值得注意的是，华润银行现任董事长钱曦也曾在两年前的海选中脱颖而出，获聘总行行长。今年1月， 该行董事会选举钱曦为第八届董事会董事长。整体对比看，本次海选门槛更高。 近年来，市场化招聘成为越来越多中小银行注入"新鲜血液"的重要途径。记者留意到，与袁志忠的国有 大行经历和国际化视野有所不同，钱曦加入华润银行之前在股份行阵营长期任职，曾担任招商银行西安 分行行长、佛山分行行长，招行总行战略客户部总经理等职务，这或为未来的"钱袁组合"带来更多互补 空间。 不过，业绩方面依然承压。截至2025年6月末，华润银行合并口径下总资产约4510亿元。今年上半年， 该行实现营业收入32.4亿元、净利润4.7亿元。同比分别下降8.55%、25.80%。2024年报，该行实现营收 71.32亿元，增幅4.87%；归母净利润降幅近七成至4.49亿元。对于净利润的缩水，该行解释称"是对存 量风险资产进行评估后计提信用减值损失所致"。 值得注意的是，行长补位之后，按照不完全梳理统计，该行包括一众副行长在内的高管已超过10人，这 在中小城商行系统并不多见，未来干部治理生态或存在考验。 历经7个多月的公开招聘竞选后，4000亿级华润银行迎来新 ...

券商中国记者注意到，市场化招聘已经成为不少券商引入高管及专业人才的重要途径。今年以来，包括 东兴证券、国盛证券、诚通证券等券商均曾公开招聘管理层及专业人才。 华鑫证券市场化招聘财富管理负责人 华鑫证券官网显示，公司正在公开招聘财富管理总部联席总经理/副总经理、投顾业务负责人、基金托 管部产品经理等多个岗位。此举被业界视为华鑫证券发力财富管理业务转型、打造专业化人才梯队、提 升综合金融服务能力的重要战略信号。 从岗位职责来看，华鑫证券财富管理总部联席总经理/副总经理需基于公司财富管理转型和发展战略， 负责财富管理业务的顶层设计与路径规划，制定并推动实施未来两到三年的业务发展目标与战略地图。 在团队架构与赋能方面，要主导业务线的组织架构设计与效能提升，打造一支融合前中后台（产品、投 顾、运营、风控等）的高协同、专业化团队；把关核心人才选拔，构建体系化的人才培养与赋能机制。 （原标题：公开招聘！这家券商，招业务负责人！） 近日，华鑫证券在其官网发布社会化招聘公告，释放多个核心管理及业务岗位。 其中最引人注目的是，华鑫证券对财富管理总部联席总经理/副总经理这一职务进行公开招聘，并特别 要求候选人拥有经过验证的财富管理 ...

从岗位职责来看，华鑫证券财富管理总部联席总经理/副总经理需基于公司财富管理转型和发展战略，负责财富管理业务的顶 层设计与路径规划，制定并推动实施未来两到三年的业务发展目标与战略地图。 近日，华鑫证券在其官网发布社会化招聘公告，释放多个核心管理及业务岗位。 其中最引人注目的是，华鑫证券对财富管理总部联席总经理/副总经理这一职务进行公开招聘，并特别要求候选人拥有经过验 证的财富管理成功案例，兼具深厚的金融专业底蕴与先进的互联网思维，引领传统经纪业务向有竞争力资产配置转型。 券商中国记者注意到，市场化招聘已经成为不少券商引入高管及专业人才的重要途径。今年以来，包括东兴证券、国盛证 券、诚通证券等券商均曾公开招聘管理层及专业人才。 华鑫证券市场化招聘财富管理负责人 华鑫证券官网显示，公司正在公开招聘财富管理总部联席总经理/副总经理、投顾业务负责人、基金托管部产品经理等多个岗 位。此举被业界视为华鑫证券发力财富管理业务转型、打造专业化人才梯队、提升综合金融服务能力的重要战略信号。 在团队架构与赋能方面，要主导业务线的组织架构设计与效能提升，打造一支融合前中后台（产品、投顾、运营、风控等） 的高协同、专业化团队；把关核心 ...

【导读】华鑫证券公开招聘财富管理总部联席总经理/副总经理 9月12日，华鑫证券官网显示，公司正在公开招聘财富管理总部联席总经理/副总经理，岗位职责与任职要求均紧密围绕财富管理业务升级展开。此外，近 期华鑫证券还释放出投顾业务负责人、产品经理等多个岗位。 市场化选才成行业趋势 近年来，券商正积极通过市场化招聘吸纳高素质人才，以优化公司治理结构、提升管理水平。 9月8日，东兴证券宣布公开招聘首席经济学家。任职资格方面，要求应聘者拥有5年以上知名券商研究所或公募基金公司等机构工作经验，担任研究团队 的主要负责人或核心骨干。 6月17日，国盛金控发布公告称，为加强新国盛证券经营管理层建设，根据有关部署要求，公司将公开选聘新国盛证券的总经理。 公开选聘财富管理业务部门负责人 从岗位职责来看，华鑫证券财富管理总部联席总经理/副总经理需基于公司财富管理转型和发展战略，负责财富管理业务的顶层设计与路径规划，制定并 推动实施未来两到三年的业务发展目标与战略地图。 在团队架构与赋能方面，要主导业务线的组织架构设计与效能提升，打造一支融合前中后台（产品、投顾、运营、风控等）的高协同、专业化团队；把关 核心人才选拔，构建体系化的人才 ...

Core Viewpoint - The article highlights the accelerated reform of rural credit cooperatives in China, with multiple provinces establishing new provincial-level institutions and a growing demand for financial technology talent to support digital transformation and governance improvements [1][5]. Group 1: Reform Progress - Since the beginning of the year, rural credit reform has advanced rapidly, with four provincial-level rural credit cooperatives established in Henan, Inner Mongolia, Jiangsu, and Jiangxi, bringing the total to ten new institutions [1]. - Various provinces, including Zhejiang, Liaoning, Hainan, and Jiangxi, have initiated social recruitment for high-level positions and financial technology talent, indicating a shift from mere operational setup to improved governance [2]. Group 2: Recruitment Trends - Zhejiang Rural Commercial Bank has announced market-oriented recruitment for managerial positions across its branches, reflecting a broader trend of hiring experienced professionals in the sector [3]. - Liaoning Rural Commercial Bank is also actively recruiting management personnel, with a focus on various departments, including financial markets and risk management [3]. - Hainan and Jiangxi rural banks have similarly released recruitment announcements for various roles, emphasizing the need for specialized skills in technology and finance [4]. Group 3: Demand for Financial Technology Talent - A total of ten provinces have seen the establishment of new rural credit institutions, with a notable emphasis on recruiting financial technology talent to enhance digital capabilities [5]. - The increasing demand for financial technology professionals is attributed to the deepening digital transformation within the industry, as well as the historical lack of such talent compared to larger national banks [6]. - The new provincial institutions are expected to adopt a dual-track talent strategy, focusing on both high-level technology management roles and expanding the number of entry-level technology positions [6][8]. Group 4: Market-Oriented Recruitment - The trend towards social recruitment for high-level positions is driven by regulatory requirements for improved corporate governance and the need for rapid team formation during the establishment phase of these institutions [8][9]. - The reliance on external recruitment is expected to increase, as the existing leadership often lacks experience in digital transformation and cross-regional risk management [9]. - The introduction of external talent is seen as a way to break the internal cycle and bring in new management ideas and resources to compete effectively against larger state-owned banks [9].

Group 1 - Wang Suwang officially took over as the chairman of Guotou Securities, a state-owned brokerage with total assets exceeding 276.9 billion yuan [1] - Wang's rapid career progression from deputy general manager to chairman in just two years is rare in state-owned financial institutions [1][3] - Wang's professional journey began in the early 1990s as a grassroots director at a branch of China Construction Bank, which is an uncommon choice for someone with a doctoral degree in economics [2] Group 2 - Wang transitioned to the securities industry in 1997 by joining CITIC Securities' investment banking department, marking the start of his over 20-year career in this field [2] - He later served as the general manager of the strategic client department at招商证券, and gained significant management experience as a director and deputy general manager at a subsidiary of China Merchants Group [2] - Under Wang's leadership, Guotou Securities showed significant improvement in performance, with 2024 annual revenue reaching 10.777 billion yuan, a year-on-year increase of 1.9%, and net profit rising by 32.85% to 2.564 billion yuan [3]

Core Viewpoint - The trend of market-based "sea selection" for hiring executives in the securities industry is gaining popularity, driven by increasing competition and the need for higher professional qualifications among management [2][7]. Group 1: Market Trends - Since June, companies like Chengtong Securities and Guosheng Securities have announced plans to hire executives through market-based selection [2][5]. - The practice of public selection for executives is becoming more common among various securities firms, including Dongguan Securities, Huazheng Securities, and Hengtai Securities [6][7]. Group 2: Hiring Requirements - Guosheng Securities requires candidates to have held senior positions in provincial-level securities firms or equivalent for at least two years [5]. - Chengtong Securities mandates a minimum of 10 years of relevant work experience in securities or fund institutions, with at least 5 years in a leadership role [5]. - Dongguan Securities requires candidates to have over 12 years of experience in related financial sectors and at least 3 years in senior management [5]. Group 3: Reasons for Popularity - The increasing complexity and competitiveness of the financial industry necessitate higher qualifications and capabilities for executives [7]. - Shareholders and stakeholders demand improved governance and performance, prompting firms to seek more qualified leaders [7]. - Market-based recruitment is seen as a more objective method for selecting talent, avoiding the limitations of internal promotions [7]. Group 4: Advantages of External Hiring - Hiring external executives can enhance operational capabilities and improve internal governance, creating a "silver lining effect" [8]. - External hires bring diverse experiences and advanced management practices, injecting new vitality into company governance and development [8][9]. - They can fill gaps in knowledge and skills within the existing management team, improving decision-making and execution capabilities [9]. Group 5: Considerations for External Executives - Cultural integration is crucial for external executives to avoid management conflicts and decision-making obstacles [10]. - Coordinating interests among stakeholders is essential to ensure decisions align with the company's overall interests [10]. - Effective communication and feedback mechanisms are necessary for successful decision execution and governance improvement [10]. Group 6: Impact of New Executives - Companies like Guosheng Securities and Chengtong Securities, which have faced past governance issues, are using external hires to rebuild trust and improve their market image [11]. - External executives can help demonstrate a commitment to resolving past issues and enhancing risk management practices [11].

Core Viewpoint - China Chengtong Securities is actively recruiting for key management positions, including a general manager and a deputy general manager, to enhance its competitive position in the brokerage industry following recent leadership changes [1][2][11] Recruitment Details - The recruitment announcement was made by Chengtong Securities' parent company, China Chengtong, aiming to attract talented individuals from both the public and internal sectors [2] - The general manager role emphasizes strategic oversight, daily operations management, and the establishment of operational management systems, while the deputy general manager role focuses on executing strategies and managing business lines [5] Company Background - Chengtong Securities, previously known as Xinda Securities, underwent significant changes after being taken over by the China Securities Regulatory Commission (CSRC) due to governance issues [6] - The company was restructured and renamed in June 2022 after China Chengtong became its major shareholder, acquiring 98.24% of its shares [6] Financial Performance - Chengtong Securities reported stable financial performance over the past three years, with revenues of 1.555 billion yuan, 1.745 billion yuan, and 1.745 billion yuan for 2022, 2023, and 2024 respectively, and net profits of 358 million yuan, 345 million yuan, and 362 million yuan [6] - The company's revenue sources are primarily from brokerage, proprietary trading, and credit businesses, with investment banking and asset management being weaker areas [7] Competitive Landscape - The brokerage industry remains highly competitive, and Chengtong Securities ranks relatively low among its peers [8] - The company is focused on building a professional team to enhance its market position and competitiveness [8][11]