‘I would lose faith in the system if this resume didn’t get hired’: Ex-Google recruiter explains why
For years, engineering aspirants across India have believed that getting into a top college and earning a B.Tech degree is the safest route to a successful tech career. But according to a recruiter who spent nearly two decades hiring talent for some of the world’s biggest technology companies, that equation is rapidly changing.Prasad Rao, who has over 18 years of recruitment experience and has built teams at Google India besides working with companies such as Uber and Walmart, recently shared what really catches a recruiter’s attention today. Speaking on a podcast hosted by Scaler School of Technology’s Program Director Manmeet Singh Akali, Rao explained that while degrees and college names still matter to some extent, they are no longer enough to secure an interview.His message to students was simple: recruiters are increasingly looking for evidence of what candidates have built, solved and achieved—not merely where they studied.
“A B.Tech won’t get you an interview”
One of the strongest statements during the conversation came when Rao was asked whether the absence of a B.Tech degree on a resume would concern him.His response was unambiguous.“Yeah, I don’t care. A bachelor’s degree matters, but B.Tech specifically does not. It won’t get you an interview.”He explained that while graduating from a reputed college may help candidates enter the hiring pipeline, it is only the starting point. Companies ultimately want proof that applicants can solve real problems.According to Rao, many students assume that an IIT tag or engineering degree alone guarantees opportunities. In reality, recruiters quickly move beyond the college name and begin searching for stronger indicators of potential.
What made one resume stand out instantly
During the podcast, Rao reviewed several anonymised resumes live, explaining exactly how recruiters think while screening hundreds of applications.One resume impressed him so much that he admitted he barely needed to read further.The words that immediately caught his attention included “Co-founder,” “ICPC Regionalist,” “Meta Hacker Cup,” and “Gold Medalist.”Those achievements, he said, demonstrated initiative, competitive excellence and problem-solving ability.Looking at the resume, Rao remarked:“This is good enough for me to push it for an interview.”He went even further while discussing another candidate.“If I had the authority to hire and was responsible for the outcome, I would blindly invest in this candidate.”For him, achievements backed by evidence mattered far more than long descriptions filled with generic claims.
Internships matter more than brand names
Another recurring theme throughout the discussion was the importance of internships.Rao said internships show recruiters whether students have worked on genuine engineering problems rather than classroom assignments.Interestingly, he pointed out that internships do not necessarily have to be with famous companies.If a student has worked on an innovative robotics project, satellite technology or another technically challenging assignment, it can leave a stronger impression than a routine internship at a well-known organisation without meaningful contributions.According to him, recruiters want to know what candidates actually built and how they contributed—not simply where they interned.
Why hackathons and coding competitions matter
Among all extracurricular achievements, Rao placed competitive programming near the very top.He said consistent participation in competitions such as ACM ICPC or winning hackathons demonstrates qualities that companies value highly, including analytical thinking, teamwork and problem-solving under pressure.For recruiters screening thousands of resumes, such accomplishments become powerful signals that candidates possess skills needed in real engineering environments.
Generic projects no longer impress recruiters
Students often fill their resumes with academic projects, hoping to showcase technical knowledge.However, Rao warned that recruiters and engineering interviewers can quickly recognise projects that have simply been copied from the internet or repeated by thousands of students.Instead, candidates should clearly explain their own contribution.Rather than writing, “Worked in a team of five,” students should specify exactly what they designed, developed or solved.That level of ownership helps interviewers understand whether the experience is genuinely relevant.
Why failed entrepreneurs can have an edge
One of Rao’s most interesting observations was about entrepreneurship.Asked whether former startup founders have an advantage during hiring, he replied that he would happily hire someone who had attempted to build a company—even if the startup failed.According to him, entrepreneurship demands courage, resilience and conviction.He believes people rarely emerge from the experience unchanged, making them valuable additions to engineering teams.
Has AI reduced software jobs?
With AI becoming part of everyday software development, many students worry that engineering jobs may disappear.Rao offered a reassuring perspective.Based on conversations with recruiters across multiple organisations, including former colleagues, he said hiring has not reduced.Instead, many companies are continuing to recruit software engineers while simultaneously creating entirely new roles focused on Artificial Intelligence.Rather than replacing engineers, AI is changing the skills employers expect.Candidates who combine strong fundamentals with the ability to use AI effectively are likely to have an advantage.
What students should focus on
Towards the end of the conversation, Rao shared advice for students beginning their engineering journey.He encouraged them not to become comfortable after learning a few programming languages or technologies in their first year.Instead, students should continue updating themselves while building strong foundations in computer science fundamentals.He also emphasised practical learning through internships, hackathons, competitive programming, entrepreneurship and real-world projects.For today’s recruiters, these experiences often speak louder than a degree alone.Disclaimer: This article is based on statements made by former Google recruiter Prasad Rao during a podcast hosted by Scaler School of Technology. The views expressed are his own professional opinions and experiences regarding technology hiring and recruitment trends. Readers should note that hiring practices vary across companies, industries and roles.
