Deepinder Goyal, the CEO of Zomato, one of India’s largest food delivery platforms, has sparked widespread debate after announcing a unique job offer for the position of Chief of Staff. In a move that has both intrigued and divided social media users, Goyal revealed that the role will come with no salary in the first year. Instead, the selected candidate must pay a 2 million rupee ($23,700) fee for what he described as an unparalleled learning opportunity.
In posts shared late Wednesday on platforms like LinkedIn and X (formerly Twitter), Goyal emphasized that the ideal candidate should be “down to earth,” possess “Grade A communication skills,” and be ready to contribute to Zomato, its quick commerce venture Blinkit, and other verticals. As compensation, the position promises “10x more learnings than a 2-year degree from a top management school.”
From the second year onward, Goyal assured, the candidate would receive an annual salary of at least 5 million rupees ($60,000) if the arrangement proves successful. Yet, the unconventional nature of the offer has ignited a heated debate about its implications for talent recruitment and inclusion.
Goyal’s job advertisement quickly garnered over 5 million views and thousands of reactions, with opinions split between admiration for its audacity and criticism for its exclusivity.
Many praised the bold approach, likening it to a real-world MBA alternative.
Tech programmer Arnav Gupta commented, “If you’re looking for a career in management consulting/strategy, this is worth waaaay more than an MBA.”
Some business professionals highlighted the steep learning curve and unparalleled exposure such a role could provide.
Critics lambasted the job offer as elitist and inaccessible to talented candidates from less privileged backgrounds.
Deepak Singh, a former executive at Flipkart, remarked, “Love the creativity, but it automatically excludes ambitious, hungry folks who don’t have that kind of money (middle class).”
Aparna Mittal, an expert in diversity and inclusion, pointed out the barriers created by the fee, stating, “This looks like a case of the privileged creating opportunities for the privileged only.”
The debate reflects broader concerns about equity in corporate recruitment, with many arguing that the fee structure limits opportunities for deserving candidates who lack financial means.
Deepinder Goyal’s reputation as a trailblazer in India’s startup ecosystem adds context to the controversial move. Since co-founding Zomato in 2008, Goyal has been at the forefront of revolutionizing food delivery and online dining in India. Under his leadership, Zomato has grown into the country’s largest food delivery platform, with rapid expansions into verticals like quick commerce through Blinkit.
His latest gambit seems to be aimed at disrupting conventional recruitment models, offering a direct path to immersive, high-stakes learning. By positioning the Chief of Staff role as an alternative to a top-tier MBA program, Goyal taps into a growing sentiment among entrepreneurs and professionals that traditional education often lacks real-world applicability.
The promise of guaranteed employment and a high salary in the second year serves as a safety net, but the upfront fee has raised eyebrows. While some view it as a calculated investment in future success, others see it as an undue financial burden.
Goyal’s announcement raises fundamental questions about the intersection of privilege, opportunity, and merit in India’s burgeoning tech and startup ecosystem. The job offer touches on several key issues:
Critics argue that the fee excludes talented candidates from less privileged backgrounds, perpetuating a cycle of opportunity limited to those with existing financial resources.
It underscores systemic barriers that still exist in India’s corporate recruitment landscape.
While the opportunity promises immense learning, detractors question whether candidates should be required to pay for a job.
Some have called for companies to create merit-based pathways that don’t rely on financial means.
The offer challenges the value proposition of expensive MBA programs, emphasizing experiential learning over formal education.
Goyal’s framing resonates with a younger workforce that often seeks hands-on experience over academic credentials.
For Zomato, the controversy has amplified its visibility as an innovator, though not without reputational risks.
The debate highlights the fine line between disruptive innovation and perceived insensitivity.
Zomato’s Meteoric Rise
Zomato’s prominence in India’s tech ecosystem adds weight to the conversation. The company, valued at over $28 billion, has become a household name, offering food delivery services in over 1,000 cities. In 2021, Zomato made history by becoming the first Indian tech unicorn to debut on the stock market, a move that fueled its global aspirations.
The company’s quick commerce arm, Blinkit, has further cemented its leadership in the fast-growing sector of 10-minute grocery delivery. With a near doubling of its stock price in 2023, Zomato is at a pivotal juncture of scaling its operations while maintaining profitability.
The polarized reaction to Goyal’s announcement reflects larger societal debates about privilege, opportunity, and innovation. It also highlights the power of social media as a space for discourse and accountability.
For companies looking to emulate Goyal’s approach, the following takeaways emerge:
- Balancing Risk and Inclusivity: Offering innovative job structures should be accompanied by mechanisms to ensure fairness and access for candidates across socioeconomic backgrounds.
- Transparent Communication: Companies must clearly articulate the long-term benefits of unconventional roles to avoid alienating potential talent.
- Adaptability: Gauging public feedback and modifying the offer, if necessary, could foster goodwill and broaden participation.
What’s Next for the Job Market?
The Zomato CEO’s call for applicants is more than just a job posting; it is a signal of how the future of work might evolve in a post-pandemic world. With traditional career trajectories increasingly questioned, Goyal’s approach may inspire similar experiments across industries.
However, the backlash underscores the need for ethical considerations and inclusive frameworks. Whether this bold move becomes a template for innovation or a cautionary tale for HR practices remains to be seen.
