How to land a job at Nvidia
如何获得英伟达的工作机会
Securing a job at Nvidia requires candidates to have proficiency in at least four programming languages and in-depth knowledge of semiconductors among other things.
要在英伟达获得工作机会，应聘者需要掌握至少四种编程语言，并且具备对半导体等方面具有深刻的了解。
In the last three weeks the U.S. company has been actively recruiting in Vietnam via LinkedIn, including managers, engineers and senior engineers. These positions demand specialized expertise, qualifications and work experience, reflecting Nvidia's rigorous global hiring standards as the world’s most valuable semiconductor firm.
在过去的三个星期，英伟达通过LinkedIn在越南积极招聘，包括经理、工程师和高级工程师等职位。这些岗位需要应聘者具备专业知识、相关资质以及工作经验，反映了英伟达作为全球最有价值的半导体企业的严格的全球招聘标准。
Founded in 1993 by Jensen Huang, Chris Malachowsky and Curtis Priem, Nvidia had just 42 employees in 1996. Today it has around 30,000.
英伟达于1993年由黄仁勋、克里斯·马拉考斯基（Chris Malachowsky）和柯蒂斯·普里姆（Curtis Priem）创立，到1996年公司仅有42名员工。如今，英伟达员工数量已接近30000人。
According to Statista, more than 50% of Nvidia's workforce is based in the U.S., primarily engaged in research and development. Its workforce in Asia focuses on engineering and operational roles, with India making up the largest share with 15%. The remainder is spread across Europe, the Middle East and Africa.
根据Statista的数据，英伟达超过50%的员工位于美国，主要从事研究与开发工作；在亚洲的员工则以工程和运营岗位为主，其中印度占最大比例，为15%；其余员工分布在欧洲、中东和非洲。
The hiring process at Nvidia, described by 4DayWeek as a "journey where the possibilities are limitless," is relatively short, typically lasting three to eight weeks from application to decision.
4DayWeek（一个旨在推广每周工作四天的倡议活动）将英伟达的招聘过程描述为“一个充满无限可能的旅程”，整体时间相对较短，从申请到决定录用通常只需三到八周。
Candidates must first tailor their resumes to align closely with the job requirements, emphasizing their qualifications, experience and skills to make a strong initial impression.
应聘者首先需要根据职位要求调整简历，突出自己的资历、经验和技能，以留下强烈的第一印象。
Once shortlisted, candidates proceed to an initial recruiter screening. At this stage recruiters assess the applicant's skills, work history, relevant projects, and, most importantly, their passion for the job.
进入初选后，应聘者将参加招聘人员的初步筛选。在这一阶段，招聘人员会评估申请人的技能、工作经历、相关项目，而最重要的是他们对工作的热情。
This is a critical opportunity for candidates to demonstrate their capabilities and how they can contribute to the team.
这是应聘者展示自身能力以及如何为团队作出贡献的关键机会。
The next stage is a technical phone screen, where candidates tackle one or two coding problems, often involving algorithms and data structures, in an hour-long virtual session.
下一个阶段是技术电话筛选，应聘者需要在一个小时的虚拟面试中解决一到两个编码问题，这些问题通常涉及算法和数据结构。
Recruiters observe the problem-solving process in real time, requiring candidates to share their computer screens during the session.
招聘人员会实时观察问题解决过程，要求应聘者共享其电脑屏幕。
Successful candidates move on to the on-site technical interview, which consists of five or six sessions of around 45 minutes each.
通过技术电话筛选的应聘者将进入现场技术面试，通常包括五到六场，每场大约45分钟。
Nvidia experts begin with 10 minutes of general questions before diving into 30 minutes of technical questions and coding challenges.
英伟达的面试专家会先用10分钟提问一些常规问题，然后进行30分钟的技术问题与编码挑战。
Applicants are expected to demonstrate proficiency in C++, Python, computer architecture, data structures, algorithms, embedded systems, and other skills, all essential to Nvidia's leadership in GPUs, AI, robotics, and high-performance computing, according to Aura Workforce Analytics.
根据Aura Workforce Analytics的分析，申请者需要展示他们在C++、Python、计算机架构、数据结构、算法、嵌入式系统等方面的熟练度，这些技能对于英伟达在GPU、人工智能、机器人技术和高性能计算领域的领导地位至关重要。
The final stage evaluates candidates’ alignment with Nvidia’s values and suitability for the role’s demands. Human resources representatives assess behavior, work habits and approaches to handling various workplace scenarios.
最后阶段将评估候选人与英伟达价值观的一致性及其是否适合该岗位的要求。人力资源代表将考察应聘者的行为方式、工作习惯以及应对各种工作情境的方法。
Reddit user ursonor99 shared their experience earlier this year, saying: "Beyond the simple concepts lie complex technical questions. Textbooks and YouTube offer theoretical advice, but real-world application is much tougher."
今年早些时候，Reddit用户ursonor99分享了自己的经历，他说：“简单概念的背后是复杂的技术问题。教科书和YouTube提供了理论指导，但实际应用则要困难得多。”
"Instead of tackling every technical question at once, treat it like a competitive exam and prioritize. Time limits mean you won’t be able to solve everything."
“不要试图一次性解决所有技术问题，要像应对竞赛考试一样进行优先排序。时间限制意味着你不可能解决所有问题。”
Glassdoor data reveals that 60% of Nvidia interviewees rated their experience as "positive," 18% as "negative," and 23% as "neutral." The difficulty level was rated 3.2/5, slightly higher than for other major tech companies.
Glassdoor的数据显示，60%的英伟达求职者将他们的面试体验评价为“积极”，18%为“消极”，23%为“中立”。面试难度评分为3.2/5，略高于其他主要科技公司。
Nvidia employees get lucrative compensation packages. However, Bloomberg describes the work environment as a "pressure cooker," characterized by long hours, intense meetings and high expectations -- a work culture fostered by its CEO, Jensen Huang, since inception.
英伟达员工的薪酬福利很丰厚。然而，彭博社将其工作环境描述为“高压锅”，特点是长时间工作、激烈的会议和高期望。这种工作文化自创立以来就由其CEO黄仁勋一手打造的。
One former employee reported working seven days a week, with shifts often ending around 1 or 2 a.m., while some colleagues worked even later.
一位英伟达前员工透露，他每周工作七天，常常要到凌晨1点或2点才下班，而有些同事甚至工作到更晚。
Another staff member described attending between seven to 10 meetings daily, many of which escalated into heated arguments.
另一名员工描述，他每天需要参加七到十场会议，其中许多会议演变成激烈的争论。
Unlike other tech firms, Nvidia’s workplace lacks relaxation spaces, and employees are expected to operate at full capacity.
与其他科技公司不同，英伟达的工作场所缺乏休闲空间，员工被要求全力以赴地工作。
However, staff working for long often find themselves in "semi-retirement" due to the substantial wealth accumulated from stock options, which vest over four years.
然而，在英伟达工作多年的员工往往进入“半退休”状态，因为通过股票期权，他们能在四年多的时间里积累到可观的财富。
According to Business Insider, Nvidia maintains a "no layoffs" culture. Instead of dismissing underperforming employees, the company reassigns them to new departments.
根据Business Insider的报道，英伟达坚持“不裁员”的文化。对于表现欠佳的员工，公司会将其重新分配到新的部门。
In an interview in April, Huang explained that his leadership style stems from decades of overcoming adversity and said he prefers to "torture employees into greatness," believing this approach helps them improve and achieve their best.
在今年4月的一次采访中，黄仁勋解释说，他的领导风格源自数十年克服逆境的经历，并表示他更倾向于“用磨砺成就卓越”，相信这种方式能帮助员工提升并获得最高成就。
Appearing on U.S. network CBS News’ "60 Minutes" earlier this year he said: "If you want to do extraordinary things, it shouldn't be easy."
今年早些时候，黄仁勋在美国CBS新闻的节目《60分钟》中表示：“如果你想做非凡的事情，就不该期待它会轻而易举。”
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Nvidia's Hiring Process
英伟达招聘流程
1. Resume Tailoring: Candidates align their resumes with job requirements to highlight relevant qualifications, skills, and experience.
简历定制：应聘者根据职位要求调整简历，突出自身相关的资历、技能和经验。
2. Recruiter Screening: Initial screening assesses skills, work history, relevant projects, and passion for the role.
招聘筛选：初步筛选评估应聘者的技能、工作经历、相关项目以及对岗位的热情。
3. Technical Phone Screen: Candidates solve one or two coding problems, usually involving algorithms and data structures, during an hour-long virtual session with real-time observation.
技术电话面试：应聘者在一小时的虚拟面试中解决一到两个编码问题，通常涉及算法和数据结构，过程中需实时共享屏幕，接受考察。
4. On-Site Technical Interviews: Candidates undergo five to six sessions (around 45 minutes each), consisting of general questions and in-depth technical coding challenges. Proficiency in C++, Python, data structures, algorithms, computer architecture, embedded systems, and more is expected.
现场技术面试：应聘者需完成五到六轮面试（每轮约45分钟），包括通用问题及深入的技术编码挑战。面试过程中，需展示在C++、Python、数据结构、算法、计算机架构、嵌入式系统等领域的专业能力。
5. Final Assessment: Human resources evaluate candidates' alignment with Nvidia's values, behavior, and ability to handle workplace scenarios.
最终评估：人力资源部门会考察应聘者是否符合英伟达的价值观，评估其行为举止及应对工作场景的能力。
Time duration: Three to eight weeks.
时长：整个招聘流程通常需要三到八周。
Difficulty: 3.2/5,slightly higher than for other major tech companies.
难度：面试难度评分为3.2/5，略高于其它主要科技公司。
Overall review: A journey where the possibilities are limitless.
整体评价：一段充满无限可能的旅程。
Work Environment: Pressure cooker.
工作环境：高压锅般的工作氛围。
Compensation and Rewards: Lucrative compensation packages; No layoffs; Semi-retirement in 4 years or so.
薪酬与回报：薪酬丰厚；坚持“不裁员”的政策；大约四年后，员工通过股票期权积累财富，达到“半退休”状态。
Work culture: Torture employees into greatness.
工作文化：“用磨砺成就卓越。”
