KE Holdings Inc. announced on the morning of February 4 that it will adjust platform rules related to talent mobility starting March 1, 2026. The changes will remove restrictions on agents regarding time, location, brand, and fees. This means agents will be able to resign from their current store, transfer job-related resources and platform benefits, and join a new store based on their career development needs. First, free talent mobility helps improve the efficiency of human resource allocation in the industry and promotes a market pricing mechanism based on professional competence rather than short-term interests. In the past, to curb malicious poaching, KE Holdings imposed strict mobility restrictions. While these effectively contained disorderly competition, they also solidified the regional and organizational boundaries of human capital to some extent, limiting the career growth opportunities of high-quality service providers. Now, with improved management capabilities among store owners and enhanced professional identity among agents, appropriately easing mobility restrictions allows high-performing agents to move to teams where they can better utilize their expertise, achieving a Pareto improvement in job matching. This not only incentivizes individuals to continuously improve their service capabilities but also encourages stores to optimize management mechanisms and career development paths to retain talent, thereby shifting the industry from a "commission-driven" model to a "professional-driven" one. Second, the rule adjustment signifies an evolution in platform governance from a "control-oriented" to an "empowerment-oriented" logic, reinforcing the platform's role as an ecosystem coordinator. In its early stages, KE Holdings used strict rules to curb malicious competition, which was necessary to address market disorder. The current shift toward respecting agents' autonomy reflects the platform's confidence in the maturity of its ecosystem. By providing systematic training, digital tools, and standardized service processes, KE Holdings is upgrading its role from a "rule-maker" to a "capability co-builder." This transformation ensures reasonable returns on store owners' investments in talent development while avoiding talent mismatches caused by excessive restrictions, thereby stimulating organizational vitality and building a more resilient two-sided market ecosystem. Third, the "living water" mechanism for talent is expected to accelerate the unification of industry service standards and enhance customer experience, helping the residential service sector move toward a more professional and trustworthy stage. In the existing-home market, consumers increasingly focus on transaction security, service continuity, and professional depth. Issues such as information gaps and broken promises caused by frequent, non-standard personnel movements have severely damaged industry trust. KE Holdings' reform does not endorse unrestricted mobility but is based on the premise of transferring job-related resources and platform benefits, ensuring seamless protection of customer rights. This orderly mobility mechanism, combined with the platform's continued opposition to malicious poaching, will promote the spread of excellent service methodologies across different stores while ensuring service continuity, driving the industry from reliance on individual experience toward organized professional output.