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Netflix, the premier video streaming brand, was valued at USD187.3 billion as of April 2020 with a subscriber base of 182.9 million globally. It had achieved dizzying heights of success through intelligent algorithm which understood subscribers' preferences, huge investments in innovative original content and forging strategic alliances with local partners in nearly 190 countries. But the meteoric rise was not the only reason the company was talked about, its employer branding strategies which showcased the tenets of its 'Culture Deck' and 'People over Process' approach, were areas of discussion too. Considered exemplary and ground breaking, Netflix's organisational culture had contributed enormously to earn the reputation of being one of the best employer brands across the globe. The company's employer branding team constantly hammered its Employee Value Proposition (EVP) through multitudes of videos unleashed on social media. These videos offered the job seekers a peek into the company's organisational culture and 'People over Process' approach. However, over the years a counter narrative was woven by researchers who dug deeply into Netflix's culture through the feedback, interviews and testimonials of existing and former employees. These potential threats to Netflix's employer branding efforts were too conspicuous to be ignored. Most importantly, these reflected badly on the company's 'People over Process' approach. Against this background, it was prudent to ask whether Netflix had really redefined employer branding through its 'People over Process' approach?