随着监管趋严、技术迭代加速，行业从野蛮生长转向精耕细作，人才与责任成为企业可持续发展的核心 要素。 正所谓"人才生态驱动技术裂变，责任担当筑牢发展根基"，结合市场情况便可以看到，越来越多的金融 科技企业在用实际行动重新定义行业未来发展图景。 数禾科技便是一个很好的例证。作为金融市场上的重要参与者，成立于2015年的数禾科技，通过十年的 探索与深耕，其早已确立了一条独特的发展路径：以"合规"为界，以"育人"扎根，以"向善"破圈，构建 企业与社会共生的"生态力"。 01 人才战略升级，构筑核心竞争力 十年荏苒。 数禾科技的十年，其实也是金融科技行业的十年。 十年间，从零到有；十年间，从一片荒芜，到繁荣共生；十年间，从第一笔业务，到成为普惠金融服务 新范式的代表……而这所有成果的背后，如果说科技是助推器，人才无疑是背后的"舵手"。 金融科技行业正经历深刻变革。 在培养机制上，数禾科技还打造了覆盖员工全周期的培训体系，如在入职阶段实施"青蓝计划训练营"及 社招新人全员导师制，帮助新人快速融入；在岗阶段，则组织跨部门垂直知识培训，培养复合型人才； 同时进一步进行专业深造，建立内训师阶梯机制，100%员工覆盖专业化培训， ...

8月21日，在"一把手发布·京华巡礼"系列主题新闻发布会上，石景山区委副书记、区长万隆，区委常 委、副区长李文化等，展示石景山"十四五"期间经济增长与投资建设的斐然成果。 据了解，"十四五"以来，石景山地区生产总值一年一个百亿台阶，从2020年的973.8亿元增至2024年的 1312.9亿元。2021—2024年，累计完成固定资产投资近1800亿元、占全市投资总量的5.2%；2021—2023 年，连续三年地均投资强度位居全市首位；一般公共预算收入年均增速7.7%，居中心城区第一。今年 上半年，石景山实现地区生产总值696.6亿元，同比增长7.6%，增速居中心城区第一。 万隆表示，石景山区的产业体系也在加速迭代升级，从"1+3+1"迈向"2+ 4+4"的现代化产业体系，构建 起"主导+特色+未来"梯次发展的新格局，二三产业占比完成从7：3到1：9的华丽反转。同时，区内主 导产业不断巩固，信息技术和现代金融两大千亿级产业集群增加值占地区生产总值比重超六成。此外， 信息技术产业引领数字经济蓬勃发展，全市首个数字人民币综合性试验区建设加快推进，数字经济增加 值占地区生产总值比重达57.4%。 "十四五"以来，石景 ...

Core Viewpoint - The employment market in China is undergoing significant changes due to deep economic restructuring and industrial upgrades, with graduates increasingly seeking stable job opportunities in uncertain environments [1]. Summary by Sections - The proportion of 2026 graduates planning to take civil service, public institutions, or teaching positions has risen to 25.1%, an increase of 2.6 percentage points from the previous year, particularly notable among master's degree holders at 35.6% [2]. - State-owned enterprises and public institutions account for a combined intention rate of 73.3%, while the intention to work in private enterprises has dropped to 10.7%, indicating a higher demand for job stability and welfare benefits among graduates [4]. - The attractiveness of non-first-tier cities for employment is increasing, with 34.7% of 2026 graduates actively choosing to move to second-tier and other cities, up 4.6 percentage points from the previous year [5]. - While salary remains a core consideration for graduates, there is a notable increase in the importance placed on interpersonal relationships and team atmosphere, rising by 4.5 percentage points compared to the 2025 cohort [6]. - Cities are increasingly competing for talent, with various attractive policies being implemented. For instance, Hefei offers up to 100,000 yuan in subsidies for graduates in emerging industries, while Wuhan continues its housing discount policy and introduces a one-time employment reward of 5,000 to 20,000 yuan for graduates [7]. - In response to changing employment intentions, new recruitment strategies are emerging. The proportion of companies starting campus recruitment early has risen to 33.6%, while 37.6% of companies are increasing starting salaries [8]. - Forward-looking companies are shifting from merely hiring to nurturing talent and co-building, focusing on bridging skill gaps and fostering innovation through enhanced school-enterprise cooperation and practical growth systems [9].

Core Insights - The employment attractiveness of non-first-tier cities is continuously increasing, driven by the "industry magnet + precise talent recruitment" strategy [1][3] - Graduates are increasingly favoring stable job options, with a notable rise in the intention to work in state-owned enterprises and public institutions, reaching a combined preference rate of 73.3% [3] - The focus on salary remains significant, but there is a growing emphasis on workplace relationships and team culture, which has increased by 4.5 percentage points compared to the previous year [4] Employment Trends - The proportion of 2026 graduates planning to take civil service or teaching positions has risen to 25.1%, an increase of 2.6 percentage points from the previous year, particularly among those with master's degrees or higher, where the figure is 35.6% [1][3] - The percentage of graduates choosing to move to second-tier and other cities has reached 34.7%, up 4.6 percentage points from the previous year [3] Talent Acquisition Strategies - Cities are implementing attractive talent policies, including cash subsidies for graduates in high-demand industries, with Hefei offering up to 100,000 yuan for graduates in emerging industries [4] - New recruitment strategies are emerging, with 33.6% of companies starting campus recruitment earlier, despite a slight decrease in the total number of companies participating [5] - Companies are adjusting salary strategies, with 37.6% opting to increase starting salaries, while 13.6 percentage points more companies are maintaining previous salary levels [5] Employer Engagement - Employers are recognizing the need to meet the deeper needs of young talent, focusing on continuous growth, value recognition, and development space [5] - Forward-thinking companies are shifting from merely hiring to nurturing talent and building collaborative environments through enhanced school-enterprise cooperation and practical growth systems [5]

Group 1 - The event in Hangzhou marks the launch of a youth talent ecosystem initiative, integrating job seeking, entrepreneurship, skill enhancement, and various services [1][2] - The "Youth Employment and Entrepreneurship Complex" is established in the Zhanlongkou area, featuring a 500-meter service street for skilled professionals [1] - The initiative is part of the "Youth Trend Creation Season" in Shangcheng District, aiming to create a preferred living and working environment for young talents [2] Group 2 - The new street area, centered around the Qinchunli Talent Apartment, includes various community services such as elderly care and child development [2] - Four master-level talent enterprises have been introduced, with plans for additional lifestyle service businesses to join [2] - The local government provides a one-stop service for social security, policy consultation, and employment opportunities for unemployed individuals [2]