‘Code That Doesn’t Even Run’: Startup CEO Rants About Hiring Nightmare, Ignites Debate Online

Kumar also shared Runable’s straightforward hiring process: “Simple coding task; CEO call (15 mins); CTO call (45 mins); Paid one-day trial with the team; Offer. Done"

NASSCOM estimates the need for 3.5 million digitally skilled professionals by 2026

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A recent social media post by Umesh Kumar, CEO of Bengaluru-based startup Runable and an alumnus of IIT Roorkee, has reignited discussions around the quality of tech talent in India. In an X (formerly Twitter) post that has garnered over 400,000 views, Kumar revealed that his company received more than 1,000 applications for a backend engineering position within just a few days, yet fewer than five candidates submitted acceptable code.

“India seriously has a big f***ing talent problem,” Kumar wrote. “We asked for a basic, simple coding task. The submissions? Mostly absolute trash… AI-generated crap everywhere. … Code that doesn’t even run. … is it too much to ask for code that actually compiles?”

A Transparent Hiring Model

Kumar also shared Runable’s straightforward hiring process: “Simple coding task; CEO call (15 mins); CTO call (45 mins); Paid one-day trial with the team; Offer. Done.” Despite not being a large tech company, Runable offers a salary package of ₹50 lakh, along with relocation and meal allowances. “So yes, at this pay scale, expecting code that actually runs is justified,” he added.

Industry Divided Over Candidate Screening

The post sparked a flurry of responses. While many in the tech community echoed Kumar’s concerns about declining coding standards and overreliance on AI, others criticized his hiring methodology.

One user remarked, “The best talent from India is prioritizing moving to a tech hub like San Francisco or Singapore, they don’t want a job in India unless it’s gets them into the USA.” 

“I somewhat agree with you, but I’ve seen many really, really good programmers who’ve been coding since they were 12(like my co-founder), yet they say they only have 3–4 years of experience because that’s the time they’ve worked at a company. I wouldn’t want to miss out on people like that,” added a second user

“I run a tech hiring company. Assignments in the first round are the quickest way to kill your hiring pipeline. Strong candidates rarely complete them and for good reason. If no one from your team invests even a short conversation before assigning a task, candidates have no assurance their profile matches your hiring criteria. They won’t spend time on an assignment that might lead nowhere, even if they nail it. Companies with exceptional employer brands might pull off first-round assignments, but most can’t. Even a simple 10-minute introductory call before handing out an assignment can significantly boost completion rates,” added a third user.

Wider Industry Reflections

Kumar’s frustration mirrors larger industry concerns. Reports show that nearly 50 per cent of Indian engineering graduates lack essential job-ready skills. NASSCOM estimates the need for 3.5 million digitally skilled professionals by 2026, and TeamLease Digital predicts demand for 900,000 roles in AI and emerging technologies within the next 18 months. However, the talent supply chain remains fragile.