RGF Salary Watch 2026: China Mainland Edition

About the Report RGF Salary Watch Mainland Chinareport aims to shedlight on salary trends and data across all industries andjob levels in Mainland China. This report is composed of Job Market Recap This "RGF Salary Watch 2026" series report (hereinafter referred to as the "report") and all associated intellectual property and derivative rights are owned by RGF International Recruitment (hereinafter referred to as "RGF").The report is intended solely for personal or corporate use through official RGF channels or RGF-authorized channels (collectively referred to as "RGF-authorized channels"). Without prior authorization from RGF, no individual MD's Message Navigating the 2026 Salary Landscape: Precision Matching & Value-Driven As we examine the Chinese talent market in 2025,we see a landscape defined by ongoing structuraladjustments in certain sectors under economic pres-sure. However, driven by the continuous deepening oftechnological innovation, "Digital" and "Intelligent"fields—such as Smart Manufacturing, Electronic Infor-mation, and Big Data—continue to release significantemployment demand. Today, employers are increas-industry and new retail direction roles in the consum-er goods industry, while algorithm experts in the au-tonomous driving field may even secure increases ashigh as 30%. Beyond these widely favored positions,we have detailed the salary data for approximately300 roles across five major industries in this report toprovide a data reference for both enterprises andtalent in compensation positioning and career plan- tiles when formulating compensation strategies. It iscrucial to integrate your specific development stage,business strategy, and talent roadmap to build a ratio-nal, sustainable, and attractive compensation system.For professionals, the most reliable path to salary mark reflecting market trends and talent strategies.From an overall perspective, the average marketsalary growth in 2026 will see a slight increase com-pared to 2025, which indirectly reflects the stabilityof economic and employment trends. We project that ted to sharing new discoveries in the workplace andrecruitment market as we collectively embrace a moreprofessional, international, and innovation-driven Managing DirectorRGF Professional Recruitment China MD's Message Navigating the 2026 Salary Landscape: Global-Local Integration & Performance-Driven Incentives RGF HR Agent has long served as a key strategic part-ner for Japanese enterprises in their development inChina. Looking ahead to 2026, the formulation ofcompensation management strategies by Japanese On a deeper level, the 2026 compensation strategyalso bears the responsibility of integrating globalstandards with local practices. This means the com-pensation system must not only strictly comply withChina's evolving labor laws and regulations but also enterprises and ongoing cost optimization pressures,the compensation systems of Japanese enterprisesneed to go beyond simple horizontal adjustments and local talents, deeply binding individual destinies withthe enterprise’s long-term development, it serves notonly as a tool for talent retention but also as a balance market competitiveness and internal costefficiency. In 2026, Japanese enterprises can nolonger adhere to a single compensation philosophy with valuable reference, helping your enterprise accu-rately position itself in the complex market environ-ment, build a more forward-looking and competitivecompensation strategy, lay a solid foundation forachieving steady development in the next phase, and transformation from "protective-oriented" to "driv-en-oriented." The fixed high-salary model isunsustainable, and increasing the proportion of vari- Managing DirectorRGF HR Agent China Table of Contents contractions in the first three quarters, demand surged decisively in Q4, rising 31% against the2024 benchmark and finishing the year with notable momentum. Hiring Demand ticipation of 2026, closing a year that began with cautious recalibration. across all quarters. Expansion peaked in Q3 at 32%, following strong activity in the first half,before moderating to a steady 11% rise in Q4. Talent Growth years—suggests a job-seeking environment that remained active even amid shifting hiringdemand, reflecting both candidate confidence and ongoing market restructuring. provement and . After remaining essentially flat in the first half, the rate rose notably by 14% inQ3 and sustained a solid 7% gain in Q4. Interview Acceptance reflects a clear strengthening of hiring intent and responsiveness from enterprises, particularlyduring the latter part of the year—suggesting proactive planning for both immediate needs andupcoming talent demands. Salary & Compensation Trends 40% of Filling Failures from MismatchedSalary Expectations in 31%-50% Range Approximately one-third or more of 2025 unfilled position hiring failures were attributedto mismatched salary expectations, the highest proportion among