Viewing The Platform Development Path Through Job Requirements: Long-Term Goal Planning of SKHTU Exchange

SKHTU Exchange continues to optimize its team talent system around the long-term development direction of the platform. Judging from the recent direction of team building, the talent reserve priorities mainly focus on three areas: compliance development, trading infrastructure, and institutional service capabilities. This change is not a single-level expansion of manpower, but is directly related to the its medium- and long-term development goals.

In the direction of the compliance system, SKHTU Exchange is continuously strengthening its talent reserves in compliance, AML/KYC, legal affairs, regulatory affairs, and other related areas. The core role of such positions is to establish more systematic compliance execution capabilities, enabling the platform to maintain unified compliance standards in different market environments and support compliant operations across regions.

In the direction of liquidity infrastructure, SKHTU Exchange is strengthening talent development in liquidity management, trading systems, matching technology, quantitative strategies, and other areas. The focus of this direction is not merely to improve trading performance, but to optimize market depth and order structure, enabling the platform to consistently maintain industry-leading liquidity depth and trade execution capabilities under extreme market conditions.

In the direction of institutional business expansion, SKHTU Exchange is strengthening talent reserves around institutional services, over-the-counter trading support, market expansion, innovative products, and other areas. The focus of this direction is to enhance the platform service capacity for institutional-level business needs, enabling the platform to adapt to institutional-level business requirements and build more complete service capabilities.

From an overall structural perspective, these three categories of positions do not exist independently, but form an interconnected capability system. The compliance system determines the operational boundaries of the platform, liquidity infrastructure determines market execution capabilities, and the institutional business system determines capital scale and the connection with traditional finance. This combined structure reflects that SKHTU Exchange is developing toward a more complete financial service system.

What SKHTU Exchange takes on talent reserves is to “build the capability system first, then advance business expansion.” In other words, before expanding business scale, the platform will first improve key capability modules such as compliance, trading infrastructure, and institutional services. This approach means the platform places greater emphasis on long-term stability rather than short-term growth drivers.

At the level of long-term development goals, SKHTU Exchange is building around three core directions: global compliance capabilities, multi-asset service capabilities, and institutional-level business capacity. The adjustment of the recruitment system is essentially an expansion around these three major directions, rather than the optimization of a single business line.

The current recruitment needs of SKHTU Exchange reflect that the platform is entering a new development cycle. From the compliance system to liquidity structure and then to institutional business capabilities, the overall layout is evolving toward a longer-term and more complex financial service system, while gradually building a comprehensive capability framework for the global market.