在 美国 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Washington, D.C. UTC-10 to UTC-4
New York City, Los Angeles, Chicago, San Francisco
US Dollar (USD)
English, Spanish
biweekly
8.25% + variable
美国人才格局
The United States has an estimated labor force of about 174.8 million (2025), with talent demand concentrated in technology, healthcare, financial services, manufacturing and professional services. International employers are most likely to find relevant candidate pools for AI & Software Engineering, Healthcare, and Cybersecurity. Its scale can support multi function hiring, although availability and compensation vary significantly by location, seniority and industry. Competition for experienced professionals is typically strongest in technology intensive and regulated functions.
主要经济中心
New York City, Los Angeles, Chicago, San Francisco
热门技能
AI & Software Engineering
职场文化
Direct Communication and Individual Ownership
American workplaces often value explicit communication, personal initiative and clear accountability. Employees may expect to state opinions openly and be evaluated on measurable contribution.
Fast Decisions and Meeting Efficiency
Meetings generally start on time, focus quickly on outcomes and end with assigned next steps. Excessive background without a clear recommendation can lose attention.
Manager Accessibility with Strong Performance Focus
Many organisations use relatively informal titles, yet managers remain accountable for results. Regular feedback, recognition and documented goals are common expectations.
平均薪资
| 职位名称 | 平均月薪（USD） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 4,850 USD | S$6,596 |
| Administrative Executive, Mid (3-5 years) | 6,500 USD | S$8,840 |
| Book Keeper, Junior (1-3 years) | 4,350 USD | S$5,916 |
| Book Keeper, Mid (3-5 years) | 5,900 USD | S$8,024 |
| Finance Executive, Junior (1-3 years) | 5,600 USD | S$7,616 |
| Finance Executive, Mid (3-5 years) | 7,350 USD | S$9,996 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 5,600 USD | S$7,616 |
| Graphic Designer, Mid (3-5 years) | 8,100 USD | S$11,016 |
| UI/UX Designer, Junior (1-3 years) | 5,900 USD | S$8,024 |
| UI/UX Designer, Mid (3-5 years) | 10,300 USD | S$14,008 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 8,100 USD | S$11,016 |
| Data Analyst, Mid (3-5 years) | 10,600 USD | S$14,416 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 8,100 USD | S$11,016 |
| Data Engineer, Mid (3-5 years) | 13,100 USD | S$17,816 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 8,100 USD | S$11,016 |
| Data Scientist, Mid (3-5 years) | 10,900 USD | S$14,824 |
| Machine Learning Engineer, Junior (1-3 years) | 6,850 USD | S$9,316 |
| Machine Learning Engineer, Mid (3-5 years) | 10,300 USD | S$14,008 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 6,550 USD | S$8,908 |
| Content Marketing, Mid (3-5 years) | 9,650 USD | S$13,124 |
| Digital Marketing, Junior (1-3 years) | 6,550 USD | S$8,908 |
| Digital Marketing, Mid (3-5 years) | 9,650 USD | S$13,124 |
| Growth Marketing, Junior (1-3 years) | 6,850 USD | S$9,316 |
| Growth Marketing, Mid (3-5 years) | 10,300 USD | S$14,008 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 8,400 USD | S$11,424 |
| Backend Developer, Mid (3-5 years) | 12,450 USD | S$16,932 |
| 职位名称 | 平均月薪（USD） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 8,100 USD | S$11,016 |
| DevOps Engineer, Mid (3-5 years) | 10,900 USD | S$14,824 |
| Site Reliability Engineer, Junior (1-3 years) | 8,100 USD | S$11,016 |
| Site Reliability Engineer, Mid (3-5 years) | 11,500 USD | S$15,640 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 4,050 USD | S$5,508 |
| Customer Service Officer, Mid (3-5 years) | 5,300 USD | S$7,208 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 5,900 USD | S$8,024 |
| Customer Success Manager, Mid (3-5 years) | 8,400 USD | S$11,424 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 5,300 USD | S$7,208 |
| HR Executive, Mid (3-5 years) | 7,150 USD | S$9,724 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 6,550 USD | S$8,908 |
| Blockchain Developer, Mid (3-5 years) | 9,650 USD | S$13,124 |
| Payments Engineer, Junior (1-3 years) | 6,550 USD | S$8,908 |
| Payments Engineer, Mid (3-5 years) | 8,700 USD | S$11,832 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 7,450 USD | S$10,132 |
| Cloud Engineer, Mid (3-5 years) | 10,900 USD | S$14,824 |
美国招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
美国的薪酬发放
发薪周期
Every other Friday is common, although the required frequency and deadlines vary by state.
最低工资
The federal minimum wage applies unless a higher state or local minimum wage is required.
加班费
- 40 hours per workweek under federal law for covered nonexempt employees. States may impose additional daily or weekly rules. - Apply federal and state rules, using whichever is more protective.
- Federal overtime: Regular Rate × 1.50 × Hours Above 40 in the Workweek. - Apply more protective state daily-overtime or double-time rules where applicable.
奖金
第 13 个月薪资
The United States does not require a 13th month salary. Bonuses may be discretionary or nondiscretionary under federal wage and hour rules, with state law and the employer’s written plan also relevant.
No statutory 13th month formula. Any separate annual bonus follows the amount or formula in the applicable contract, collective agreement, or binding employer scheme.
Employees covered by the plan are eligible. Nondiscretionary bonuses promised in advance generally must be included in the regular rate when calculating overtime for nonexempt employees. A truly discretionary bonus is determined at the employer’s sole discretion near the end of the period.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Public healthcare or mandatory medical coverage in United States | There is no universal employer paid public health insurance. Applicable large employers under the Affordable Care Act may face penalties if they do not offer affordable minimum essential coverage to at least 95 percent of full time employees and dependants. |
| Statutory termination or end of service entitlement in United States | Federal law does not require severance pay. Any severance obligation comes from an employment agreement, plan or established employer practice, while final wage timing and payout of unused vacation depend on state law. |
| Work injury protection under Social Security and Medicare, federal and state unemployment insurance and workers’ compensation | In United States, occupational injury protection is tied to Social Security and Medicare, federal and state unemployment insurance and workers’ compensation. The employer must complete the applicable registration or insurance arrangement before exposure begins, report workplace accidents within the legal deadline, and fund the employer portion. Benefits generally cover treatment, temporary incapacity, permanent disability and survivor payments, but the responsible institution and assessable wage follow the local scheme. |
| Social Security and Medicare, federal and state unemployment insurance and workers’ compensation | The core employer obligation in United States is registration and payroll remittance under Social Security and Medicare, federal and state unemployment insurance and workers’ compensation. This is not a general allowance: it is the named statutory arrangement for the pension, retirement, unemployment, medical or related branches stated in the programme title. Coverage must be checked against establishment size, employee status, nationality and earnings limits, and contributions must be paid to the relevant authority by its filing deadline. |
| 可选 | |
| Housing, relocation and remote work support in United States | Housing, relocation and remote work support in United States is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
| Meal, commuting and business travel support in United States | Meal, commuting and business travel support in United States should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Performance or profit sharing bonus in United States | Bonus plans should distinguish discretionary bonuses from nondiscretionary bonuses. Nondiscretionary bonuses generally must be included in the regular rate when calculating overtime for nonexempt employees. |
| Supplementary private medical insurance in United States | Private medical insurance in United States should be designed around the gaps left by Social Security and Medicare, federal and state unemployment insurance and workers’ compensation. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
税务
国家税收
美国的国家税收名为 No federal VAT or GST; state and local sales tax rates vary by jurisdiction
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Taxable & Exempt Components | ||
| Benefits in Kind | Taxable unless a specific exclusion applies | Fringe benefits are generally taxable unless a specific federal exclusion applies. Valuation and withholding depend on the benefit type, and state treatment can differ. |
| Bonuses and Cash Allowances | Generally taxable; qualified overtime deduction may apply | Cash salary, bonuses, and allowances are generally taxable wages. For tax years 2025 through 2028, qualifying employees may deduct the premium portion of eligible FLSA overtime, subject to limits and phaseouts. |
| Taxable Income Adjustments | ||
| Standard or Itemized Deductions | Depends on filing status and tax year | Individuals generally reduce adjusted gross income using either the applicable standard deduction or eligible itemized deductions. Certain above the line deductions and tax credits may also apply depending on filing status and circumstances. |
| Income Tax Structure | ||
| Non-Resident Employment Income | Federal 10% to 37% | Nonresident alien employment income that is effectively connected with a United States trade or business is generally taxed at graduated federal rates. Treaty, visa, days of presence, state, and local rules may change the result. |
| Resident Tax Rates | Federal 10% to 37%, plus possible state and local tax | United States employment income is subject to progressive federal income tax. State and local income taxes may also apply depending on the employee’s work and residence locations. |
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