A recent statement by an anonymous Indian startup founder claiming that “90 percent of engineers can’t code” has triggered a wave of backlash across the tech industry, reigniting concerns over recruitment standards, talent readiness, and the growing reliance on AI during job interviews.
The remarks, first shared in a post on Reddit’s r/StartUpIndia forum, detailed the founder’s frustrations with hiring processes, alleging that most engineering candidates fail to meet even basic performance expectations—leading him to terminate new hires within just weeks.
“Whenever I hire anyone, in seven or 19 days, I end up firing them,” he wrote, describing how candidates from top firms or with inflated CVs were unable to write or review simple code without AI assistance.
Founder’s Frustration or Faulty Hiring?
The post was intended as a candid reflection on the challenges of hiring in early-stage startups. But it quickly drew fierce criticism—not for what it said about engineers, but for what it implied about the hiring process itself.
“Then fire your interviewers,” one Reddit user commented, questioning how such unsuitable candidates were making it through screening at all.
Others echoed this sentiment, arguing that the issue lies not with candidates, but with flawed interview practices, unrealistic expectations, and an overemphasis on academic pedigrees or brand-name work experience.
The Skill Gap — Real, But Misunderstood
While harsh, the founder’s comments reflect a broader anxiety within India’s $250 billion tech industry: a growing mismatch between degrees and skills. According to multiple employers and coding bootcamps, a significant percentage of computer science graduates struggle with practical programming skills, often due to outdated curricula and limited project exposure.
Some recruiters now report that even high-paying entry-level roles—offering ₹20 lakh annually—attract hundreds of applicants, but few pass live technical assessments. Interviewers say AI-generated responses are increasingly difficult to distinguish from genuine skill.
However, experts caution against sweeping generalizations. Not all engineers are expected to be coders, and not all coders are job-ready by default. A more balanced view calls for improved pedagogy, employer training, and thoughtful onboarding—especially at startups where stakes are high and mentorship is often limited.
The Real Problem: Process, Not People
Industry veterans argue that lazy hiring pipelines and inadequate candidate evaluation contribute to the churn. When job descriptions are vague and interview rounds are inconsistent or overly theoretical, mismatches are inevitable.
“Firing someone two weeks after hiring them isn’t a talent issue—it’s a process issue,” said a Bengaluru-based tech hiring manager. “Startups must take responsibility for how they screen, test, and onboard talent.”
A Moment for Reflection and Reform
As India positions itself as a global technology leader, the debate around job readiness versus recruiter responsibility is only intensifying. The founder’s viral post may have sparked outrage, but it also highlights an urgent need to rethink how companies identify, train, and retain engineering talent in an AI-driven age.
If anything, the episode reveals the dangers of relying solely on performance metrics or instant deliverables—and the need for patience, mentorship, and long-term thinking in building sustainable teams.