Cross-office sync · Hangzhou / Tianjin / HCMC / US跨办公室协作 · 杭州 / 天津 / 胡志明 / 美国
// 8 open roles
Cross-border logistics isn't glamorous. The good operators stay because the problems are real, the customers are demanding, and the team takes pride in actually solving things. If that resonates, read on.跨境物流不光鲜。靠谱的运营会留下，因为问题真实、客户挑剔、团队愿意把问题真的解决掉。如果这话说到你了，往下看。
Not values posters on the wall. The actual operating principles you'll see in week one — and from anyone who's been here long enough to escalate.不是挂墙上的价值观。第一周就会感受到、并且任何一个待得够久能升级问题的人都会践行的运营准则。
If a container is stuck and you found it, you carry it until it's released — even if "customs" or "warehousing" sits in someone else's title. Handoffs are where shipments die; we don't do them.如果你发现某个柜卡住了，你就跟到放行——哪怕"清关"或"仓库"挂在别人的 title 下。接力是货件死亡的地方，我们不做接力。
"It went well-ish" doesn't exist in our internal reviews. Either the SLA was hit or it wasn't. Either the first-pass clearance rate moved or it didn't. We surface bad numbers fast and fix systems, not blame people."大致还行"这种说法在我们复盘里不存在。SLA 要么达成要么没达成。一次性清关率要么涨了要么没涨。我们公开坏数据快、修系统不修人。
If a customer is waiting on you and an internal Slack ping is waiting on you, the customer wins every time. Internal will get answered in the next hour; the customer needed an answer yesterday.如果客户在等你回复、内部 Slack 也在等你回复，客户永远优先。内部 1 小时内能补上，但客户其实昨天就需要答案了。
All roles are full-time, on-site (no remote-only). Salaries are stated in the JD when you click in. We share salary bands openly internally — same applies during interviews.所有岗位均为全职、坐班（不接受纯远程）。薪资在 JD 内透明列出；面试中保持同样透明度。
// Don't see your role? Send an unsolicited application to careers@8express.cn with a short note on what you'd own.
We pay 60th–75th percentile against local benchmarks. No "competitive comp" hand-waving — bands are in the JD and discussed openly.本地市场分位 60–75 区间。不玩"具有竞争力的薪酬"这种话术 —— 区间写在 JD 里，面试公开讨论。
JD shows the band. Annual increase reviewed twice a year against actual market data, not gut feel.JD 写明区间。每年两次基于市场数据复盘调薪，不靠"感觉"。
From year two, scaled to role. Annual vesting with performance kicker.入职第二年起按岗位发放，年度归属 + 绩效加权。
In addition to local statutory coverage. Includes spouse and one dependent.在法定社保之外。包含配偶与 1 名子女。
Standard 9–18:30, Mon–Fri (Sat in Origin Ops). Hard rule. Surge weeks happen; sustained crunch doesn't.标准 9:00–18:30，周一至周五（国内运营含周六）。硬规则。偶发冲刺周可以，长期 crunch 不存在。
Adjustable-height desks. Ample meeting rooms. We pay for the espresso machine and the beans.升降桌、充足会议室、咖啡机和豆子公司全付。
Quarterly travel between offices is encouraged. Many ops folks visit SAV / EWR at least once a year.鼓励季度性跨办公室出差。运营同事多数每年至少去一次 SAV / EWR。
LCB exam fees, FDA / FCC training, IATA DGR — paid by us when relevant to your role.LCB 考试、FDA / FCC 培训、IATA DGR —— 与岗位相关的全部报销。
Local statutory + 5 days of company leave. Annual leave doesn't roll over more than 5 days.本地法定 + 5 天公司假。年假最多结转 5 天，鼓励休完。
No 7-round panels, no take-home essays disguised as "case studies." We ask hard questions about your last shipment / last project / last escalation, and you ask us the same.没有 7 轮面试、没有伪装成"案例分析"的免费作业。我们就你上一票货 / 上一个项目 / 上一次升级问尖锐问题，你也问我们同样的。
30 min with hiring manager. We talk about what you've actually done, not your CV bullet points.与用人经理 30 分钟。聊你真实做过什么，不聊 CV 写了什么。
~ Day 1–360 min walkthrough of a real (anonymized) situation from our last quarter. No "elevator pitch" — just operating reasoning.60 分钟拆解我们上一季度的一个真实（匿名）场景。没有"电梯演讲"，只看运营逻辑。
~ Day 5–8Meet 2–3 future teammates. Mutual interview — they're checking fit, you're checking who you'll be on Slack with.见 2–3 位未来同事。双向面试 —— 他们考察契合度，你考察自己以后要和谁日常协作。
~ Day 10–14Written offer within 3 business days of step 3. Reference check during your notice period. No "exploding offers."第三轮后 3 个工作日内出书面 offer。背调在你的离职过渡期内进行。绝无"限时压价" offer。
~ Day 14–21A short note about what you'd own and which office you'd want to be at goes a long way. We hire ~12 people a year and most great hires don't come from JDs.写清楚你想做什么、想在哪个办公室。我们每年招 ~12 人，最好的简历多数不是按 JD 投过来的。