For years, engineering aspirants in India have believed that getting into a top university and getting a B.Tech degree is the surest route to a successful tech career. But according to a recruiter who spent nearly two decades recruiting talent for some of the world’s biggest tech companies, that equation is changing fast.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 really catches the eye of a recruiter today. Speaking to podcast hosted by Scaler School of Technology Program Director Manmeet Singh Akali, Rao explained that while degrees and college names are still important 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 just 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 if the absence of a B.Tech degree on a resume would worry him.His answer was unequivocal.“Yeah, I don’t mind. A BA does matter, but B.Tech specifically doesn’t. It won’t get you an interview.”He explained that while graduating from a reputable university can help candidates enter the hiring pipeline, it’s only the starting point. Ultimately, companies want proof that applicants can solve real problems.According to Rao, many students assume that only an IIT tag or an engineering degree guarantees opportunities. In reality, recruiters quickly move beyond the name of the college and start looking for stronger indicators of potential.
What made a resume stand out instantly
During the podcast, Rao reviewed several anonymous resumes live, explaining exactly how recruiters think as they sift through hundreds of applications.He was so impressed by one resume that he admitted he hardly needed to read more.The words that immediately caught his eye were “Co-Founder”, “ICPC Regionalist”, “Meta Hacker Cup” and “Gold Medal”.Those achievements, he said, demonstrated initiative, competitive excellence and problem-solving ability.Looking at the resume, Rao commented:“That’s good enough to push for an interview.”He went even further while talking about another candidate.“If I had the authority to hire and was responsible for the outcome, I would invest blindly in this candidate.”For him, evidence-backed achievements mattered far more than long descriptions filled with generic claims.
Practices 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 noted that internships don’t necessarily have to be with famous companies.If a student has worked on an innovative robotics project, satellite technology, or other technically challenging task, it can leave a stronger impression than a routine internship in a well-known organization without significant input.According to him, recruiters want to know what candidates actually built and how they contributed, not just where they interned.
Why hackathons and coding competitions matter
Among all extracurricular achievements, Rao ranked competitive programming at the top.He said consistently participating in competitions like ACM ICPC or winning hackathons demonstrates qualities that companies value highly, such as analytical thinking, teamwork and problem-solving under pressure.For recruiters sifting through thousands of resumes, these accomplishments become powerful signals that candidates possess the skills needed in real-world engineering environments.
Generic projects no longer impress recruiters
Students often fill their resumes with academic projects, hoping to demonstrate technical knowledge.However, Rao cautioned that recruiters and engineering interviewers can quickly recognize projects that have simply been copied from the Internet or repeated by thousands of students.Instead, candidates should clearly explain their own contribution.Instead of writing “Worked in a team of five,” students should specify exactly what they designed, developed, or solved.This level of ownership helps interviewers understand if the experience is truly relevant.
Why failed entrepreneurs can have an advantage
One of Rao’s most interesting observations was about entrepreneurship.When asked if former startup founders have an advantage when hiring, he replied that he would happily hire someone who had tried to build a company, even if the startup failed.According to him, entrepreneurship requires courage, resilience and conviction.He believes that people rarely leave the experience unchanged, which makes them valuable additions to engineering teams.
Starting software jobs with reduced AI?
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 at various organizations, including former colleagues, he said hiring has not slowed.Instead, many companies continue to hire software engineers while 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 the students should focus on
Towards the end of the talk, Rao shared advice for students starting their engineering journey.He encouraged them not to feel comfortable after learning some programming languages or technologies in the first year.Instead, students should continue to update themselves while building a strong foundation in the fundamentals of computer science.It also emphasized hands-on learning through internships, hackathons, competitive programming, entrepreneurship, and real-world projects.For today’s recruiters, these experiences often speak louder than a title alone.Disclaimer: This article is based on statements made by the former Google Recruiter Prasad Rao during a podcast hosted by Scaler School of Technology. The opinions expressed are his own opinions and professional experiences regarding technology procurement and hiring trends. Readers should note that hiring practices vary across companies, industries and roles.