Huang stated, 'I think that the interview process is not an excellent way to judge whether somebody is a good fit. Everybody could pretend to have a very constructive conversation.' This perspective shifts focus from traditional interviewing techniques to a more authentic understanding of candidates through their referrals.
Jensen Huang emphasized his reliance on reference checks by noting, 'My method is always I go back to reference checks and I ask them the questions that I was going to ask the candidate. It's hard for you to run away from your past.' This highlights the necessity of understanding a candidate's history over their performance in an interview.
Huang revealed Nvidia's attrition rate, stating that it is 'very low,' with a turnover rate of just 2.7%, significantly below the industry average of 17.7%. This statistic illustrates Nvidia's ability to retain talent in a competitive environment.
Despite Nvidia's financial success making long-term employees wealthy, Huang acknowledged the demanding work culture, highlighting that hours can stretch until after 2 a.m. and that work meetings are often intense, with 'yelling and fighting' reported.
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