"杭州还有租房补贴、生活补贴，对我们刚毕业的学生很友好。"刘欣然说，如果顺利找到工作，她 打算长期留在这里。 跟刘欣然一样，不少外地求职者都是冲着杭州的机遇与政策而来。安徽小伙邓浩远之前做过无人机 发动机测试，也会机械制图："如果学历不够或专业不对口也没关系，我先留下来再说。"他对月薪预期 很实在："5000元左右也能接受。" 杭州龙源壹度空间科技有限公司主攻可重复使用的液体运载火箭，公司HR肖夏怡开门见山："造火 箭很酷，但企业在初创阶段会有些'艰苦'，我们需要能沉下来的人。"公司今年计划从30多人扩充到100 人，并欢迎应届生加入，"航天不是一份轻松的工作，要做很多实验，有时还要去偏远的发射场。但我 们相信，真正热爱航天事业的年轻人，会在这里找到星辰大海。" 2月25日，杭州市新春首场人才招聘会上，80余家企业携309个职位亮相，计划招聘2817人。上午9 点多，会场里人头攒动，涌进许多年轻的面孔。7小时内，共有1005人次进场求职，165人次与企业达成 初步就业意向。 正全力打造就业创业友好之城的杭州，究竟靠什么留住年轻人？企业对青年人才又有着怎样的期 待？ 23岁的河南姑娘刘欣然几天前刚从郑州赶来。在 ...

以下文章来源于甬者有材 ，作者研究生处 衷心感谢贵单位长期以来对我所毕业生就业工作的关心与支持！ 为深入贯彻落实习近平总书记在中央人才工作会议的重要精神，进一步搭建精 准的人才对接桥梁，做好毕业生就业工作，促进我所毕业生高质量充分就业。宁波 材料所拟定于 3月13日周五 举办 2026"奔甬而来"中国科学院宁波材料技术与工程研 究所春季硕博专场招聘会 ，诚邀广大用人单位莅临我所广纳贤才。 中国科学院宁波材料技术与工程研究所（中国科学院宁波材料所）成立于2004 年4月，是由中国科学院、浙江省、宁波市三方共同共建的浙江省首家中国科学院直 属科研机构。以材料、化学、机械、生物医学工程为主要学科方向，同时积极发展 海洋材料与装备、生物材料、复合材料制备工艺等交叉科学技术，先后布局了材料 技术、材料+制造、材料+能源、材料+医工4大领域，经过20多年的努力，已成为新 材料及相关领域的重要研究基地和技术提供者。 2026年 ，中国科学院宁波材料所将为社会输送 789名应届毕业研究生 ，其中包 括 硕士研究生666名，博士研究生123名 。毕业生类型包括中国科学院大学学籍研 究生、宁波材料所与高校联合培养研究生和课题研究 ...

Core Insights - The 2026 Lianyungang Spring Talent Exchange Conference successfully attracted over 2,000 job seekers and featured more than 5,000 quality job positions from over 140 key enterprises, highlighting the city's strong economic vitality and talent magnetism [1][3] Group 1: Event Overview - The conference has been held for over 20 years and is recognized as a high-quality human resources service brand in the province, organized by multiple local government departments [3] - The event effectively connects the talent demands of enterprises with various job-seeking groups, including recent graduates, veterans, and unemployed individuals [3][4] Group 2: Recruitment Opportunities - The conference featured specialized recruitment zones for industries such as petrochemicals, biomedicine, and e-commerce, with leading companies offering high-paying positions in various fields [4] - Many technical and management positions offered monthly salaries exceeding 10,000, along with competitive benefits and career development opportunities [4] Group 3: Innovative Services - The event introduced diverse service areas, including live-streaming recruitment and expert consultations, providing a comprehensive employment service experience for job seekers [4][10] - A social practice recruitment area attracted many university students, offering them opportunities to explore local technological innovations and practice routes [12] Group 4: Employment Support Initiatives - The conference included a special recruitment session for enterprises associated with the Political Consultative Conference, addressing the dual challenges of recruitment difficulties for companies and employment challenges for job seekers [6] - Participating enterprises emphasized their social responsibility in supporting employment and local economic development [8] Group 5: Online and Offline Integration - The event utilized a dual-track approach, combining online and offline recruitment to enhance accessibility and efficiency for job seekers [10] - The online platform provided continuous access to job opportunities for those unable to attend in person, creating a "never-ending" talent event [10][13] Group 6: Future Plans - The success of the conference reflects the city's commitment to becoming a regional talent hub, with plans for regular recruitment events and collaborations with local universities to maintain a steady flow of job opportunities [15]

Financial Data and Key Metrics Changes - Net income for the fourth quarter totaled $57.9 million, with diluted EPS of $0.97, reflecting a 3.2% increase linked-quarter and a 5.4% increase year-over-year [4] - For the full year, net income reached a record $224.1 million, with diluted EPS of $3.70, and adjusted continuing operations net income increased by $37.8 million, or 20.3% [4] - Return on average assets was 1.21% and return on average tangible equity was 12.97% [4] - Loans held for investment increased by $126 million, or 0.9% linked-quarter, and $584 million, or 4.5% year-over-year [4][5] - Total revenue for the fourth quarter was $204 million, while full-year revenue reached $800 million, marking a record for the company [7] Business Line Data and Key Metrics Changes - The mortgage banking business saw increased production and significant profitability improvements [3] - Wealth management revenue reached an all-time high, driven by improved asset values and new account acquisitions [3][32] - Non-interest income for the fourth quarter totaled $41 million, up 3.3% linked-quarter, and for the full year, it was $164 million, representing 20.5% of total revenue [8] Market Data and Key Metrics Changes - The deposit base declined by $131 million, or 0.8% linked-quarter, primarily due to a decrease in public fund deposits [5] - Year-over-year, deposits increased by $392 million, or 2.6%, driven by growth in commercial and personal balances [5] Company Strategy and Development Direction - The company aims for mid-single digit growth in loans held for investment and deposits for the full year 2026 [11] - The net interest margin is expected to be in the range of 3.8%-3.85% for 2026, with net interest income also anticipated to increase mid-single digits [11] - The company is focused on organic loan growth, potential market expansion, and M&A opportunities depending on market conditions [12] Management's Comments on Operating Environment and Future Outlook - Management expressed confidence in maintaining momentum into 2026, highlighting significant improvements in financial performance over recent years [12] - The company noted that credit quality has improved, with net charge-offs for 2025 at 13 basis points of average loans, and expects normalization of credit costs [20][22] Other Important Information - The board announced a 4.2% increase in the regular quarterly dividend to $0.25 per share, payable on March 15, 2026 [10] - The company repurchased $80 million of common stock during the year, including $43 million in the fourth quarter [7][10] Q&A Session Summary Question: Inquiry about new hires in the fourth quarter and talent acquisition strategy - Management reported 13 new production hires in the fourth quarter, focusing on organic expansion and improved loan growth [16][17] Question: Clarification on credit cost normalization and expectations for charge-offs - Management expects net charge-offs to stabilize at 13-15 basis points of average loans, with improvements in credit quality contributing to lower provisioning costs [20][22] Question: Discussion on guidance and key levers impacting growth - Loan growth and capital deployment were identified as key drivers for guidance, with management expressing confidence in maintaining solid loan growth while managing capital effectively [28][29] Question: Inquiry about expense growth cadence throughout the year - Management indicated that expense increases are typically higher in the second half of the year due to merit increases and performance-based bonuses [40][42] Question: Discussion on M&A activity and market opportunities - Management acknowledged increased discussions around M&A but emphasized a cautious and selective approach, focusing on organic growth while remaining open to opportunistic deals [45][51]

Group 1 - The recruitment of foreign-funded public funds is showing signs of recovery, but there is still a gap compared to historical peaks like 2019 [2] - The demand for mid-level positions is high, and foreign public funds typically offer attractive salaries for these roles [2] - Key positions being recruited include market strategists, operations roles, and e-commerce talent across various foreign funds [2][3] Group 2 - Experienced channel talent is highly sought after, but they are cautious about moving to foreign institutions due to potential personnel and strategic changes initiated by headquarters [3] - The lack of personnel in newly established foreign-funded public funds makes it challenging to build extensive channel networks [3] - Local experience in marketing and sales is crucial for the survival of foreign-funded public funds, necessitating sufficient autonomy for local leaders [3] Group 3 - In 2025, foreign-funded public funds experienced an average of 2.44 executive changes per firm, slightly below the industry average of 2.53 [4] - Notable executive changes include the departure of Allianz Fund's chairman and the hiring of a new sales head from China Europe Fund [4][5] - Other funds like Fidelity and Morgan also saw significant executive turnover, indicating a dynamic leadership landscape [5][6] Group 4 - Strategic adjustments are evident as some foreign-funded public funds focus on institutional business due to a shortage of channel personnel [7] - Fidelity Fund launched its first pension FOF, becoming the first foreign-funded public fund to do so after regulatory relaxations [7] - BlackRock Fund shifted its strategy towards systematic stock investment, achieving significant growth in non-monetary scale [8] Group 5 - Foreign-funded public funds face profitability pressures as they transition from obtaining licenses to expanding their business [8] - The ability to demonstrate profitability is becoming a critical task for the leadership of foreign public funds in China [8] - Respecting local market dynamics is essential for foreign institutions to benefit from the growth of China's asset management industry [8]

Core Insights - The key focus for the energy storage industry in 2026 remains "going overseas" as domestic markets face intense competition, prompting companies to seek opportunities in emerging international markets [1] Group 1: Talent and Market Dynamics - Talent is not only a productivity driver but also a barometer for industry health, with a significant demand for skilled personnel in the overseas energy sector [2] - The conversation highlights the challenges faced by small and medium-sized brands in securing resources and talent while larger brands successfully expand globally [2][3] - The overseas recruitment market has become increasingly competitive, with many new players entering the energy storage sector, particularly from the home appliance industry, leveraging their cost control and established distribution channels [4] Group 2: Recruitment Trends - There has been a shift in recruitment preferences, with companies now seeking local sales talent and technical experts who can effectively engage with clients, rather than solely relying on foreign executives [5] - The recruitment landscape has evolved, with companies now looking for candidates who perfectly match specific regional, product, and experience criteria, emphasizing cost-effectiveness [8][9] - The limited availability of experienced talent in the energy storage sector poses a significant challenge for companies aiming to build effective teams [10] Group 3: Challenges in Leadership and Strategy - Mid-level management faces dual pressures of generating sales while building and training teams, which complicates their roles and increases turnover rates [11][12] - High-level talent recruitment is particularly challenging, as leaders must balance strategic planning with hands-on sales efforts, often requiring them to educate their teams on industry specifics [15][16] - Companies must overcome their reliance on past successes and trust new executives to adapt to the energy storage market [17] Group 4: Market Entry and Investment Strategies - Companies need to assess their capabilities before entering international markets, with those possessing strong product offerings and team structures able to expand globally, while others may need to start in lower-cost markets [19] - The challenges of overseas expansion include financial constraints, geographical distance, and long return periods, necessitating active involvement from company leadership [20] - Companies must align their recruitment strategies with market demands, which are influenced by policy changes and regional market dynamics [21] Group 5: Strategic Recommendations - Successful overseas expansion requires company leaders to be directly involved in operations, rather than relying solely on external sales personnel [22] - Companies should develop a clear understanding of their competitive advantages and invest strategically to survive in increasingly competitive markets [22] - Emphasizing local cultural and legal considerations is crucial for successful market entry [22] Group 6: Conclusion - The overseas market presents significant opportunities for profit and high salaries, but companies must engage deeply to realize these benefits [25]

Group 1 - The recruitment fair will offer over 9,600 job positions targeting recent graduates, high-level talents, unemployed youth, and skilled young professionals [1] - Participating companies span various key industries including computer science, environmental technology, education, mechanical manufacturing, digital intelligence, finance, law, hospitality, logistics, healthcare, software, foreign trade, and food [1] - Job positions available include roles such as new media operations, project managers, operation directors, management trainees, e-commerce, technical development, administrative personnel, and graphic design [1] Group 2 - The event will take place on Saturday from 10 AM to 1 PM at the first floor of Wanda Square in Zhengdong New District [1] - The recruitment area will feature a company recruitment zone and a company display zone, with support for online resume submissions via mobile scanning [1] - The fair aims to provide diverse matching services for job seekers to facilitate efficient job placement and face-to-face recommendations [1]

Group 1 - The "Million Talents Gathering in South Guangdong" recruitment event was held in Shenzhen, featuring 40 employers offering 955 job positions, with a focus on green ecology in the Heyuan exhibition area [1][2] - The event broke traditional recruitment models by integrating job matching, industry displays, and cultural experiences, showcasing the advantages of the Guangdong-Hong Kong-Macao Greater Bay Area [1][2] - Heyuan's exhibition highlighted the achievements of its "1+3" industrial cluster and presented a comprehensive policy system for talent introduction, training, and service [1][3] Group 2 - The recruitment matrix included 40 quality employers across various sectors, planning to hire 955 individuals, with 27 employers participating in on-site recruitment [2] - Job positions offered varied in educational requirements, with 552 for associate degrees, 195 for bachelor's degrees, 120 for master's degrees, and 10 for doctoral degrees, along with a clear salary structure [2] - The talent policy system in Heyuan includes housing support, educational opportunities for children, and medical benefits, aimed at attracting and retaining talent [3][4]

Group 1 - The "Million Talents Gathering in South Guangdong" recruitment fair launched in Shenzhen, featuring 1,825 key employers and over 65,000 job openings, aimed at attracting talent from both domestic and international sources [1] - The event is supported by 21 cities in Guangdong, showcasing a diverse range of industries and companies, including over 40 Fortune 500 companies and more than 300 listed firms [1][2] - The recruitment fair includes a "Chain Master Enterprise Zone," where major companies like BYD and Tencent collaborate with over 80 supply chain partners to showcase comprehensive talent needs across the industry [2] Group 2 - The job offerings at the fair cater to a wide range of educational backgrounds, with nearly 9,000 positions for PhDs, over 12,000 for Master's degrees, and more than 35,000 for Bachelor's degrees, along with over 8,000 positions for vocational graduates [3] - Nearly half of the job positions offer annual salaries exceeding 200,000 yuan, with over 4,000 positions in the 500,000 to 1,000,000 yuan range and more than 600 positions offering salaries above 1,000,000 yuan [3] - An "APEC Talent Connection Service Zone" was established to facilitate connections between foreign and returning talents, leveraging the upcoming 2026 APEC summit in Shenzhen [3]

Group 1 - The "Million Talents Gathering in South Guangdong" autumn recruitment fair was held in Shenzhen, featuring 1,825 key employers and offering over 65,000 quality job positions [1][5] - The event attracted more than 120,000 students from over 1,700 universities, including participation from over 40 Fortune 500 companies and more than 300 listed companies [3][5] - The recruitment fair provided nearly 9,000 doctoral positions, over 12,000 master's positions, and more than 35,000 undergraduate positions, along with over 10,000 internship opportunities for 2027 graduates [5][8] Group 2 - A highlight of the fair was the establishment of a "Leading Enterprises Zone," where eight well-known companies, including BYD and Tencent, collaborated with over 80 supply chain companies to showcase talent needs across the entire industry chain [5] - The recruitment fair offered competitive salary packages, with nearly half of the positions offering annual salaries exceeding 200,000 yuan, and over 4,000 positions in the 500,000 to 1,000,000 yuan range [8] - An "APEC Talent Connection Service Zone" was set up to attract foreign and returning talents, leveraging the upcoming 2026 APEC summit in Shenzhen [8]