# Cisco Executive Leverages Gen Z Talent to Overhaul Legacy Code Jeetu Patel is empowering young hires to challenge status quo and drive innovation. - **Source:** [Fortune | FORTUNE](https://brifing.si/source/769282ef-327a-4454-909a-3c7936216004) - **Published:** 2026-10-30 - **Topic:** [Leadership](https://brifing.si/c/leadership) - **Original article:** - **On Brifing:** https://brifing.si/s/f669944a-2984-4f04-a345-8fbe7123cc04 ## Uncovering Hidden Talent Cisco President Jeetu Patel identified Padmanabhan Krishnamurthy, a 27-year-old former founder, working in an unstrategic role five levels below him. Following the 2025 acquisition of Krishnamurthy’s startup EzDubs, the young engineer was underutilized. Patel intervened, tasking him with a massive project to rewrite 98% of Cisco’s legacy code within 24 months. ## Challenging Legacy Systems Krishnamurthy proposed refactoring Cisco’s complex legacy code using only a two-person team. Patel granted him unlimited resources to execute this ambitious plan over a four-week trial period. This initiative highlights a shift in strategy, prioritizing radical efficiency and fresh technical approaches over traditional, slow-moving corporate development cycles and hierarchies. ## Fostering Productive Friction Patel intentionally places Gen Z employees alongside veterans to create healthy tension within teams. He argues that friction between ideas is essential for innovation, even if it causes personal discomfort. By encouraging younger staff to question established norms, he aims to break the stagnation often found in large, long-standing organizations. ## Reverse Mentorship Dynamics Cisco treats interns as reverse mentors, expecting them to teach experienced staff new ways of thinking. Patel cites a Stanford student, Baya, who secured an internship by consistently following through on monthly AI learning updates. She eventually redesigned a critical system that seasoned employees had previously failed to fix successfully. ## Strategic Workforce Composition Patel structures his team into three distinct segments: one-third experienced operators, one-third external systems thinkers, and one-third entrepreneurial, AI-native founders. He believes this specific balance is the only way to maintain acceleration. By combining these diverse perspectives, the company aims to create a more potent and adaptable organizational engine. ## Broader Industry Shifts Other leaders are mirroring this focus on young talent. Thrive Capital’s Josh Kushner prioritizes hiring individuals with under four years of experience, noting that seasoned talent often lacks the hunger of younger recruits. Similarly, Tastewise CEO Alon Chen values Gen Z for their lack of boundaries and native understanding of AI-driven opportunities. ## The AI-Native Advantage Will.i.am is also betting on young innovators from institutions like MIT and Stanford, viewing them as uniquely positioned to drive the next major tech breakthroughs. These leaders argue that Gen Z’s lack of industry baggage allows them to perceive opportunities that experienced professionals might overlook due to their ingrained habits. ## Redefining Career Value The trend signals a departure from traditional entry-level roles focused on data entry. Instead, forward-thinking executives are positioning young workers as catalysts for systemic change. By demanding unreasonable goals and fostering high-trust environments, companies like Cisco are attempting to harness the raw potential of a generation raised in the digital age. ## Sources covering this story - https://fortune.com/2026/10/30/cisco-president-jeetu-patel-gen-z-27-year-old-unlimited-ai-tokens-rewrite-legacy-code-entry-level-jobs/ — --- _Summary written by Brifing from the original reporting. Copyright in the original article belongs to its publisher; read the full piece at the link above._