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By Nick | Updated sep 15, 2025

Nvidia’s co-founder and Chief Executive Officer, Jensen Huang, recently stated that his leadership has resulted in the creation of more billionaires within his executive team than any other CEO globally. Speaking at the Hill and Valley Forum, an event co-hosted by the All-In Podcast and prominent figures from the tech and policy sectors, Huang offered a candid view into Nvidia’s management dynamics, team structure, and compensation strategies in the era of AI-driven innovation.

“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,” Huang remarked in response to a question about the relevance and efficiency of compact, high-performing AI teams.

AI Teams: The Power of Precision and Scale

During the session, Huang emphasized the transformative potential of medium-sized, focused research teams, particularly in artificial intelligence. He referenced the early team structure of OpenAI, which launched with approximately 150 researchers, and drew parallels with China’s DeepSeek, a similarly scaled initiative.

“That’s not a small team. That’s a good-size team with the right infrastructure,” he said, pointing out that such teams, when backed by significant capital, can yield disproportionate returns. “If you’re willing to acquire a startup with 150 AI researchers for $20 to $30 billion, why wouldn’t you invest in building one yourself?”

His comments underline a broader belief within the AI industry: that success often hinges more on smart resource allocation and organizational agility than on sheer size.

Direct Involvement in Employee Compensation

Nvidia’s CEO also responded to reports claiming he personally grants equity such as stock options and Restricted Stock Units (RSUs) to high performing employees as part of their compensation.

. When questioned directly about it, Huang responded with characteristic humor:

“Yeah, I’m carrying it in my pocket right now,” he joked, before elaborating on his deeply involved approach to employee compensation.

Huang confirmed that he continues to review individual compensation plans across the company’s 42,000 strong workforce. “I review everybody’s compensation to this day. When the proposals come in, I go through them all. I have my methods, and I use machine learning to support this process.”

He added that every time he has made compensation decisions, it resulted in an increase in Nvidia’s operational expenditure a deliberate strategy to prioritize employee satisfaction and long-term retention.

“100% of the time, I’ve increased OpEx, because when you take care of people, everything else takes care of itself,” Huang concluded.

Conclusion

Jensen Huang’s leadership philosophy offers a rare blend of personal involvement, strategic foresight, and deep belief in AI talent. By cultivating a high-performance culture and actively rewarding innovation, Nvidia continues to solidify its place at the forefront of the AI revolution.

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