Core Viewpoint - The financial industry is facing significant challenges in 2024, with frequent salary cuts and layoffs leading to a crisis for many professionals, prompting a shift towards ESG (Environmental, Social, and Governance) as a viable career path [1][4][36]. Group 1: ESG Development and Policy - ESG has gained traction globally, with increasing emphasis on sustainable development, leading to a growing demand for ESG talent [22][25]. - The Chinese government is mandating ESG reporting for listed companies, enhancing the regulatory framework and increasing the need for ESG professionals [3][14][15]. - The Ministry of Human Resources and Social Security highlighted that focusing on ESG will positively impact high-quality employment opportunities [4]. Group 2: Job Market and Opportunities - There has been a 60% year-on-year increase in new ESG job postings, indicating a surge in demand for ESG professionals [25]. - Financial institutions are establishing dedicated ESG investment departments, seeking candidates with ESG certifications [16][17]. - The job market for ESG roles is expected to grow significantly, with sustainable development professionals ranking second in job growth globally according to the World Economic Forum [23]. Group 3: ESG Certification and Training - The introduction of the Registered ESG Analyst certification aims to address the talent gap in the ESG sector, with a focus on providing necessary knowledge and skills [38][40]. - The certification process is designed to be accessible, with a high pass rate of 95%, and offers online exams for convenience [43][46]. - Training programs are being developed to equip professionals with ESG knowledge, enhancing their employability in a rapidly evolving job market [30][38]. Group 4: Talent Acquisition and Job Placement - Companies are increasingly recognizing the importance of ESG reporting, leading to a direct correlation between ESG knowledge and job placement success [15][50]. - Talent referral programs are being implemented to bridge the gap between job seekers and employers, ensuring that candidates with ESG expertise are matched with relevant job openings [51][56]. - Successful transitions into ESG roles have been reported, with many candidates receiving job offers from leading firms after obtaining ESG certifications [53][56].

《 清华本部如何做孵化 》 《 围绕清华的投资机构》 《 遍布全国的各分支力量》 《 深圳清华研究院、力合》 《清华内部的创新创业生态》 本周一的那篇还在被推流中，推的我甚至都有一点慌。索性就把这个快要忘记的清华系列捡起来。 我眼中，创而优则投的代表人物是英诺天使基金的李竹总。 李竹， 1965 年生人，清华大学计算机系本科。 1993 年首次创业，后被清华同方收购，出任同方软件与 系统集成公司总经理。 2000 年开始天使投资， 2005 年二次创业，创立直播网络电视平台悠视网。 2010 年开始在创投领域发力。 2010 年发起厚德新媒体版权基金， 2011 年发起孵化器 - 厚德创新谷， 2013 年发起设立英诺天使基金， 2014 年发起设立水木清华校友基金。 至今，英诺天使基金活跃于清华校友的创业圈，而且承办了清华内部诸多创赛等活动。 再考虑到李竹总的年龄，推测他当时的很多同级校友都做到了目前清华的教授级别，这进一步拓展了英 诺的优质项目来源。 （二）欧阳明高 本篇介绍我眼中三位能够代表清华创投特点的前辈。 我把三位分别总结为：创而优则投，教而优则创，教创投三位一体。也要说明，这只代表我个人看法。 ...

Core Viewpoint - The article discusses the challenges and inefficiencies within a state-owned enterprise in Northeast China, highlighting the outdated organizational structure and the impact on employee morale and productivity. Group 1: Organizational Structure - The company is a self-proclaimed technology-driven manufacturing enterprise with thousands of employees divided into approximately 10 production workshops, each functioning as a departmental unit [3] - Each workshop has a workshop director who is a departmental-level cadre, supported by two deputy directors responsible for production and technology, who are at the division level [4] - The organizational hierarchy includes various departments such as technology, production, quality, confidentiality, and comprehensive management, each with its own responsibilities and management layers [5][8] Group 2: Employee Roles and Responsibilities - Technical staff spend only one-third of their time on actual technical work due to the presence of multiple administrative and compliance roles [9][19] - Departments like the Technical Management Department focus on non-direct technical tasks, such as checking technical documents and collecting production optimization suggestions [10][11] - The Quality Department requires technical staff to write reports and analyze quality issues, which adds to their workload [17][19] Group 3: Career Progression and Employee Morale - The company primarily hires fresh graduates, with limited opportunities for lateral hiring, leading to a culture where many technical staff feel demotivated and seek other career paths [21][22][23] - There are competitive opportunities for promotion to department head positions, but only within the production and technology departments, which are crucial for the company's operations [24] - Employees who cannot advance to department head positions or become technical experts often settle for lower salaries and a work-life balance that resembles early retirement [30] Group 4: Recruitment and Retention Challenges - The company faces increasing difficulty in retaining and attracting university graduates, as fewer students are choosing relevant majors and many prefer to move to coastal cities or major urban centers [33] - The lack of new talent leads to increased workloads for existing employees, further contributing to turnover [33] - Local economic conditions, such as declining real estate values, have also impacted employee stability and satisfaction, as many employees are financially constrained by their housing investments [33][34]

过去几天，我家里出了一些事情。企鹅官方也很贴心的，对我账号做了功能限制，让我可以专心处理家 事。 目前账号功能已经恢复，《 上市公司业绩说明会治好了我的内耗 》已经可以正常转发。 然后，先和各位读者说声抱歉。这篇文章和投资无关，甚至并不涉及一些基本的商业信息或商业逻辑。 也因为和投资无关，和工作无关，所以留在周五的晚上发，尽量不要太多打扰读者朋友们。 几天前，我的父亲离开了这个世界，也远离了病痛的折磨。 从他确诊那一刻，从他被医生建议出院的那一刻，我就知道这一天的到来。所以我当下也比 较平静。 本篇文字，是在处理完父亲后事，返回北京的高铁上写下。 （一）关于父子 我和父亲的关系并不好。这种不好来自于很多方面。 他是一个十分倔犟和清高的人。他的性格，造就了他的一生清贫，这也是我当初要玩命高考，后来又玩 命工作的重要原因之一。 他也是个很传统，不能接受新鲜事物的人，这带来了我和他之间，非常多的矛盾和碰撞。 但是，我的身上又有挥之不去的，他的影子。 比如，我也对金融行业的种种，很看不下去，带来了这个公众号里很多别人不敢写的文章。 又比如，我和他一样，喜欢写东西。 所有的矛盾，内耗，都在他入土为安的那一刻，终止了，消 ...

Core Viewpoint - The article highlights the challenges and dynamics of investor relations during earnings calls, emphasizing the need for effective communication between companies and retail investors, while also reflecting on the early stage of China's investment industry [1][15]. Group 1: Earnings Call Dynamics - Earnings calls are mandatory for listed companies post-annual report disclosure, providing a platform for retail investors to ask questions [1][3]. - Retail investors often ask questions that have already been addressed in annual reports, indicating a lack of understanding or engagement with the provided information [4]. - Questions about undisclosed matters, such as the identities of major clients, are frequently raised, showcasing the curiosity and frustration of investors [5][6]. Group 2: Investor Sentiment - Many retail investors express dissatisfaction during earnings calls, often using the platform to vent frustrations about stock performance and company management [7][8]. - Common questions include concerns about stock price declines, dividend distributions, and comparisons with competitors, reflecting a deep-seated anxiety among investors [8][10]. - The emotional aspect of these calls is significant, as investors seek reassurance and accountability from company management [9][10]. Group 3: Company Communication Challenges - The role of the company secretary (董秘) is described as physically demanding, with numerous questions to address from a large audience of investors [11][12]. - The format of text-based Q&A sessions can lead to information being missed, resulting in dissatisfaction among investors who feel their concerns are not adequately addressed [9][12]. - There is a suggestion that companies may prepare standard responses, which could lead to a perception of insincerity or lack of engagement from management [12][13]. Group 4: Market Sentiment and Future Outlook - The article reflects on the early stage of the investment industry in China, with both retail and institutional investors expressing dissatisfaction [15][16]. - Despite the challenges, there is a sense of optimism about the future of the market, with hopes for improved investor relations and market performance [15][16]. - The enthusiasm of retail investors, even in a challenging market environment, is noted as a positive sign for the future of the investment landscape [15][16].

Group 1 - The core viewpoint is that advertising is merely a platform for clients to disseminate information, and the relationship ends once the advertisement duration expires [3][4][28] - The mindset towards accepting advertisements includes a sense of detachment and a realization that the investment industry is not as glamorous as initially perceived [3][4][5] Group 2 - The first realization after accepting advertisements is the pricing structure, where a follower count of 23,000 does not significantly enhance bargaining power unless the reading volume reaches 100,000 [7][8][9] - The second realization is that client demands are often impossible to fully satisfy, especially when they expect original content to be as engaging as regular articles [10][11][12] - The third realization is the discrepancy between the agreed advertisement price and the actual amount received, as intermediaries often take a cut, leading to a lower net income [13][14][15] Group 3 - To identify whether a post is an advertisement, the company has attempted to clarify the nature of the content to avoid confusion among followers, but challenges remain due to the nature of client relationships [16][20] - Future strategies include seeking more suitable clients and ensuring that advertisements are clearly marked to maintain transparency with followers [21][22][23][24]

最近有网友发现当初牵手门当事人之一董女士开通了抖音账号，并开始了直播带货。 这个账号从开启首场直播以来，目前已播出了11场。而且带货的内容大多都和旗袍有关。 2023年6月，一组太古里街拍照片火爆全网。 当时，网传一位国企领导在成都出差期间，与"小三"牵手逛街，被拍到视频并广泛传播。视频显 示，一中年男子与年轻女子牵手同行。多位网友指认，该男子疑似寰球工程项目管理(北京)有限 公司执行董事、党委书记、总经理胡继勇。 有知情者透露，视频中胡某勇的牵手的女子不是胡某勇的妻子，也不是其女儿。 两人疑为同事关系，而胡某勇妻子也是该公司员工。 北京SKP大部分商品或店铺消费是1元积1分，也就是说，仅仅在北京SKP的消费就超过240万。 当时就有网友预测，董小姐绝对有直播带货的潜质。 现在看来，真被网友言中了。 不过，虽然直播带货的门槛很低，但这种道德有污点的人的影响可能太坏了，该账户开启了直 播，但中途突然关闭，不久后主页显示该账户已被封禁。 经过有关部门调查，认定胡继勇反生活纪律，在婚姻存续期间与董某某存在生活作风问题；违反 廉洁纪律，改变公务行程借机旅游，并且属于顶风作案，影响恶劣，最终将胡继勇开除党籍、开 除公职 ...

23 年成立的一家 AI 企业，第一轮是某知名机构，第二轮是这家知名机构的 lp 再投，第三轮才是市场 化机构来投。 咱也不知道，第三轮的机构是否了解一二轮机构的关系。咱也不知道，估值是否逐轮上涨，不知怎么个 涨法。 某半导体领域成长期项目，最近一轮的投资机构是 2023 年初进入。按我个人经验，很可能交割是在 2022 年。 五一节前的那几天，刷屏的都是肖医生和董小姐的那点事，是某医院的 4+4 项目。 有人说：与医疗圈相比，投资圈真的太干净了。我深以为然。 投资圈究竟是怎么个干净法？ 10 页的 pdf ，有文字说明，有微信截图，在微信群里疯狂转发。 最后，机构和该投资人和解，双方发了一个声明，继续维持机构和基金的平稳运营。 咱也不知道究竟是咋和解的。 然后， 2024 年的时候，该机构的主责投资人因为要高升，其本人及其上级，都希望该投资人离开之 前，将各已投项目"处理干净"，避免影响其后续仕途。 恰好，按这个项目的2023年的收入利润，有一定可能性完不成上市对赌。注意，只是一定可能性，稍微 延期一两年，应该是有很大希望的。 于是，该投资人以并没有打算妥善和解的态度和方式，提出回购。创始人拒绝，于是投资人 ...

Group 1 - The article discusses the personal lives of investment professionals, highlighting that while most male investors are relatively honest, a minority exhibit questionable behavior [1][2] - A specific incident is described where a managing director (MD) frequently arranges meetings with local women during business trips, showcasing a lack of discretion [3][4] - The author recounts a disturbing experience of being subjected to inappropriate noises from the MD's activities during a work trip, illustrating the uncomfortable environment created by such behavior [5][6] Group 2 - Another story involves the same MD arranging a business trip where he shares accommodations with a colleague, leading to an awkward situation with a female guest who is introduced as a "colleague" [7][8] - The MD's intentions become clear when he suggests that the author join him in private encounters with the female guests, further emphasizing the inappropriate nature of the situation [12][13] - A third narrative involves a partner from a well-known institution who behaves inappropriately during a formal dinner, making advances towards a female attendee and discussing personal matters in an unprofessional manner [14][15] Group 3 - The article highlights a culture within certain investment firms where inappropriate behavior is tolerated or even normalized, as evidenced by the actions of the MD and the partner [16][17] - The partner's drunken state leads to him making suggestive comments and sharing personal anecdotes about his life choices, indicating a troubling mindset prevalent among some industry leaders [18][19]

最近某东和某团的外卖大战，轰轰烈烈。原本 28 号那篇打算作为五一节之前的最后一篇，后台有人问 我对外卖大战的看法，于是有了这篇。 为什么要这样？因为这会让他在送餐的时候，电梯会继续往上走。送完餐后，再回到电梯前的时候，电 梯基本恰好从最高层再下来。就能节省他的很多时间。 但是这个慎用哈，因为是部分侵害了现有住户的利益，增加了他们的等待时长。 同样是与外卖员一同乘梯的情形，如果他希望停在某一层以后，我等他一下，等他送完餐立刻回来，我 多半愿意等他。 我每天骑小黄车上下班。到地方以后，我都会把小黄车停的稍微远一点。把离小区门口最近的位置，留 给外卖员。 没有调度系统，就是说，我同时按三部，三部都会到我这一层来。 这个和外卖员是什么关系呢？ 普通人能做点什么 如果我在一楼等电梯，恰好旁边有外卖员也在等，我会选择和外卖员乘坐不同的梯。如果他比我的楼层 高，我如果中途下梯，可能会占用他十秒左右的时间。我不坐，就帮他节省了这十秒。 我现在住的小区，每栋楼 3 部电梯，而且没有电梯的调度系统。调度系统的意思是，我按了 3 部的其中 一部，系统会根据我要去的楼层，以及当时时点各个楼层的按梯情况，选择最适合的一部。 然后，如 ...