看上去是因为高管对Qwen团队现有的结果和生态位都不满意导致的。
原文链接：
https://www.reddit.com/r/Qwen_AI/comments/1rkmdry/junyang_lin_leaves_qwen_takeaways_from_todays/
The original Qwen team of over 500 people was constantly demanding more funding and more GPUs, yet they operated without any KPI evaluations.
Ultimately, their results were inferior to the small models cleverly distilled by MiniMax, despite Qwen’s total burn rate (costs) being more than 10x higher.
To the executives, the whole operation was a “black box” they couldn’t influence. Their only role was to provide whatever funding, headcount, or hardware was requested.
Looking at the final DAU (Daily Active User) metrics, the executives could only watch in helpless frustration.
At that point, the boss brought in someone from DeepMind as an observer. Their conclusion was equally damning: “The output looks like a temporary toy made by an intern”—hardly a glowing review.
In response, the boss began breaking down metrics into sub-indicators to prevent “self-congratulatory” reporting.
The team leaders interpreted this move—breaking down metrics and setting KPIs—as a threat to their positions. They attempted to leverage a collective resignation as a threat.
And so, it played out: “If you want to quit, then quit…”
Meeting takeaways:HR’s Spin: The Chief HR Officer is framing these changes as a way to bring in more talent and resources, not as a downsizing or a setback. The "Big Picture": Management says Alibaba is now a "model company." Qwen isn't just a side project for the base model team anymore—it’s a Group-wide mission. They want a "closed-loop" system to move faster, but they admitted they communicated the new structure poorly. The "Price" of Growth: Because Qwen is the top priority, the team has to expand, which means the "formation" has to change. They basically said, "Growth isn't free—there’s always a price to pay."• The Leadership Drama: They argued that while relying solely on Junyang’s brain is efficient, Jingren had to figure out where to put Zhou Hao to make things work. They claim there was no “office politics” involved. (Interestingly, management previously claimed Zhou Hao asked to report to Jingren because he was worried about fitting in).
Scaling Pains: They argued that 100 people aren’t enough for a project this big. They need to scale up, and in that process, they “can’t please everyone.”
Eddie Wu’s Defense: Eddie (Wu Ma) blamed the resource shortage on China’s unique market conditions. He apologized for not being aware of the resource issues sooner, but insisted he’s the most aggressive CEO in China when it comes to hunting for computing power. He claims Qwen is his #1 priority.
The “Bottleneck” Excuse: When asked why the Group was “strangling” their resources, Eddie claimed he had no idea there was a block. He said the priority was always high and blamed the whole thing on a “breakdown in communication.”
Jingren’s Take: Jingren admitted resources have always been tight. He even claimed that he’s being “sidelined” or bypassed himself. He also acknowledged the long-standing internal complaint that Alibaba Cloud’s own infrastructure is a pain to use, calling it a “historical issue.”
The Final Word on Junyang: When someone asked if Junyang could come back, the HR Lead shut it down. They said the company won’t “put anyone on a pedestal” or pay “any price” to keep someone based on “irrational demands.” They then turned it on the audience, asking, “What do you all think your price is?”
The Bottom Line: Management is prioritizing the “Group” over individual stars. They are essentially telling the team that if they want to be part of the “big mission,” they have to accept the new hierarchy and the loss of key leaders.
不过不是因为qwen
