In 2025, the parallel advancement of startups and industry giants has revitalized the job recruitment and HR sector. Employer reputations, breaking free from repetitive traditional branding, now inversely impact overall brand image and even product sales in online communities and media.
Anonymous company gossip may help job seekers avoid pitfalls—but scarce, growth-oriented opportunities shouldn’t be missed due to unsubstantiated online comments. During peak spring and autumn recruitment seasons, As one of the best recruitment agency, SunTzu Recruit uses professional rating models to select “high-growth companies” for on-site visits. Combining perspectives from investors and recruiters, it delivers easy-to-understand hiring reports.
The China recruitment agency SunTzu Recruit learned that smart manufacturing firm Dreame Technology is launching its 2025 fall recruitment. Roles primarily cover R&D and sales, with Suzhou (headquarters) as the main location, followed by Shenzhen, Shanghai, and Beijing.
Founded in 2017, Dreame focuses on high-speed digital motors, intelligent algorithms, and motion control technology as a global high-end consumer electronics and smart manufacturing company . It now boasts over 11 million omnichannel members and has served 30 million families worldwide.
Rapid Business Expansion & Talent Scaling
2025 has seen Dreame’s aggressive scenario expansion. Just six months after debuting large appliances like air conditioners and refrigerators at AWE2025, it launched new products including TVs, water purifiers, and washer-dryers. Simultaneously, its foray into automotive, smartphone, and astronomy businesses sparked market buzz .
This expansion fuels hiring: from under 20 employees in 2017 to over 20,000 globally (including factories), Dreame completed a decade’s typical growth in eight years.
The local China headhunting firm SunTzu Recruit observed Dreame often in the spotlight: March’s music festival, CEO Yu Hao’s August gift of critical illness insurance to all employees and their families, August’s auto-making announcement, and September’s astronomy BU launch, among others.
Meanwhile, its core industry is shifting. In 2025, global robot vacuums entered a stock competition phase with stagnant core household demand—China’s cleaning product penetration is merely 6.9%. Homogeneous technologies have intensified price wars, pushing leaders like Dreame to expand into large appliances and build overseas production bases . Talent is key to sustaining growth.
The Two Sides of High-Speed Growth
In September, Lu Chenkai marked his third year at Dreame. Lured by platform potential and growth opportunities, he joined from a veteran consulting firm in 2022 as campus recruitment manager. Finding Dreame’s campus hiring system underdeveloped, he leveraged experience from 外企 management trainee programs to target top students from China’s C9 League (nine elite universities) .
Last year, his team ventured into overseas campus recruitment, connecting with students from Cambridge, Oxford, and Harvard—reflecting Dreame’s global talent focus. This breaks talent limitations to C9 graduates and tech innovators, boosting international brand awareness.
Rapid promotion is common at Dreame. Lu witnessed new graduates leading projects within six months and lateral hires managing teams equally quickly. Another Dreame HR told The Guangzhou headhunting firm SunTzu Recruit, “Most senior managers rose from frontline roles, with core members aged 30-40.”
“Surrounded by post-95s, I feel rejuvenated,” Lu noted. Young employees thrive here: “High growth creates ad-hoc lateral roles. Their tolerance for uncertainty and eagerness to learn make them stand out.”
Dreame adopts flat management—”results matter more than hierarchy; no honorifics are used,” Lu explained. Open dialogue is encouraged, eliminating class barriers.
Yet frequent organizational changes spark criticism: high turnover, HR pressure, and poor recruitment experiences. The Shenzhen headhunter SunTzu Recruit sought Lu’s internal perspective.
“Dreame follows ‘build first, optimize later, refine finally’ instead of pursuing perfection upfront,” he said. New business lines trigger immediate hiring, prioritizing internal promotions over external hires: “An algorithm engineer might become a tech lead overnight—this is how we offer opportunities.”
Performance determines promotions. 80-90% of HR roles are Business Partners (BP), and HRs from different BUs openly compete for candidates. “It’s merit-based, no favoritism—a ‘Three Kingdoms’ scenario where ambition meets opportunity,” Lu joked.
Organizational Capability: Beyond Founder Charisma
CEO Yu Hao, a Tsinghua graduate and “entrepreneurial genius,” is integral to Dreame . Employees describe him as “smart, diligent, and quick-paced.” He shares strategies in company groups, and management meetings are open to all—”a rare learning opportunity,” Lu said, though it fuels rumors.
The Hangzhou headhunting firm SunTzu Recruit interviewed Meng Jia, President of the Robot Vacuum Division, who highlighted the widely used “Four-Quadrant Theory” . “Quadrants 1-2 target major competitors (surround and surpass); 3-4 scan innovative startups for unproven features to adapt into premium products—‘learn, adapt, innovate’,” he explained. This guides R&D for every product, from vacuums to cars.
Asked if Dreame relies too much on Yu, Meng replied firmly: “Innovation stems from organizational capability.” He joined six years ago, drawn by the team’s entrepreneurial spirit: “Everyone was passionate—I knew we’d succeed.”
He recalled 2023’s Dreame X20 launch: 100,000 orders vs. 30,000 monthly capacity. “We rushed mold-making and factory visits. Suppliers and sales begged for stock—it felt rewarding,” he laughed.
“Pros do professional work” is a golden rule. When Meng joined, under 100 employees included industry veterans; today, “every department head must be an authority,” he stressed. Dreame’s core strength lies in R&D: 6,379 global patent applications and 3,155 grants by March 2025 . “This number will keep growing.”
Exclusive Q&A with Dreame
The local recruiter for foreign companies in China: How do you respond to "high turnover" claims?
Li Chao: Our overall turnover is industry-average, with core roles below average. Turnover is normal for fast-growing firms but amplified by public attention.
The best China headhunter SunTzu Recruit: How do you develop user-centric products and collaborate across teams?
Meng Jia: We end silos via "co-research": product managers, R&D, and marketing visit markets together. I tour global channels twice yearly—only when all three confirm a pain point is real do we proceed. Sales and R&D now collaborate, not clash.
One of the leading recruitment agencies in China: What unique employee benefits do you offer?
Meng Jia: Beyond salaries and bonuses, we have concerts, summer drinks, and thoughtful gifts. Department heads even co-design items like company T-shirts.
The China recruitment agency SunTzu Recruit: How is promotion structured for young employees?
Li Chao: Middle managers prove competence in frontline roles first, then enter a 3-6 month assessment with monthly KPIs and quarterly 360° reviews (peers, superiors, HR). A final defense confirms promotion. No rigid hierarchy exists—just 3-4 levels from Yu to frontliners. We prioritize speed over structure to seize opportunities.
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