high-flyers

英 [haɪ ˈflaɪəz]

美 [haɪ ˈflaɪərz]

n.  有抱负有能力的人; 有能耐的人
high-flyer的复数

柯林斯词典

• 有前途的人;有能耐的人
  Ahigh-flyeris someone who has a lot of ability and is likely to be very successful in their career.

双语例句

• They are usually high-flyers with a liquidity problem.
  他们通常好高骛远，但又面临流动性问题。
• But at least the current crop of graduate high-flyers are likely to spend their careers doing something more productive and permanent than trading financial derivatives.
  但至少，眼下这一茬雄心勃勃的毕业生在踏上社会后，可能会致力于比较易金融衍生品更有建设性、更长远的事业。
• There may be limited sympathy for the plight of financial sector high-flyers.
  对于金融业骄子们的困境，人们的同情也许是有限的。
• Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organization.
  现存的管理调查没有告诉我们很多关于怎样发掘和发展那些有潜力去达到组织高层的潜力股。
• Inward-bound courses would do something even more important than this: they would provide high-flyers with both an anchor and a refuge. High-flyers risk becoming so obsessed with material success that they ignore their families or break the law.
  内省课程要做的比这更重要：它们为明日精英们提供精神支柱和避难所。明日精英们会冒险过于沉迷于物质上的成功，以至于忽视家庭或者违法犯罪。
• High-flyers from around the world still flock to America's universities and clamour to work for Google and Microsoft.
  世界上壮心不已之士依然蜂拥挤进美国大学，争相在谷歌（Google）、微软（Microsoft）寻求一席之地。
• Meanwhile, city high-flyers have less spare time to manage their personal lives and more disposable income to spend hiring others to do it for them.
  与此同时，金融城高管们打理私人生活的闲暇时间减少了，而聘请他人为自己做事的可支配收入则增加了。
• We must help line managers to realize that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers, said one advisor.
  但是关于创立“吸引中心”我们必须帮助管理者认识到如果公司以开发员工著称的话，将会对潜力股产生更大的吸引。一个指导者说。
• Equally, high-flyers may change disciplines, join a boutique operation or a start-up.
  同样，踌躇满志的成功人士可能改变自己的专业，加入精品运营业务或初创企业。
• Instead, according to the consultancy Leadership IQ, the feeblest workers in almost half the companies surveyed fared much better than the high-flyers on three measures of engagement.
  但咨询公司LeadershipIQ提供的资料显示，在接受调查的近半数公司中，能力最弱的员工在三项有关投入程度的指标上表现得远比抱负极高的员工要好得多。