Nvidia CEO Jensen Huang Salary Review Strategy: Employee First, Success Later
There are very few CEOs in the business world who personally review the salary of each of their employees. Nvidia CEO Jensen Huang is one of them, who personally checks the compensation of his company’s 42,000 employees every month. The reason for this is simple—he believes that if you take care of your people, then everything else happens automatically. And this strategy has given Nvidia an unbeatable position in the technology industry.
Nvidia CEO Jensen Huang’s Unique Salary Review Process
In an AI-themed panel of the All-In podcast, Jensen Huang revealed that he personally reviews the salaries of all his employees every month. He does this despite his tight schedule. He uses machine learning to make the process faster and smarter, so he can easily see the recommended compensation of 42,000 people. At the end of each review cycle, he ensures that the company’s operating expenditure (opex) is increased so that employees can get better pay.
There were rumors that Huang secretly reserved stock options to reward top-performing employees, but he denied it. He says that they give fair and handsome compensation at every level.
Company Growth Through Employee Care
Jensen Huang has a clear belief—”Ifyou take care of people, everything else takes care of itself. This philosophy has been quite successful for Nvidia. After the recent stock price surge, three board members of Nvidia became billionaires, and last year, Huang himself was included in the list of Forbes’ top 10 wealthiest individuals.
But Huang says that the credit for his success does not go only to him; his management team is also one of the best-paid and most successful teams in the industry. He proudly said in a podcast, “I’ve created more billionaires on my management team than any CEO in the world. They’re doing just fine. Don’t feel sad for anybody at my layer.”
Small Teams, Big Impact: Nvidia CEO Jensen Huang’s Vision
Nvidia’s CEO believes that small, focused, and well-funded teams can bring world-changing innovations. He cited the examples of Microsoft-backed OpenAI, which started with just 150 employees, and China’s AI startup DeepSeek, whose workforce is of a similar size.
Huang says that if companies can spend $20 billion or $30 billion to buy a startup that has 150 AI researchers, it may be more beneficial to give that funding directly to those researchers and create the right infrastructure for them.
His vision shows that the future tech race will not depend only on a large workforce but on smart, mid-sized, and well-supported teams that can push the frontiers of AI and advanced technology.
Why Jensen Huang’s leadership is so special
In the corporate world, the role of CEOs is mostly profit-driven, but Jensen Huang’s approach is human-driven. He believes that a motivated and fairly paid workforce can do anything for their company. This leadership style is a major reason for Nvidia’s dominance in the AI and chip industries today.
Huang’s strategy is simple—make every employee feel valued, whether they’re a top executive or a junior engineer. This creates a culture of trust and respect that serves as a foundation for long-term success.
Conclusion
Jensen Huang‘s employee-first philosophy, transparent salary review process, and belief in the potential of small teams make him a visionary leader. His approach is proof that when a leader prioritizes his people, innovation, growth, and financial success follow. Nvidia’s example is an inspiring lesson for the business world – making money requires empowerment, not exploitation of people.
Disclaimer:
This article is for informational purposes only. The statements and facts made in it are based on publicly available sources. Company policies and figures may change with time.
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