{"type":"jobboard-bootstrap","generatedAt":"2026-06-08T16:43:43.399Z","jobNeeds":{"meta":{"eyebrow":"Job Need / 2026","title":"工作诉求总览","dek":"给人看的版本：一句话、底线、行业、背景和取舍。给 AI 的执行细则请去 /ai 或 /llms.txt。","overview":"执行逻辑是：先用硬门槛过滤，再按生活稳定性、通勤、公司稳定性和申请成功率排序；行业与 title 只能加分，不能覆盖距离 / 睡眠 / 稳定 / 时间边界 > 薪资 / title / 品牌 / AI 标签中的高优先级底线失败。","oneLiner":"不是找一个更体面的职位名，也不是证明自己一定要做 AI 产品经理。近半年先找到一份低损耗、离家近、稳定、下班后还能恢复的工作。\n\n薪资够用即可；更重要的是通勤不吞睡眠、组织不靠赛马和淘汰制造压力、公司现金流和用工关系稳定。","mainLane":"当前主航道不是某个固定 title，而是一类低损耗稳定工作：正式劳动关系、该岗位必须能以正式劳动合同关系在上海缴纳职工社保、离家近、边界清晰、不过度竞争，同时保留基本判断空间。\n\nAI、产品、交互、工具化、内容系统都可以成为加分项，但它们不是硬执念。未来所有产品和运营工作都会用 AI，不需要为了“AI 产品经理”这个名字牺牲生活能量。\n\n天赋上更适合结构感知、意图解码、表达整理和用户理解；环境上不适合持续证明价值、强比较、办公室政治、无止境 bug 压力和危机型团队。","mainLaneBullets":["离家近：唐镇出发门到门 ≤45 分钟优先，45–60 分钟扣分，>60 分钟强扣分并评估搬家成本；不自动淘汰。","稳定：排除现金流不稳的早期创业公司、明显裁员/收缩/业务线生死存亡、强赛马/末位淘汰大厂环境","低内耗：不需要持续论证价值，不是客户救火、强销售 KPI、驻场资源位或无边界背锅","可承接：运营、交付、实施、客户成功、研究/体验支持、内容社区等 lane 都可进入评分，前提是稳定、低压、边界清楚"],"links":{"home":"https://jobneed.zondev.top/","intro":"https://intro.zondev.top/","jobList":"https://jobs.zondev.top/","history":"https://jobneed.zondev.top/history"}},"priorities":[{"code":"P1","title":"距离 / 睡眠 / 恢复","weight":"权重最高","evaluation":["唐镇出发门到门通勤是否 ≤45 分钟；45–60 分钟扣分；>60 分钟强扣分，并判断是否值得搬家成本","hybrid 到岗频率是否会实质吞掉睡眠和晚上时间","远程是否存在跨时区会议、晚间响应或隐性在线压力"]},{"code":"P2","title":"时间主权","weight":"权重最高","evaluation":["外部评价中有无\"常态加班\"\"晚上开会\"\"周末 oncall\"等反馈","JD 中有无\"快节奏\"\"7×24\"\"随时响应\"等表述","搜索：公司名 + 脉脉/小红书，关键词\"加班\"\"下班时间\"\"oncall\""]},{"code":"P3","title":"公司稳定性与低竞争压力","weight":"权重次高","evaluation":["公司是否有稳定现金流、成熟业务或清楚的客户/收入来源","近期是否有裁员、融资断档、业务线撤裁、组织动荡","是否有赛马、末位淘汰、强制分布、强比较文化"],"note":"创业公司、大厂都不是天然好坏；关键是现金流、组织压力和边界是否稳定。"},{"code":"P4","title":"角色低内耗与基本判断空间","weight":"权重中等","evaluation":["是否能用结构感知、意图解码、用户理解和表达整理能力做事","是否避免客户救火、强销售 KPI、驻场资源位、无边界背锅和无止境 bug 压力","运营支持、实施交付、客户成功、研究/体验、内容社区是否有清楚 SOP、稳定产品和低压边界","是否不需要长期向上论证价值或在政治场里证明自己"],"note":"AI / 产品 / 交互 / 工具化都可以；运营/交付/支持类也可以。关键不是 title，而是低内耗、可胜任和边界清楚。"},{"code":"P5","title":"长期复利匹配度","weight":"加分项","evaluation":["日常内容是否与 AI 应用、创作工具、音乐、内容/workflow 资产、拉丁（身体实践）等方向有重叠","有重叠的加分；完全无关但不违反硬门槛的不扣分","这条不作为排除条件，只影响排序"],"note":"这是加分维度，不再压过距离、稳定、时间边界。"},{"code":"P6","title":"收入可持续性","weight":"权重中等","evaluation":["暂以上海税前 15K–25K 作为可持续区间；低于 15K 标记为低优先级，但不直接排除","不要求高薪，但不能明显偏低而长期损害生活质量","JD 或 HR 未给出明确薪资时，允许按行业与城市基线估算，但要降低置信度"]},{"code":"P7","title":"团队环境","weight":"加分项，非硬门槛","evaluation":["外部评价中出现\"氛围好\"\"不内卷\"\"尊重边界\" → 加分","女性员工比例高，或有公开的女性友好文化表态 → 加分","无\"赛马\"\"排名\"\"淘汰制\"等描述 → 加分","优先成熟小中团队、边界清晰的外企/日企/国企背景；超大组织仅在低竞争压力、边界清晰时保留","搜索：公司名 + 脉脉/小红书/知乎，关键词\"加班\"\"氛围\"\"女性\"\"内卷\""]}],"hardGates":[{"code":"Gate 1","title":"岗位有效性","rule":"岗位仍在招聘，官方链接可打开，且发布于 90 天内。","failAction":"直接排除，不进入后续流程。"},{"code":"Gate 2","title":"时间结构","rule":"不能默认高压高工时、常态晚会、oncall 或周末响应。","failAction":"直接排除。底线，不可放开。"},{"code":"Gate 3","title":"距离 / 通勤","rule":"唐镇出发门到门 ≤45 分钟优先，45–60 分钟扣分，>60 分钟强扣分并评估搬家成本；不自动淘汰。 远程必须可上海参保且不制造时区摩擦。","failAction":"通勤距离本身不一票否决；只有当岗位稳定性、时间边界或匹配度也不够强时才跳过。无法确认精确地址时不得进入重点投。"},{"code":"Gate 4","title":"角色消耗方式","rule":"不能是重 debug/legacy 维护、驻场外包、纯资源位、客户救火、强销售 KPI、无边界背锅或长期证明价值结构。","failAction":"高消耗结构直接排除；普通运营、实施、交付、客户成功不因 title 直接失败，进入评分。"},{"code":"Gate 5","title":"语言","rule":"当前阶段，不能以纯英文协作/写作/对外表达为主工作流。","failAction":"接受少量英文协作；纯英文主流程则排除。"},{"code":"Gate 6","title":"可承接性","rule":"岗位需在当前 90 天内可真实进入，不接受\"储备\"\"未来HC\"\"意向了解\"类岗位进入主池。","failAction":"直接排除，不进入主池。"},{"code":"Gate 7","title":"上海参保可落地","rule":"该岗位必须能以正式劳动合同关系在上海缴纳职工社保。远程可接受，但社保缴纳地必须是上海；劳务派遣、灵活用工、挂靠参保、非正式劳动合同关系不通过。","failAction":"不能落实上海参保时直接排除；社保地未确认时，不得进入重点投。"},{"code":"Gate 8","title":"公司与业务稳定性","rule":"排除现金流不稳的早期创业公司、明显裁员/收缩/业务线生死存亡、强赛马/末位淘汰大厂环境。","failAction":"直接排除；稳定性缺证据时不得进入重点投。"}],"softPreferences":[{"title":"女性友好、低内耗、尊重边界的团队显著加分。","note":"重点不是口号，而是没有赛马、没有性别化分工、也不会默认把照顾劳动压给女性。"},{"title":"更偏好 10–50 人的小团队，50–200 人也可接受。","note":"小团队更容易形成共同目标与真实 builder 空间；超大组织只在角色贴合且边界清晰时保留。"},{"title":"可以接受非顶薪，但不能低到破坏上海生活底盘。","note":"默认用税前 15K–25K 做可持续区间，换环境可以，但不能把现金流底盘一起丢掉。"}],"exclusions":["纯后端开发","算法工程师","模型训练与推理","数据工程","数据分析","纯前端维护","常态化晚间加班","国内非上海","高政治 PM","强排名 / 强比较 / 狼性文化","默认把女性推向杂务、照顾和情绪劳动","重英语表达岗位","健康/医疗 AI 就业标签","无作品复利空间","只靠 title 掩盖不适配","金融","医疗健康 AI","能源","传统制造","储备 / 未来HC / 意向了解类非真实岗位"],"mainLane":"当前主航道不是某个固定 title，而是一类低损耗稳定工作：正式劳动关系、该岗位必须能以正式劳动合同关系在上海缴纳职工社保、离家近、边界清晰、不过度竞争，同时保留基本判断空间。\n\nAI、产品、交互、工具化、内容系统都可以成为加分项，但它们不是硬执念。未来所有产品和运营工作都会用 AI，不需要为了“AI 产品经理”这个名字牺牲生活能量。\n\n天赋上更适合结构感知、意图解码、表达整理和用户理解；环境上不适合持续证明价值、强比较、办公室政治、无止境 bug 压力和危机型团队。","mustVsNegotiable":[{"topic":"岗位状态","must":"见 Gate 1 + Gate 6。","negotiable":"投递顺序和关注节奏可以后调。"},{"topic":"时间结构","must":"见 Gate 2。","negotiable":"偶发忙碌和具体上下班形式可继续确认。"},{"topic":"地点","must":"见 Gate 3。","negotiable":"通勤距离和 hybrid 频率可以比较；只有在上海主池不够用时，才去看底部的远程补充。"},{"topic":"角色类型","must":"见 Gate 4。","negotiable":"只有在候选不足时，才按第 05 节第 3 步放宽到偏前端岗位。"},{"topic":"语言门槛","must":"见 Gate 5。","negotiable":"英文材料少量出现、能配合中文团队完成协作，可以继续具体判断。"},{"topic":"行业偏好","must":"按第 03 节的行业层进入；金融/医疗 AI/能源/传统制造不搜索。","negotiable":"Tier 1 + Tier 2 + Tier 3 全部放开后仍不足，可进入无行业限制的开放搜索。"},{"topic":"AI PM 角色","must":"只看第 05 节的 Probe Lane 规则，这里不重复展开。","negotiable":"主池不足时才单独列出，不与主航道混排。"},{"topic":"团队环境","must":"最低边界见 P4：不能赛马、不能性别化分工、不能长期压抑。","negotiable":"小团队、女性友好、共同目标感都属于加分项，不是单独硬门槛。"},{"topic":"经验年限","must":"工程经验年限不作为硬门槛，不因为 JD 写 3–5 年就直接排除。","negotiable":"如果内容匹配但年限偏高，只降权并标注 mismatch。"},{"topic":"薪资锚点","must":"默认按上海税前 15K–25K 做可持续区间。","negotiable":"低于 15K 的岗位可标注保留，但不进入主推。"},{"topic":"岗位名与品牌","must":"不能用 title，品牌或高薪掩盖结构性不适配。","negotiable":"在前面都通过的前提下再比较平台与薪资。"}],"faqItems":[{"question":"为什么 job 列表不再放首页？","answer":"因为列表只是执行层。先把筛选规则和真实诉求说清，列表才不会反过来主导判断。"},{"question":"为什么现在不是\"远程优先\"四个字就结束？","answer":"远程仍然只是底部 fallback，不是当前主推。当前阶段更重要的是上海本地的现实可执行性；真远程当然可以保留作补充，但它不能越级压过上海主池，也不能自动变成当天第一推荐。"},{"question":"为什么纯前端已经不在当前主航道？","answer":"因为过去的实践已经证明，高维护、高 debug、被动接需求的纯前端结构会直接吞掉时间主权和长期主线。"},{"question":"你是不是只接受全女团队？","answer":"不是。全女团队是理想加分项，但核心标准是女性友好、尊重边界、没有性别化分工，也不会默认把女性推回支持性和照顾型位置。"},{"question":"为什么把团队环境写得这么靠前？","answer":"因为长期产出不只取决于岗位职责，也取决于你能不能在那个环境里正常表达、协作和恢复。高压、强比较、情绪压抑和性别化分工会直接消耗掉工作本身之外的全部空间。"},{"question":"为什么 AI PM 不是唯一目标？","answer":"AI PM 仍然可以投，但它更吃组织话语权、协调和表达。当前最稳定的优势形态其实是有判断的 builder。AI PM 是 probe lane，不是主航道。"},{"question":"行业偏好层的\"Tier 1→Tier 2→Tier 3\"是什么意思？","answer":"这是搜索顺序，不是过滤条件。先在 Tier 1 行业（创意技术、效率工具、创作者工具等）里找岗位；Tier 1 候选少于 3 个才扩展到 Tier 2；Tier 1 + Tier 2 仍不足才到 Tier 3。金融、医疗 AI、能源、传统制造无论何时都不搜索。"},{"question":"P2.5 长期复利匹配度是什么？","answer":"这是加分维度，不是排除条件。如果岗位日常内容与 AI 应用、创作工具，音乐、内容/workflow 资产、拉丁等长期主线有重叠，排序时加分；完全不重叠但不违反硬门槛的不扣分。"},{"question":"为什么现在要明显偏向小团队？","answer":"因为当前最重要的不是进入一个更大的组织，而是进入一个还能保留 builder 空间、决策距离更短、边界更容易谈清的环境。10–50 人的小团队通常更接近这个条件。"},{"question":"你说要做独立产品人，为什么还在找工作？","answer":"两件事不互斥。独立产品人是长期方向，但它需要一个收入底盘来维持。现在找工作，是为了先把生活底盘稳住，同时选择一个不会把长期主线彻底打断的环境，最好还能在日常工作里积累可复用的判断力和产品经验。找工作和自己做产品，是同一个长期目标的两个阶段，不是两个互斥的方向。"}]},"jobs":{"meta":{"title":"Job Radar Board","updatedAt":"2026-05-29","methodology":"动态候选池来自 auto-find-job 的最新职位账本与官方 live 链接。先过现实 gate，再谈 title：时间主权、稳定性、正式用工、地点/通勤、语言可执行性和低损耗可胜任 lane 是最前面的约束；产品 / AI / builder 只是加分，不是唯一入口。字节 / 小红书类高强度公司如果缺少外部 WLB 正向证据，只能留在额外相关推荐。发布日期超过 90 天的岗位不再进入当天候选；校招 / 实习 / 应届入口不会保留在社招池。","primaryOnlyStages":["L0_shanghai_direct"],"fallbackOnlyStages":["L1_china_remote","L2_true_remote","L3_lower_priority_relaxed"],"hardGates":["岗位必须是官方 live 页面","时间主权不能明显低于底线","岗位结构必须是低损耗、边界清楚、现有能力可承接；运营、交付、实施、客户成功等 lane 不再按 title 直接挡下","语言与地点必须现实可执行","字节 / 小红书类高强度公司，若没有外部 WLB 正向证据，默认不进主池","远程只做底部 fallback，不能越级成为当天主推"],"relaxationOrder":["L0：上海本地 + 官方 live","L1：中国远程，只做底部补充","L2：真远程 benchmark，仍低于上海近似","L3：只放开更低优先级，不先牺牲时间主权"],"dataSources":["Feishu ATS","SmartRecruiters","Greenhouse"],"candidateCount":12,"staleFilteredCount":1,"sourcePolicyFilter":{"enabled":true,"excludedCandidateCount":11,"excludedCandidateLabels":["「电商B端产品」供应链产品经理","产品运营- 创新业务方向","买手运营","直播公会运营","足球话题运营","消费品-广告行业运营专家","增长AI应用工程师/专家","First Movers - 社区内容岗","【商业体验】体验运营专家（广告主/电商）","AI产品研发工程师-质效研发方向","First Movers - 内容岗"],"rule":"exclude xiaohongshu / 小红书 from current board"},"socialHireFilter":{"enabled":true,"excludedCandidateCount":2,"excludedCandidateLabels":["用户运营实习生-无限暖暖","技术策划实习生-无限暖暖"],"excludedOfficialEntryCount":1,"excludedOfficialEntryLabels":["首页 | 腾讯校招"]},"sourceMode":"auto-find-job ledger sync","referenceMode":"jobsource static reference only"},"decisionModel":{"version":"match-v3-life-stability","formula":"GatePass required; raw MatchScore is now a v3 proxy for Decision Score. 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In this role, you’ll be the heartbeat of our physical design process—translating visionary concepts into reality through advanced fabrication, and influencing the studio through your deep technical mastery of making. What You’ll Do Build diverse prototypes: Fabricate a wide array of physical models for the design team—ranging from quick, iterative volumetric shape studies to high-fidelity, presentation-ready aesthetic and functional prototypes. CAD &amp; CAM programming: Partner closely with the team to take CAD models or rough concepts and seamlessly bridge the gap to perfectly executed physical objects. Utilize software (specifically Rhino, Siemens NX, and Fusion 360) to translate complex surfacing and design intent into models and toolpaths. Operate machinery and techniques: Expertly set up and run CNC machines, laser cutters, 3D printers, and manual machine tools. 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US locations are categorized into tiers based on a cost of labor index for that geographic area. While most offers will be closer to the starting range, successful candidates' pay will be determined based on job-related skills, experience, qualifications, work location, internal peer equity, and market conditions. These ranges may be modified in the future. Region 1: $172,000 - $203,000 A recruiter can determine your zones/tiers based on your US location. We are not considering candidates residing in the following states: Alaska (AK), Arkansas (AR), Delaware (DE), Iowa (IA), Mississippi (MS), Nebraska (NE), Oklahoma (OK), Rhode Island (RI), South Dakota (SD), Vermont (VT), West Virginia (WV), and Wisconsin (WI) &nbsp; &nbsp; Oura is proud to be an equal opportunity workplace. We celebrate diversity and are committed to creating an inclusive environment for all employees. 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