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In this compelling episode of HD in HD, host Henrique Dubugras sits down with Jack Zhang, co-founder and CEO of Airwallex, to explore his remarkable journey from a small Chinese city to building one of Australia's biggest tech success stories. Jack shares his transformative path from arriving in Melbourne at 15 with no English and no money to turning down a billion-dollar acquisition offer from Stripe. (00:37) The conversation covers Airwallex's evolution from multiple failed product attempts to becoming a $100 billion payment volume business, while Jack reflects on the cultural challenges of building a global workforce and the personal cost of extreme entrepreneurial dedication.
Jack Zhang is the co-founder and CEO of Airwallex, a global fintech platform processing over $100 billion in payment volume annually. Born in a small Chinese city, he moved to Australia at 15 with no English, worked multiple jobs to fund his education, and became an algorithmic trader before founding Airwallex in 2015. The company has raised over $1 billion in funding from investors including Sequoia, Tencent, and Mastercard, and Zhang famously turned down a $1.2 billion acquisition offer from Stripe in 2018.
Henrique Dubugras is the co-founder and CEO of Brex, a financial services company for startups and growing businesses. Born in Brazil, he moved to the US as a teenager and co-founded Brex while still a student at Stanford University. He hosts the "HD in HD" podcast, where he interviews successful entrepreneurs about their journeys building global businesses.
Jack's journey with Airwallex involved two complete product failures before finding success. (53:36) The first was a peer-to-peer foreign exchange matching algorithm that failed in simulation, and the second was an invoicing product that couldn't achieve scale. Only their third attempt—an API-based mass payout product for large enterprises—took off, growing from zero to $1 billion in volume within a year. This demonstrates that persistence through failure, rather than perfect initial execution, often leads to breakthrough success. The key is maintaining enough runway and team morale to iterate until you find what works.
Zhang learned the hard way that trying to impose Chinese work intensity on Australian employees created massive turnover and cultural conflict. (75:40) His solution was to restructure operations to leverage each culture's strengths: Chinese teams focused on infrastructure and execution, while Australian teams handled software development where they excelled. This approach requires understanding that sustainable global operations come from adapting to local strengths rather than forcing a one-size-fits-all culture across different markets.
When raising from Sequoia and Tencent, Jack's pitch focused on "building the largest money movement network in the world to completely displace SWIFT" rather than current revenue figures. (57:33) He explicitly told investors they were building "railways" without knowing what "products would travel on the rails." This infrastructure-first vision resonated with top-tier VCs even when the company had no clear product-market fit, showing that articulating massive market opportunities can trump immediate traction for visionary investors.
Jack's decision to turn down Stripe's $1.2 billion acquisition offer was partially enabled by his existing wealth from real estate investments. (66:42) Having made millions from property development while working as a trader gave him the financial cushion to take entrepreneurial risks and make decisions based on long-term vision rather than immediate financial need. This highlights how building alternative income streams or wealth before starting a company provides crucial decision-making freedom.
Zhang worked 110-120 hours per week for nearly eight years, ultimately leading to anxiety issues and burnout. (88:52) He now advocates for a more sustainable 70-80 hour work week, emphasizing that building a business "for a decade and beyond" requires investing in personal relationships, health, and balance. This transition from sprint mentality to marathon thinking is essential for leaders who want to remain effective over the long haul of building generational companies.