standardization, foreign-funded enterprises cannot decide whether to use the software in a short period of time, even if the software can effectively provide employees with work efficiency.

Gao also mentioned that many foreign companies have become accustomed to using e-mail to communicate, but the communication channels of local companies are relatively more diversified, and the exchange of information is very fast. To cope with fast market changes, the speed of decision-making must also be relatively fast, and the basis for the application of technology by foreign companies cannot support the pace of changes in the outside world.

3. China’s preferential policies for foreign enterprises have weakened

Gao shared that in the early days when foreign-funded enterprises entered the Chinese market, the Chinese government provided many preferential policies, such as tax incentives, industry-based preferential terms, etc. This series of policies allows foreign-funded enterprises to have a greater advantage when competing with local companies.

However, as more and more foreign-funded enterprises enter the Chinese market, coupled with the enormous development of local companies, the preferential policies for foreign-funded enterprises are slowly weakening. At the same time, the government is also supporting the development of local enterprises. This has resulted in foreign companies losing competitive advantage in the Chinese market. According to Gao’s observation, many foreign companies may not be able to cope with this change. For example, she mentioned that when a foreign company first entered the Chinese market, the company had a large preferential policy on income tax. Now that the policy has changed, the company’s expenditures and income have also changed. However, when the company reinvested in the Chinese market, it failed to take a very effective approach to deal with the weakening preferential policies.

4. Corporate culture differences

The work environment provided by foreign-funded enterprises to employees is relatively stable, comfortable and humane. Most people in Western countries are pursuing a state of balance between life and work. They hope that work and life are completely separate. Working hours are devoted to work, and at the end of the day, they should devote themselves fully to their own lives. However, in China, most people are very hardworking and aggressive, and their pace is relatively fast. Many people are willing to sacrifice their own rest time and devote themselves to work, hoping that they can achieve something in their career. Although employees of foreign-funded enterprises often have overtime, the reason for this overtime is mostly for internal communication purposes. Due to the time difference with the headquarters, most branch offices need to report work based on the time of the headquarters.

Gao feels that the rhythm of the entire society in Europe and the United States is relatively slow compared with China. Although the humane management style of foreign-funded enterprises is very attractive to most people, however, due to the fierce competition in the Chinese market, compared with local companies, foreign-funded enterprises have not developed the kind of ‘fierce’ spirit in response. In the long run, it appears that the competitiveness of foreign companies lags behind their Chinese competitors.

5. Foreign companies are becoming less attractive to talent

Mr. Gao shared that in the 90s and even the beginning of 2000, foreign companies ranked top on the list of companies favored by talents. However, today, there are more and more local companies that ranked ahead as favourable employees, such as Alibaba, Huawei, Tencent and others. In the early days, foreign enterprise talents were very popular in the market. But now, their popularity is on the decline.

Gao also analysed that foreign companies have advantages in the field of technology and industry experience, and a relatively longer market development time, this forms a more mature management model and philosophy. The advantages of foreign companies are a clear organizational framework, standardized processes, and meticulous definition of work scopes. These are some HR aspects that were highly regarded before.  However, it is also because of this, we realized that foreign enterprises employees can have depth in their work yet their scope is limited.

In addition, foreign branches in China do not have strong authority, and rely on the system from head office for implementations, consequently people feel more restrained. China start-ups often do not have a clear framework in the beginning.  People who work in there have multi-talents and are able to work beyond their scope. Ms Gao foresees that in the future, due to the continuous development and changes in the market, these multi-faceted talents are what the employment market will be lacking.

Finally, for foreign companies, many organization structures are fixed and it is difficult to make a big difference. Many times, a position can only rise up to certain level, where beyond that level are all foreigners. For Chinese people there is no path for further growth.

In China, the attractiveness of foreign enterprises to talents are gradually declining.  Talents that come out from foreign-funded enterprises are also losing their appeal in the employment market.

As a conclusion, Gao feels that when foreign companies are navigating the rapid development of the Chinese market and the aforementioned challenges, they need to reconsider their development strategy and positioning. If the Chinese market is the company’s target or future key market, then there need to be some adjustments in the management system and thinking. For example, to set the target market as priority, the headquarter can work as a resource and strategy center that supports the rapid development of the market. The frontline in the target market is given the authority and space for decision-making, while the headquarters mobilize resources for support.

The above article is the interviewee’s point of view and does not represent WiseNet Asia’s position. We are very grateful to Mr. Gao for taking the time for this interview.

About Miss Gao Xin

Ms. Gao Xin has more than 20 years of experience in human resources management, organizational and leadership development.  She is also the founding partner of the New Organization Development Research Institute. Ms Gao’s working experience include Director of Human Resources for Forbes500 Enterprises and Vice President, HR of listed companies in China.


Master of Sustainable Leadership, University of Cambridge, UK.

MBA, Federation University, Australia

MBA, Human Resources Management, Beijing University of Science and Technology, China.

National Secondary Psychological Consultant, National Human Resource Manager, Accountant, Financial Economist, ICP Certified NLP Coach, DISC Practitioner.






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The Chongqing Municipal government’s Hongyan Talent Plan, launched in year 2017, aims to attract talents from all over the world to the city.

Domestic and foreign talents can now apply to be part of the Hongyan Talent Reward Plan and enjoy the relevant policies and services according to their industry classifications.

• Category A talents: Monetary incentives equivalent to twice the amount of annual income tax contributed or fixed quantum incentives not amounting to more than RMB 2 million.
• Category B talents: Monetary incentives equivalent to 1.5 times the amount of annual income tax contributed or fixed quantum incentives not amounting to more than RMB 1 million.
• Category C talents: Monetary incentives equivalent to 1.2 times the amount of annual income tax contributed or fixed quantum incentives not amounting to more than RMB 300K.
*Payout of the incentives will take place over a period of three years. 40% of the incentives will be paid out on the 1st year, 35% will be paid out on the second year and subsequently, 25% will be paid out on the third year.

One-stop Services:
• Entrepreneurship: Readily available services for investment, financing, applications for national and provincial level technological projects, etc.
• Resident Visa: Eligible to apply for 5 year residence permit and enjoy perks for permanent residence status.
• Settlement / Household registration: Eligible to apply as a registered household in Chongqing for the talent and family.
• Assistance on employment for spouse and children.
• Medical Service: Enjoy privileges of priority medical services via the “green channel” in hospitals, including priority for appointments, hospitalisation,
and surgical procedures.

Applicable Industries: Water Conservation, Agricultural Leasing, Environmental & Public Amenities, Building, Mining, Wholesale and Retail, Manufacturing, Real Estate, Transportation, Warehousing, Cultural, Sports, Entertainment, Food & Beverage and Hospitality.
Category A: Professionals with an annual salary of RMB 1.2 million and above.
Category B: Professionals with an annual salary of RMB 600K to RMB 1.2 million.
Category C: Professionals with an annual salary of RMB 300K to RMB 600K.

Applicable Industries: Education, Public Administration, Social Organisations, Electricity, Heat, Gas, Water Works, Health & Social Works, Scientific Research, Technical Services and Information & Communications Technology.
Category A: Professionals with an annual salary of RMB 1.6 million and above.
Category B: Professionals with an annual salary of RMB 800K to RMB 1.6 million.
Category C: Professionals with an annual salary of RMB 400K to RMB 800K.

Applicable Industries: Financial Institutions, Private Equity and Venture Capitals. This also includes professionals who are involved in Offshore Finance, New Financial Products Research, Risk Management, Financial Leasing and CFA, CFP & Finance Professionals.
Category A: Professionals with an annual salary of RMB 2 million and above.
Category B: Professionals with an annual salary of RMB 1.2 million to RMB 2 million.
Category C: Professionals with an annual salary of RMB 600K to RMB 1.2 million.

WiseNet is accredited by the Chongqing Municipality with the following:

  • Chongqing Municipality Talent Attraction Work Station 重庆市引才工作站
  • Talent Acquisition Service Provider for Chongqing Municipality from 2018-2019 under the Hong Yan Talent Scheme 重庆鸿雁计划海外服务供应商

Learn more about Hong Yan Talent Plan, click here: Hongyan Talent Brochure_PRINT

WisenetAsia awarded the ‘Chongqing Municipality Talent Attraction Office’ by Chongqing Municipal Bureau of HR & Social Security


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职业介绍所执照号:11C5663 (根据新加坡人力部的相关规定,任何合法实体和个人如果有








医药、航空业的多家新 加坡淡联(Temasek-linked)公司、       欧美跨国企业、大中华及东亚企业。有丰富企业资源。



越南、 泰国、印度尼西亚、澳大利亚等

成功案例职种包括:投资、财务、人力资源、法务、IT、采购、项目管理、资产管理、销售、 等等




巍星在重庆 …

2017 – 在重庆成立全资子公司– 重庆中新巍海商务咨询有限公司



六月 2016:  与重庆商务部投资促进事务局签署谅解备忘录以在人才招聘、学习、HR咨询、和HR外包服务上进行合作。

八月 2016:  与重庆两江新区签署谅解备忘录以提供一个总括HR服务包括人才招聘、交换活动、海外学生安置等等。

六月 2017:  受中新(重庆)战略性互联互通示范项目管理局认可,我们被授权在重庆分公司标上“中新”二字(重庆中新巍海商务咨询有限公司)。

六月 2017:  第一家在重庆人力资源服务产业园成立的外国猎聘公司。人力产业园是中国第二个拥有国际水平的HR服务工业园。

二月 2018:  新加坡巍星商业咨询有限公司被受委托为重庆临空服务业投资促进公司提供咨询服务和帮助,共同推动渝北区的建设和发展

四月 2018:  重庆中新巍海在“承接 2018年-2019年国(境)外 高层次人才引进、国内高层次人才引进供应商”项目中中标,正式成为重庆鸿雁计划海外服务供应商

六月 2018:  重庆中新巍海商务咨询有限公司与重庆人力资源服务产业园签订引才目标责任书为重庆引进近高层次人才, 被重庆市人力资源和社会保障局授牌“重庆市引才工作站”

巍星 :接洽企业与会议


巍星在重庆 :重庆(江北)国际人才峰会

巍星在重庆 :新加坡莱佛士医院护士沙龙会











新闻转载来自人民日报。 点击这里查看原文




本报记者 暨佩娟摄

人民网记者 黄 军摄
























































WisenetAsia awarded the ‘Chongqing Municipality Talent Attraction Office’ by Chongqing Municipal Bureau of HR & Social Security

2017年6月8日, 重庆中新巍海商务咨询有限公司与重庆人力资源服务产业园签订引才目标责任书为重庆引进近高层次人才, 被重庆市人力资源和社会保障局授牌“重庆市引才工作站”。


近年来,随着社会经济的稳步发展,重庆高端人才需求剧增,市相继出台多项人才引进政策,如鸿雁计划,加大“抢才”工作力度,希望成功引进更多高端人才到重庆来安居乐业。 为鼓励猎头基地入驻企业为重庆社会经济发展广纳人才,重庆人力资源服务产业园正式成立全国首家猎头基地。一是落实重庆市人才强市战略,大力引进人才;二是扶持重庆市猎头行业发展。








重庆中新巍海商务咨询有限公司是Wisenet Asia 全资子公司,落户于重庆人力资源服务产业园。是第一家入驻重庆人力资源产业园的海外高端猎头公司。公司前些时候也获选为重庆2018-2019海外高层次人才引进服务供应商。

总部位于新加坡, Wisenet Asia是一站式的人力资源整提解决方案供应商,是一家为跨国企业提供全方位国际人力资源解决服务的公司。Wisenet Asia协助企业引进符合新经济特点的人才,推动企业管理和发展。成立于2011年,总部位于新加坡,在马来西亚、中国重庆、中国香港、中国上海等地设有据点。Wisenet Asia的业务包括高端猎头、职业转换服务 、人力资源管理系统(i-HR)、与人力资源培育四个方面。

我们的人才储备库有逾5万名国际人才的信息(包括新加坡、马来西亚、中国、香港、东亚、欧美、中东地区等国家)。Wisenet Asia的高端猎头业务专攻高管、决策层、总监、经理级的人才搜寻。我们的客户包括来自房地产和基础设施、金融服务和投资基金、医疗保健/ 医药、航空业等等。我们猎头的成功案例涵盖新加坡、中国、香港、马尔代夫、中东、印度、日本、韩国、马来西亚、越南、泰国、印度尼西亚、澳大利亚等。成功案例职种包括:投资、财务、人力资源、法务、IT、采购、项目管理、资产管理、销售、等等。




















对于在2017年11月18日举办的新加坡莱佛士医疗集团护士沙龙会,新加坡巍星集团的重庆子公司,重庆中新巍海,在整个项目的把控上扮演了至关重要的角色。 这其中包含最开始的方案设计,协调,项目管理,监督,与第三方接洽,品质监管以及场地搭建、现场监督等。重庆中新巍海商务咨询有限公司能够精准的掌握解客户的需求,理解国际标准以及高质量要求,同时也能够有效的把所有资源整合到一起以确保活动的顺利进行。