The narrative of relentless work hours, often epitomized by China’s “996” schedule, has long been a foundational element of the tech industry’s success stories. Companies like Alibaba, Tencent, and JD.com have, in part, attributed their meteoric rise to the demanding schedules of their employees. Alibaba founder Jack Ma famously described the 9 a.m. to 9 p.m., six days a week regimen as a “great blessing,” framing the arduous grind as indispensable for achieving corporate ambitions. This culture became so pervasive that, even after being outlawed in 2021, it persisted, morphing into a badge of honor among many founders who believed intense commitment was the only path to victory. Prominent investors such as Harry Stebbings and Martin Mignot have recently echoed this sentiment, arguing that a seven-day work week is now the necessary velocity to compete on a global scale, suggesting that the once-controversial 996 model has quietly become the norm across tech, with some firms reportedly even considering incorporating it into employment contracts.
Yet, amidst this landscape, a starkly different approach is propelling DeepSeek, a company that has ascended from obscurity to a $60 billion valuation in just three years. Its founder, Liang Wenfeng, articulates a philosophy that stands in direct opposition to the prevailing high-pressure environment. DeepSeek, a significant rival to ChatGPT, has garnered approximately 173 million downloads since its public launch in January 2025, a testament to its rapid ascent. Wenfeng attributes this success not to grueling hours or strict oversight, but to an environment fostering relaxation and autonomy.
Wenfeng revealed in a candid four-hour discussion with staff, later transcribed by Tencent Technology, that his team generally avoids overtime. He posited two core reasons for this unconventional stance: “First, research needs a relaxed environment; if you push too hard, you can’t do research. Second, we’re very focused, which means we do very few things.” This perspective suggests that intense focus on a limited set of objectives, coupled with ample mental space, yields superior results in complex fields like AI research. 
The unconventional management style at DeepSeek extends beyond working hours. There is no rigid hierarchy dictating orders, no comprehensive rulebook for employees, and no explicit written goals to adhere to daily. Employees are even granted significant discretion over how they manage half of their workday. Wenfeng, whose net worth is estimated at $37.9 billion, articulated this vision by stating, “We don’t really have an organization—we’re driven by a vision, organized by a vision. That vision isn’t even written down. We’ve never written anything.” This emphasis on an uncodified, shared purpose rather than bureaucratic structures defines the company’s operational ethos.
Furthermore, employees at DeepSeek are not burdened with monthly targets or key performance indicators (KPIs). Wenfeng emphasizes a leadership style driven by consensus, stating, “No one manages them. No KPIs.” He elaborates that while half of an employee’s time is dedicated to “formal work,” the other half is deliberately unallocated, allowing individuals to pursue whatever they choose. This radical freedom is particularly striking within China’s tech sector, where the pressure to perform is historically immense, and youth unemployment rates suggest many are opting out of the demanding office culture entirely, some even choosing manual labor for a less stressful existence.
DeepSeek’s trajectory offers a compelling counter-narrative to the prevailing belief that success in the competitive AI race necessitates an unforgiving work pace. While Liang Wenfeng humbly describes his team as “a bunch of very ordinary people,” their extraordinary achievements under a distinctly relaxed management philosophy challenge deeply entrenched notions about productivity and innovation in the tech world. The company’s rapid growth suggests that, at least for some, a culture of trust and autonomy might be a more potent catalyst for groundbreaking achievement than the relentless pursuit of the 996 ideal.
