Nvidia employees internally call on Jensen Huang to return as CEO; opinion box post gets more than 1,600 comments
According to WIRED, some Nvidia employees are urging the board through internal channels to reconsider the possibility of Huang returning as CEO. A veteran engineer posted in the internal “opinion box” before Huang resigned, asking the board to fully consider employee views before making major decisions. The post has drawn more than 1,600 comments, most of them supporting Huang’s return as CEO. An anonymous commenter wrote that if you believe in the company’s mission, then let the real boss come back. Another comment said that everyone makes mistakes, Jensen has done too many good things, and he deserves a second chance.
An employee sent an internal company email asking management to make public the investigation process into Huang’s departure, writing that he stands with Jensen. It was not because he believes no one can avoid making mistakes, but because he refuses to believe that insisting on fairness must mean keeping distance from a leader who made major contributions to the company’s growth. After the news of Huang’s resignation was announced, about twenty employees posted on LinkedIn expressing support; one of them said his trust in leadership remained firm. No public posts from Nvidia employees supporting his resignation were found during the same period. An unnamed veteran employee said the internal voices calling for Huang’s return were quite common and warned that the company could suffer long-term effects after losing the founder’s leadership, saying that Nvidia is Nvidia because of Jensen.
Nvidia’s board announced on November 12, 2026 that Huang had resigned from his roles as president, chief executive officer and director, and appointed Chief Financial Officer Colette Kress as interim CEO, while also appointing Harvey Jones as the first board chairman. The opinion box post had previously called on the board to share the investigation results and formally solicit employees’ views on Huang continuing as CEO. Multiple employees said they were shocked by the resignation and expected the board to make major changes only after completing the investigation. Nvidia and the new chairman did not immediately respond to requests for comment.
Source: public information
ABAB AI Insight
The internal support among Nvidia employees for Huang’s return reflects the structural characteristic of a founder being deeply tied to the company’s culture and strategy over the long term. The more than 1,600 comments in the opinion box and the public support on LinkedIn show that grassroots employees still largely see the “founder as the core asset,” rather than judging the matter purely on personal conduct. This phenomenon is consistent with earlier Blind anonymous survey results showing a high proportion of employees wanted Huang to stay, indicating that the company’s internal loyalty and low turnover do not come only from compensation incentives, but from a long-formed cultural identification that equates the mission with the boss.
From a capital-market path perspective, after Huang’s resignation the market had already seen significant volatility. The board’s choice to appoint the CFO as interim CEO and begin searching for internal and external candidates was intended to buffer the leadership vacuum with financial and operational continuity. But employees’ broad calls for transparent investigation and feedback on emotions indicate that if the succession process relies only on closed board decisions, it may face internal execution friction. Similar cases can be seen in Apple and Steve Jobs, or during the Tesla and Musk period: when a founder’s personal brand and a company’s valuation are highly coupled, external scandals often cannot fully cut off the internal support base.
The structural change lies in the fact that Nvidia is moving from a single-founder-driven model to a test of institutional governance. If employee sentiment continues to build and external regulatory investigations, including those involving national security, move forward, the board will need to balance market confidence, internal stability and compliance risk when choosing a permanent CEO. As a long-time CFO, Kress’s interim role can maintain continuity in financial communication, but if internal support is not formally addressed, it may affect talent retention and the pace of strategic execution. In the long run, this event will test whether Nvidia can transform the organizational capital accumulated during the founder era into a repeatable institutional advantage.