Peter Drucker has a quote that we keep in mind, "The purpose of organizations is to enable ordinary people to do extraordinary things."

In the business of corporate services, we know this phrase particularly well. What we face every day is not a standard product, but the real financial security, compliance risk and growth challenges of our clients. Behind every consultation and every proposal, it is the "people" who play a role - the professionalism, dedication and commitment of the consultant.

The quality of our talents directly determines the depth of our accompaniment to our clients and how far we can go.

Therefore, we launched an in-depth communication around the 2026 job talent portrait of the business department to systematically explain the talent strategy of Enterprise Caiying. This is not a regular meeting, but the attitude of Enterprise Caiying towards talent, and also an explanation to each client.

Talent as a service, the root of the business services industry

Information is now becoming more transparent and tools are becoming more similar. Competition for business services often comes back to one thing in the end: whether customers trust you as a person.

Professionals rely on people to deliver: tax policy changes, cross-border compliance, equity design ...... Without continuous learning and in-depth study of the adviser, even the best tools can not be used in depth.

Trust is built by people: customers give us accounts, taxes, important qualifications, this trust is first of all a reliable counterparty. Honesty, responsibility, long-term companionship - these words are very vague, but every day happens in the concrete communication.

Innovation is driven by people: the environment is changing and so are customer needs. People who can proactively identify problems and solve them creatively are the future of service.

Therefore, at Enterprise Caiying, training people is not a cost, it's an investment. Investing in the growth of employees is investing in the value of customers.

We don't just "recruit", we build a talent system.

In the past, we used to recruit when there was a shortage of people, but now we think more systematically: how will this person grow after coming in? How to utilize their strengths? How to keep them and develop them well?

This year, we've organized this set of ideas into four segments to keep talent development on track:

Precise "attraction": not just recruiting, is to find side by side with the road partners

Systematic "education": not just training, but a path for continuous growth

The science of "use": not just looking at performance, is to let everyone in the right place to shine

Stay" with heart: not only rely on salary, is to create an environment that can fight with peace of mind

We want to be there every step of the way, from the moment we find him to the moment he becomes a team stalwart. Because only when employees grow, the company can continue to develop and progress.

Talent Portrait-What kind of partner do we want?

In our systematic talent strategy, "accurate introduction" is the first link. The prerequisite for precision is clearly defined criteria.

On January 29, the Enterprise Caiying Group held the "Business Sector 2026 Job Talent Portrait Communication Meeting", at the meeting, Mr. Zhang said a paragraph, which is very straightforward and representative: "In the past, there was a shortage of people, and whoever was willing to come, almost had to be. Now it's different. What we want is to have a job in the eyes, the heart has a goal, in case of trouble can charge up the people. When the team is strong, everyone will be stronger. So we must make the criteria clear - we need a group of business partners who can work side by side and go for the long term."

During the meeting, we gathered the wisdom of the front-line management of the business, and analyzed the talent portraits of eight key business positions, such as basic sales, private sales, key account consultants, tax consultants, business consultants, etc. We did not stop at the surface conditions of "education and experience", but talked about those "invisible" things. We did not stay in the "education and experience" of these superficial conditions, but more in the conversation of those "invisible" things:

Is there a strong self-driven and learning force that is willing to take the initiative to learn?

Is there true resilience and resistance to stress? Does it truly put the customer first and take responsibility for them?

Is the work done with honesty and integrity? Is there long-termism?

These soft qualities are often more difficult to develop than mastering a specific skill, and are more important in determining whether or not a person can go far and truly walk with a team.

We clarify our talent portrait not to turn away more people, but to enable those who share our values and goals to be seen and attracted more quickly to move forward with us.

Talent is the biggest thing for Enterprise Caiying

At Enterprise Caiying, talent building is never just the business of the Human Resources Department. From the boss to business management, spending time discussing people and developing them is a consistent action for us.

Because we're all clear:

There is no credible service without a great team.

Without sustained growth, the challenges of the future cannot be met.

Talent, the bottom line of our long-term commitment to our customers.

Every step of taking people seriously is ultimately reflected in the service provided to you.

What Enterprise Caiying does is to keep finding, nurturing, and retaining people who are dependable - and then, getting them to serve you.