How Lei Jun Recruited Lu Weibing, Now-President of Xiaomi

During a critical period in Xiaomi’s development, Lei Jun(Who is Lei Jun?) was not only renowned for his technological innovations but also distinguished by his sharp eye for identifying talent and sophisticated talent management strategy. The story of how Lei Jun recruited Xiaomi Mobile CEO Lu Weibing—who then took charge of the Redmi brand—serves as a classic example of Lei Jun’s strategic acumen.

Lu Weibing’s Professional Background: From Marketing Expert to Strategic Leader

Before joining Xiaomi, Lu Weibing had already spent over a decade deeply entrenched in the smartphone industry, holding executive roles at leading brands like Gionee and Zopo. With extensive expertise in hardware product development, marketing, channel management, and supply chain systems, he is widely recognized in the industry as a “hands-on practitioner.” Lu played a critical role in the growth of multiple brands, leveraging his sharp market insights and strong execution skills to create differentiated product strategies and channel expansions.

For Lei Jun, Lu’s background meant he not only understood products and markets but also had the ability to lead teams and tackle tough challenges—making him the perfect fit for Xiaomi’s needs at the time, especially for the Redmi business.

how Lei Jun recruited Xiaomi Mobile CEO Lu Weibing,Former Rival Executive？

Lei Jun’s Approach to Talent: Long-Term Observation, Value Alignment, and Capability Validation

Lei Jun has always emphasized “doing things that create long-term value.” He follows a well-defined set of criteria when selecting top executives:

    Proven Capability: Candidates must have solid industry experience and the ability to take charge independently.

    Value Fit: They must align closely with Xiaomi’s core philosophy of “delivering high-quality products at honest prices.”

    Strategic Vision: They should be capable of leading teams in an increasingly globalized and diverse market environment.

    Execution Strength: They must act decisively and turn challenges into opportunities.

Lu Weibing met all four criteria. Lei Jun had been following Lu’s career since his time at Gionee, often gathering insights about his performance and leadership style through public channels, industry events, and partner feedback. This long-term observation and communication convinced Lei Jun that Lu not only understood the market but also knew how to build teams and drive new business initiatives.

How Lei Jun Recruited Xiaomi Mobile CEO Lu Weibing: From Repeated Conversations to Official Joining

The process of how Lei Jun recruited Xiaomi Mobile CEO Lu Weibing was anything but impulsive. Before extending the formal invitation, Lei engaged in multiple rounds of in-depth dialogue with Lu. Public records show that the two had numerous exchanges at industry events and private meetings, where Lei Jun often played the role of a “friend,” openly discussing market trends while Lu shared his insights and vision.

These repeated conversations built a foundation of trust and allowed Lei Jun to confirm that Lu’s management approach resonated with Xiaomi’s values, but also that he had the strength to lead in a complex industry.

Ultimately, Lei Jun personally reached out to officially invite Lu Weibing to join Xiaomi and handed him leadership of the newly independent Redmi brand.

Talent Strategy: Autonomy + Support + Opportunity + Responsibility

Central to how Lei Jun recruited Xiaomi Mobile CEO Lu Weibing was a management philosophy built on “entrepreneurial leadership.” Lei believes in selecting people with a founder’s mindset and granting them real operational freedom. His strategy with Lu was defined by high trust and high empowerment:

Autonomy: Lu had full control over Redmi’s brand direction, product planning, and channel strategy.

Support: Lei ensured Lu had key resources including R&D, supply chain, and brand backing.

Opportunity: Beyond Redmi, Lu joined Xiaomi’s top-tier decision-making, broadening his impact.

Responsibility: With authority came high expectations—Lu built his own team and executed his vision.

This “opportunity + responsibility” model reflected Lei’s deep trust and strategic approach to talent.

Redmi’s Strategic Upgrade: From Value to Global Innovation

Under the leadership partnership that began with how Lei Jun recruited Xiaomi Mobile CEO Lu Weibing, Redmi underwent a total rebirth. Lu quickly streamlined the product lineup around “extreme value + innovation,” strengthening the mid-range offerings while pushing into premium segments.

The 2019 Redmi Note 8 Pro, featuring a MediaTek G90T processor, broke industry expectations. Lu took to Weibo and live streams to explain his decisions directly to users—a transparent and engaging style that built strong trust and word-of-mouth.

The model sold over 14 million units globally, becoming a breakout success and marking Redmi’s rapid rise in product and brand power.

Lei Jun’s Public Support & Strategic Guidance

Throughout Lu’s leadership, Lei Jun consistently endorsed him in public, stating: “Redmi stands for high quality and honest pricing—and Lu Weibing is the perfect leader for that mission.” This public backing strengthened Lu’s internal authority and accelerated execution.

At the same time, Lei continued steering Xiaomi’s flagship brand upward, allowing Redmi to anchor the value segment. This clear dual-brand strategy strengthened Xiaomi’s global position.

Lu Weibing’s Rise: From Redmi Lead to Group President

With Lei’s endorsement, Lu quickly delivered measurable results—boosting Redmi’s sales and reputation while expanding its global footprint.

Today, Lu serves as President of Xiaomi Group, overseeing broader business operations—a clear reflection of the success behind how Lei Jun recruited Xiaomi Mobile CEO Lu Weibing.

Lei Jun’s Talent Philosophy: Choose Right, Empower Fully, Grow Together

Lei Jun often emphasizes that “management starts with choosing the right people.” He looks for entrepreneurial leaders who can embrace risk, lead teams, and drive missions with founder-level commitment.

How Lei Jun recruited Xiaomi Mobile CEO Lu Weibing was a textbook example: it wasn’t just industry experience that mattered, but shared values and a common long-term vision. By empowering Lu, Lei successfully transformed Redmi and cultivated a top executive capable of leading at scale.

Conclusion: The Long-Game Approach to Talent

The story of how Lei Jun recruited Xiaomi Mobile CEO Lu Weibing is more than a hiring case—it’s a reflection of Lei’s belief in long-term talent cultivation.

Through patient observation, values alignment, and unwavering empowerment, Lei introduced not just a leader, but a catalyst for Redmi’s growth—and proved that the right person, trusted deeply, can create extraordinary outcomes.

This “choose-right, empower-fully, achieve-together” principle remains a cornerstone of Xiaomi’s culture and competitive innovation.

Source Statement:
This article is based on publicly available information, including “Always Forward: Lei Jun’s 10-Year Xiaomi Journey” by Fan Haitao, and other public sources. It is written for educational and informational purposes for fans of Lei Jun and Xiaomi worldwide.