Why PepsiCo’s APAC CEO prioritizes curiosity over credentials

Tse, who oversees operations across Greater China, Australia, New Zealand, and the broader Asia Pacific region, suggests that the rapid evolution of workplace technology makes static skill sets less relevant. Rather than seeking candidates who arrive with a complete package of pre-existing experience, the company focuses on identifying individuals who demonstrate a natural aptitude for rapid skill acquisition. According to Tse, curiosity serves as the engine for this adaptability, enabling employees to pivot alongside shifting consumer demands.

Assessing these intangible traits remains a challenge for many modern employers. To bridge this gap, PepsiCo works with its HR teams to analyze specific behavioral patterns that signal future leadership potential. Beyond standard interviews, the company examines the decision-making history of applicants, looking for evidence of calculated risk-taking and exploratory mindsets. Tse notes that candidates with backgrounds in consulting, startup environments, or cross-functional projects often exhibit the exact problem-solving capabilities required to navigate today’s non-linear career paths.