Why Great CEOs Must Be Great HRs: Zhang Yiming’s Talent Playbook

Problem One: Should Growing Companies Add More Processes?

Early‑stage businesses have simple operations, but as they scale, complexity rises and many hire more people, diluting talent density. Adding detailed processes may solve short‑term issues but ultimately slows innovation and makes the company rigid.

Over‑engineered rules limit optimal solutions, especially when the market shifts quickly. The better approach is to increase the density of high‑quality talent, allowing simple principles rather than exhaustive procedures.

Problem Two: How to Prevent Talent Attrition?

Effective talent mechanisms focus on three pillars: short‑ and long‑term return , personal growth , and a pleasant work environment . Incentives must be aligned with ROI, offering competitive compensation that reflects market benchmarks.

Compensation should be transparent, based on role level and market demand, not historical salaries. Performance‑based bonuses and high‑value year‑end awards (e.g., 100 months of salary) motivate top talent.

Problem Three: Why Is HR Becoming More Critical?

A CEO should act as an excellent HR, balancing three inputs: capital, opportunities, and talent. Talent quality determines the effectiveness of resource allocation and ultimately the company’s output.

HR’s role extends beyond recruitment to strategic talent placement, helping CEOs and business leaders build high‑performing teams.

Problem Four: What Kind of Employees Should Companies Value?

From interviewing thousands of candidates, five common traits emerge among outstanding talent:

Curiosity : proactive learning of new technologies and skills.

Optimism Toward Uncertainty : willingness to experiment despite unknown outcomes.

Disdain for Mediocrity : setting high personal standards and avoiding complacency.

Humility and Delayed Gratification : focusing on responsibility rather than entitlement.

Judgment on What Matters : making long‑term career and project choices beyond short‑term gains.

Identifying and nurturing these traits helps companies maintain a talent pool that can adapt to rapid industry changes.