'A BTech degree is no longer enough...': Former Google recruiter reveals why real-world skills matter

Do you still see your degree as a safety net for a high-paying job? The hiring game has changed, and you may not have caught up.

As artificial intelligence rewrites the rules of the tech industry, recruiters are increasingly prioritizing hands-on skills, problem solving and ownership over traditional credentials.

In a recent podcast hosted by Scaler School of Technology (SST), Program Director Manmeet Singh Akali sat down with Prasad Rao, a former Google recruiter with over 18 years of recruiting experience, to unpack exactly what today’s tech recruiters are really looking for.

On the role of AI in software careers, Rao emphasized that AI is not replacing engineers, but redefining what it means to be successful. “Critical thinking, effective adoption of AI, and the ability to bridge the gap between learning and solving real-world problems become key differentiators.”

Despite widespread fears of immediate layoffs in the sector, Rao noted that overall hiring of software engineers has not decreased. “In fact, many companies have either maintained their hiring volume or increased it by creating exclusive, niche roles for candidates with specific AI skills.”

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What will catch a recruiter’s attention?

During the interview, Manmeet Singh asked Prasad Rao how tech recruitment has evolved over the years and handed him an anonymous resume to check live on the spot. When he read it, he honestly broke it down.

As he scanned her, certain signals appeared almost immediately, strong enough that he didn’t even need to finish reading before calling. Words like ‘co-founder’, ‘ICPC’ and ‘Meta Hackathon’ immediately caught his attention, along with a dedicated achievements section that backed up the candidate’s claims with real evidence.

“That’s what’s relevant to me … it’s good enough to send for an interview,” he said. “What really stands out is the real-world evidence—not just what’s reported, but what’s been done. Drive the point home.”

“If I had the power to hire and give responsibility for the outcome, I would invest blindly and take the risk,” Rao added.

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Why do “failed” founders win?

One of the most notable findings was that Rao preferred candidates with startup experience. He said he would always hire a failed entrepreneur because he realized that the very act of building a company requires immense courage and conviction.

For tech recruiters, just going down an entrepreneurial path signals a candidate’s resilience, giving them preference over those who haven’t stepped out of their comfort zone.

IITs vs Tier 3 Colleges: Does Pedigree Still Matter?

The former Google recruiter also addressed the traditional belief that only a strong college pedigree can drive tech career opportunities.

He noted that internships, open source contributions, competitive programming, and ownership-driven projects become stronger indicators of a candidate’s potential, while generic projects and vague claims about teamwork often don’t make an impact.

“Just having a BTech degree is no longer enough; without real-world application to back it up, it’s unlikely to even secure an initial interview,” Rao said.

He also revealed a surprising reality check about premium institutes: “Some companies actually make a conscious effort not to hire from places like the IITs because they fear that these candidates might quickly become bored with the day-to-day realities of standard corporate roles.”

Ultimately, Rao said, hiring panels prioritize relevant experience over the prestige of a particular college.

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Rao also gave some great advice to 17-year-olds just starting college — cautioning against complacency and warning students not to get too excited about the tools and languages they’ll pick up in their freshman year.

While it is strictly necessary to maintain a firm grasp of the core academic subjects, constantly upgrading with the latest technologies remains the real differentiator for long-term survival in the technology ecosystem.