Palantir CEO Alex Karp said a stint at his company is a sure sign of technical expertise nowadays.Some tech recruiters agree Palantirians are top-notch hires, while others argue results matter more than the company."No doubt, Palantir is a strong hiring signal, but the idea of a golden ticket in tech is outdated," one expert told BI.Palantir CEO Alex Karp talks a big game when it comes to his employees.He's boasted on several occasions that Palantirians, as the company refers to employees, are the crme de la crme of tech workers."If you work for Palantir, everyone knows you're good," Karp said on CNBC's Squawk Box on February 18."No credible institution in commercial life can really be built without Palantir or an ex-Palantirian," Karp has also said.The company, which reported just under 4,000 full-time employees as of December 2024, recently hit an all-time high in its stock and brought in $2.87 billion in revenue in 2024. Following its most recent earnings report, Palantir hit a $240 billion market cap, surpassing companies like McDonald's and Disney. It hasn't only been clear skies, however, as Palantir's share price is down nearly 30% from its all-time closing high earlier this month.So do the people hiring from the tech talent pool buy Karp's glowing view of Palantirians?Business Insider spoke to half a dozen tech recruiting professionals to find out if having Palantir on your rsum is as powerful as Karp has made it sound.The Goldman Sachs of techDeepali Vyas, a senior Partner and global head of data, AI, and FinTech at global consulting firm Korn Ferry told BI she can "absolutely say that he's right," and she considers Palantir the Goldman Sachs of the tech industry."I've pulled people from Palantir," Vyas said. "They are a home run every single time."While she said Palantir employees tend to work long hours, the company has a "very hands-on culture" that allows even junior employees to work alongside the "brightest minds" at the company. Vyas said having that proximity helps create a certain level of training.Vyas said another factor that makes Panatir stand out is its ability to recruit people who are passionate about their work."There's something in the sauce there," Vyas said. "They want to work on the complex problems because that's what excites them."Jason Saltzman, Director of Growth at Live Data Technologies, a company that tracks employment changes, told BI that "Palantir seems to be the stop on people's career journey that accelerates them the most." Almost a quarter of former product managers at Palantir have since become founders, he said.Ex-Palantir employees also tend to end up at a big tech company or "one of the hottest startups," Saltzman said. Google and Meta as well as Anduril and OpenAI employ many former Palantir workers, he told BI."Not only is Palantir a rubber stamp on someone's rsum that allows them to go onto whatever they do next, but also many of them want to go solve the world's biggest problems that are shaping the future as we know it, either by joining a company or starting their own," Saltzman said.Some say Karp could be overstating thingsAaron Sines, director of technical recruiting at global cloud consulting firm Edison & Black, told BI that there's some truth to Karp's statement, but overall he's seeing a "results revolution" among companies, where outcomes are placed above academic credentials and company names."My team tells me all the time results are almost always coming over academic credentials," Sines told BI.Natan Fisher, the cofounder and co-CEO of tech and legal recruiting firm SingleSprout, similarly told BI that companies want to know how employees "operated under constraints, and whether they can drive impact in their environments.""No doubt, Palantir is a strong hiring signal, but the idea of a golden ticket in tech is outdated," Fisher said, adding that "the real hiring market doesn't reward brand names alone, it rewards execution and adaptability who built what and scaled systems at speed."Fisher said that tech companies often seek to hire from "multiple high-caliber" talent pools such as Ramp, Stripe, Linear, and Notion, adding that they aren't clients of his.Sines said that Palantir has a reputation for seeking out top talent and having a "rigorous" and "results-oriented" hiring strategy. However, he said that while it carries a "badge of honor," for some clients, it may signal too much intensity for others. It depends on how companies perceive culture, Sines said.Farah Sharghi, a job search coach and former recruiter at tech companies including Google, Lyft, Uber, and TikTok, said that while Palantir's hiring process is "very stringent," a good employee at Palantir may not be a good employee everywhere else because "there might be some nuances to some companies versus others in terms of cultural fit.""A Palantir engineer who's used to working on some particular type of technology might not thrive in another different size company or different cultural company," Sharghi said. "So it's really subjective relative to what the company does, what their needs are, and so on."While culture may vary across tech companies, Sharghi says the guiding philosophy when it comes to hiring is largely the same across the board."They're not looking for breadth of experience," she said. "They're looking for technical depth of experience."Alan Stein, the CEO of career-accelerating service Kadima Careers, told BI that "Palantir is a good brand name," but although it was considered, it didn't make his list of the top 100 companies that will accelerate your career."I don't think that's as impressive as some of the other companies," he said.Stein, who has worked at several Big Tech companies, including Google and Meta, said that while Palantir candidates can definitely leverage their experience into data, engineering, or government roles, it doesn't have the same brand recognition as some other bigger companies, or Ivy League institutions like Harvard."My hunch is more people would prefer four years of Harvard on their rsum," Stein said.