近日，某中小券商一次性公开选聘4名高管，引发行业关注。事实上，这并非个别现象，而是不少中小 券商应对行业变革的战略选择。它们正以市场化选聘为切口，将外部人才势能转化为差异化发展动能， 试图在头部券商主导的市场中开辟生存赛道。 ■周尚伃 笔者认为，中小券商之所以青睐以市场化的方式选聘高管，并非仅仅出于短期人才补充的考量，更是应 对行业变革、突破发展瓶颈的战略性举措。这一趋势既有行业生态变化带来的外部推动，也蕴含着中小 券商寻求突围的内在逻辑。 最后，对于市场化选聘高管来说，"留得住"人才是关键。 此前，部分中小券商存在重引进、轻融合的问题，外部高管入职后因企业文化不匹配、资源支持不足等 原因，不久便离职，导致选聘成本高昂、效果不佳。可见，中小券商的人才战略，关键不在"引才"的声 势，而在"用才"的智慧。第一，要注意避免战略模糊下的盲目引才，部分中小券商因战略定位不清，选 聘标准与自身需求脱节，导致外部高管"水土不服"，难以融入公司发展。第二，要平衡薪酬激励的性价 比，若薪酬过高会加重成本负担，若薪酬缺乏竞争力又难以吸引并留住人才。第三，要注重团队融合， 外部高管的管理风格和业务思路可能与内部原团队理念存在冲突， ...

Core Viewpoint - The trend of market-oriented selection of senior executives in the insurance industry is gaining momentum, as exemplified by Bohai Life's recent announcement to publicly recruit two vice presidents, reflecting a shift towards professional management and transparency in governance [1][4]. Group 1: Market-Oriented Executive Recruitment - Bohai Life is seeking to hire two vice presidents, one responsible for insurance business channels and the other for strategic planning and capital operations [1]. - Other small and medium-sized insurance companies, such as Zhejiang Commercial Property Insurance and Bank of China Group Insurance, have also engaged in public recruitment for senior management positions [1]. - The move towards market-oriented selection is seen as a sign of industry maturity, helping companies attract experienced talent and enhance governance transparency [1][4]. Group 2: Qualifications and Requirements - The candidate for the vice president in charge of insurance business must have at least 15 years of experience in the insurance sector and hold a senior management position for at least 2 years [3]. - The candidate for the vice president responsible for strategic planning and capital operations should have a minimum of 10 years in financial enterprises and 3 years in a senior management role in state-owned enterprises [3]. Group 3: Industry Challenges and Opportunities - The increasing competition, stringent regulations, and technological advancements necessitate that small and medium-sized insurance companies recruit leaders with deep industry experience and expertise in various operational areas [4]. - Market-oriented recruitment can introduce fresh perspectives and innovative ideas, essential for breaking traditional reliance and driving business model innovation [4]. - This approach also aims to establish a more professional decision-making mechanism, reducing potential constraints from direct shareholder interference [4]. Group 4: Potential Benefits and Drawbacks - Public recruitment enhances transparency and fairness in the selection process, potentially improving the company's management and operational capabilities [5]. - However, external executives may face challenges in adapting to the company's culture and decision-making processes, which could affect execution efficiency [6]. - Attracting top talent often requires competitive compensation, increasing the company's labor cost burden, and there is a risk of misalignment between the executive's capabilities and the company's needs [6]. Group 5: Company Performance and Financial Status - Bohai Life, established in December 2014, has faced significant financial challenges, with cumulative losses reaching 9.264 billion yuan over six years, particularly exacerbated by the financial troubles of its parent company, HNA Group [8][9]. - The company's solvency ratios have declined, with the core solvency adequacy ratio dropping to 58.09% and the comprehensive solvency adequacy ratio to 104.80% as of the end of Q4 2023 [9]. - Bohai Life has not disclosed its solvency reports for six consecutive quarters, raising concerns about its financial health and operational transparency [9][10].