Telegram’s CEO emphasizes hiring engineers based on problem-solving ability, not formal qualifications.
Durov prioritizes independence, creativity, and coding excellence when building his teams.
His unconventional recruitment strategy has helped Telegram scale to hundreds of millions of users worldwide.
In a technology landscape where talent competition is fierce, Telegram CEO Pavel Durov has developed a unique philosophy for identifying and hiring the world’s best engineers. Rather than relying on traditional recruitment channels, Durov’s method emphasizes skill, creativity, and independence over conventional résumés and credentials.
Unlike many tech giants that prioritize degrees from elite universities or lengthy work experience at top firms, Durov believes that engineering excellence cannot be reduced to formal qualifications. For him, the real test is how a candidate thinks and solves problems.
He has repeatedly emphasized that he values raw coding ability and problem-solving acumen above all else. Candidates who can demonstrate their skills in real-world challenges or Telegram-specific projects stand a better chance of being noticed than those who simply present polished résumés.
Another defining principle of Durov’s approach is his emphasis on independence. He prefers engineers who can work autonomously, take initiative, and innovate without constant oversight.
“Great engineers are creators, not task-doers,” Durov has explained. This perspective reflects his belief that Telegram’s long-term growth depends on giving talented individuals the freedom to build, experiment, and innovate at scale.
Rather than lengthy interview processes filled with theoretical questions, Durov often challenges potential hires with practical coding tasks that mirror the real problems Telegram’s team faces.
This method not only evaluates technical ability but also tests creativity under constraints an essential quality for working in a fast-moving, resource-conscious environment.
Telegram’s meteoric rise to over 900 million users worldwide is partly a product of this selective hiring strategy. By assembling teams that prioritize technical brilliance, lean structures, and rapid execution, Durov has managed to maintain Telegram’s agility even as it scaled into one of the largest messaging platforms in the world.
This culture, built on trust in engineers’ autonomy, contrasts with the bureaucratic layers that often slow larger competitors.
Durov’s hiring philosophy has sparked interest among entrepreneurs and recruiters who see Telegram’s success as proof that unconventional approaches can outpace traditional models. In a global market where engineering talent is scarce, focusing on skill, independence, and passion rather than credentials may give companies an edge.
However, experts caution that such a strategy requires careful execution. Without clear standards, hiring solely on raw problem-solving could risk overlooking important qualities like collaboration or long-term reliability.
As Telegram continues to expand features like premium subscriptions, enhanced security, and advanced group tools, the demand for top engineering talent will remain central to its strategy. For Durov, the guiding principle remains clear: hire brilliant, independent thinkers who can create solutions that scale globally.
