For years, engineering aspirants across India have believed that getting into a top university and earning a bachelor’s degree in technology is the safest path to a successful career in technology. But one recruiter who has spent nearly two decades recruiting talent for some of the world’s largest tech companies says that’s changing quickly.Prasad Rao, who has over 18 years of recruiting experience and has built teams at Google India in addition to working with companies like Uber and Walmart, recently shared what is really grabbing the attention of recruiters today. talking about a podcast Moderated by Manmeet Singh Akali, Program Director, Institute of Technology, Skal, Rao explained that while degree and college name still matter to some extent, they are no longer enough to secure an interview.His message to students is simple: Recruiters are increasingly looking for evidence of what candidates have built, solved and achieved, not just where they studied.
“A bachelor’s degree in technology won’t get you an interview”
One of the strongest remarks of the conversation came when Rao was asked whether not having a B.Tech degree in his resume worried him.His answer was clear.“Yeah, I don’t care. Bachelor’s degree is important, but B.Tech especially is not. It won’t get you an interview.”He explained that while graduating from a reputable college may help candidates get into the recruiting pipeline, it’s only the starting point. Companies ultimately want to demonstrate that applicants can solve real problems.Rao said many students believe that the IIT tag or an engineering degree alone guarantees opportunities. In fact, recruiters will soon look beyond college names and start looking for stronger indicators of potential.
What makes a resume immediately stand out
During the podcast, Rao reviewed several anonymous resumes live, explaining exactly what recruiters were thinking when sifting through hundreds of applications.He was so impressed by one resume that he admitted he needed to read little further.Words that immediately caught his attention included “co-founder,” “ICPC regionalist,” “meta-hacker cup,” and “gold medalist.”These achievements demonstrate initiative, competitive excellence and problem-solving skills, he said.Looking at his resume, Rao said:“That was enough for me to push for it to be interviewed.”He went further when discussing another candidate.“If I had the power to hire and be accountable for the results, I would blindly invest in this candidate.”To him, achievements supported by evidence were more important than long descriptions full of generic claims.
Internships are more important than brands
Another recurring theme throughout the discussion was the importance of internships.Rao said internships can show recruiters whether students have solved real engineering problems rather than classroom assignments.Interestingly, he noted that internships do not necessarily have to be at well-known companies.If a student has worked on innovative robotics projects, satellite technology, or other technically challenging tasks, it will leave a stronger impression than a routine internship at a well-known organization without making a meaningful contribution.According to him, recruiters want to know what candidates have actually built and how they contributed, not just where they interned.
Why hackathons and coding competitions matter
Of all his extracurricular achievements, Rao prioritized competitive programming.Consistently participating in competitions such as ACM ICPC or winning hackathons demonstrate qualities the company highly values, including analytical thinking, teamwork and the ability to solve problems under pressure, he said.For recruiters sifting through thousands of resumes, these accomplishments serve as strong signals that a candidate has the skills needed in a real engineering environment.
Generic projects no longer impress recruiters
Students often include academic projects on their resumes hoping to demonstrate technical knowledge.Rao warns, however, that recruiters and engineering interviewers can quickly identify projects that are simply copied from the Internet or have been repeated by thousands of students.Instead, candidates should clearly explain their contributions.Instead of writing “worked in a team of five,” students should be specific about what they designed, developed, or solved.This level of ownership helps the interviewer understand whether the experience is truly relevant.
Why failed entrepreneurs can have an advantage
One of Rao’s most interesting observations is about entrepreneurship.When asked whether former startup founders have an advantage in the hiring process, he responded that he would be happy to hire someone who had tried to start a company before, even if the startup failed.He believes that entrepreneurship requires courage, resilience and belief.He believes that people rarely remain the same through experiences, making them valuable additions to engineering teams.
Is artificial intelligence starting to eliminate software jobs?
As artificial intelligence becomes part of everyday software development, many students worry that engineering jobs may disappear.Rao offers a reassuring perspective.Based on conversations with recruiters at multiple organizations, including former colleagues, he said hiring has not declined.Instead, many companies are continuing to hire software engineers while creating entirely new positions focused on artificial intelligence.Rather than replacing engineers, AI is changing the skills employers expect.Candidates who combine solid fundamental knowledge with the ability to use artificial intelligence effectively may be at an advantage.
What should students focus on?
Towards the end of the conversation, Rao shared advice for students starting their engineering journey.He encourages them not to get comfortable after learning a few programming languages or technologies in their first year.Instead, students should continue to update themselves while building a solid foundation in computer science fundamentals.He also emphasizes hands-on learning through internships, hackathons, competitive programming, entrepreneurship, and real-world projects.For today’s recruiters, these experiences are often more important than a degree alone.Disclaimer: This article is based on previous statements Google Recruiter Prasad Rao in a podcast hosted by Skaller Institute of Technology. The views expressed are his own professional opinions and experience with technology recruiting and recruiting trends. Readers should be aware that recruiting practices vary among companies, industries and positions.
