业务 sense
understanding business goals, priorities, and trade-offs
Job Description Jargon
Translate business sense, resilience, and 0-to-1 claims into actual responsibilities, resources, and job risks.
Chinese job-description jargon compresses real responsibilities, pressure, and resource constraints into personality labels. Translate each label into work, authority, support, and evaluation criteria.
Edited by Renhuaju Editorial TeamLast updated
What frequent expressions really mean
皮实
tolerating pressure and change, sometimes masking management risk
从 0 到 1
building a new initiative before resources and process are mature
能扛事
independently owning complex work and keeping it moving
高潜
judged to have high growth potential under explainable criteria
Job description jargon examples
Each example restores the people, actions, decisions, or measures omitted by the Chinese original.
1
Business sense
候选人需要有较强的业务 sense。
Clear English
The role must understand revenue and user goals and prioritize requests by impact and cost.
The original leaves out: Which decisions are required and how performance is judged.
2
Resilient under pressure
我们希望你足够皮实，能适应快速变化。
Clear English
Priorities may change frequently and several urgent tasks may overlap; ask about frequency, overtime, and team support.
The original leaves out: The pressure source, work rhythm, and support.
3
Build from zero to one
负责业务从 0 到 1 的完整搭建。
Clear English
Own research, design, first launch, and early validation—but confirm the budget, team, authority, and target scale.
The original leaves out: The starting point, resources, authority, and timeline.
4
Own difficult work
能独立扛事，对结果负责。
Clear English
Independently drive one complex project, coordinate partner teams, and report risk; the role should not be expected to execute every task alone.
The original leaves out: The project complexity, support, authority, and boundary.
5
High-potential talent
寻找高潜、自驱、愿意长期成长的伙伴。
Clear English
The company wants someone who sets goals and learns quickly; ask how potential is assessed and what development support exists.
The original leaves out: The criteria, career path, manager support, and promotion process.
Clarity checklist
- Map responsibilities to actual work, not personality labels.
- Clarify probation goals, evaluation, and reporting line.
- Match expected outcomes with team, budget, and authority.
- Explain the work rhythm behind flexibility and resilience.
Questions and templates to reuse
- 1.What three results should this role deliver in its first three months?
- 2.Which team, budget, and decision rights support those results?
- 3.Which observable behaviors define resilience, initiative, or high potential?