Netflix’s hiring process for $7,000 jobs: upGrad founder reveals why 97% resumes fail and one key mistake candidates make
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The tech entrepreneur talked about how hiring works at major global tech companies. During the discussion, Vishva Mohan explained how streaming giant Netflix recruits and why companies reject almost 97% of resumes.
“A Thousand People Applied for One Job”
Talking about the hiring process at Netflix in the US, where an employee was reportedly offered $7,000, Vishwa Mohan reportedly said that it was one of the biggest and most competitive tech companies to work for.
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According to him, when a single job posting is posted on LinkedIn, around three to four lakh apply for a global position almost instantly. This stunned Raj Shamani.
But despite intense interest, only a very small percentage of applicants progress. He added that recruiters select resumes from MIT and Stanford graduates earlier than other candidates.
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Why Are Most Resumes Rejected?
He explained that most resumes are rejected not because candidates are unqualified, but because their profiles do not fully match the role requirements.
For example, someone is working for Java but applying for a Data science position, Mohan explains in the podcast.
Vishwa Mohan explained Raj Shamani: “97-98 percent of people are completely irrelevant. Their resumes do not match the requirements of the company.”
According to him, one of the biggest mistakes job seekers make is sending the same resume for every position. He even admitted that he made the same mistake after graduating from university.
He said that in the early days of his career, he applied for different positions using a common resume, without tailoring it to a specific role. But the best tech companies are looking for highly targeted skills and experience.
Recruitment is Difficult for Companies, Too
The speech also highlighted the aspect of recruitment that candidates often cannot see. According to Vishva Mohan, recruiting is not easy even for companies like LinkedIn, where he currently works.
Finding the right candidate is only part of the challenge, he explained. After the election, companies still face problems such as:
Long notice periods
Salary expectation mismatches
Candidates who accepted other offers
Delays in participation
He gave the example that candidates have a long notice period of two months, which can significantly slow down hiring plans.
Diploma Alone Is Not Enough
The discussion also touched on how recruiters differentiate between candidates from top universities.
Vishva Mohan suggested that although strong educational backgrounds are important, companies focus on relevance, skills and role compatibility rather than just branded colleges.
For many tech companies, a customized application is often more important than sending out hundreds of generic resumes.
