I had two phone interviews for two separate positions. Both went as well as I had expected, although I wasn't selected for a second interview for the position I preferred. But that's okay. Here's the problem: I was emailed an offer the evening after the second interview. What's the worst thing you can do to a job applicant? Offer them a job they didn't get. If that isn't egregious enough for any company, the Human Resource Experience is exactly PhenomPeople's purported area of expertise: you sent a candidate an erroneous offer letter with THE PRODUCT YOU PRODUCE.
I'm a creative guy and I can't even invent a better example of corporate ineptitude, and PhenomPeople is way too small to be trafficking in such blatant oversight. Startup hiccups are things like missed deadlines and taking on debt. PhenomPeople is shafting its own applicants with the one and only thing it claims it can do for its clients. Your cult-like obsession with the workplace won't matter so much when your clients realize your products don't even work right for the very people building them. Good luck.
Quite a few steps in the interview process. Friendly interviewer and interesting company. Recruitment for the role was put on hold during the interviewing process which isn’t great. But overall positive experience.
The company is focused on building cutting-edge AI and agentic AI products to enhance user experiences—which is commendable. However, there's a noticeable gap when it comes to their internal processes, especially in India.
While there's strong emphasis on improving candidate experience through their products, ironically, the experience offered by their own recruitment team falls short. Recruiters often fail to take the time to understand a candidate’s journey or provide adequate support, such as interview preparation.
In some cases, salary details are requested only weeks into the process, with little regard for timely communication. Even more concerning, iInitially, the interview process is outlined one way, but as it progresses, additional interviewers—sometimes from entirely unrelated portfolios—are added without explanation. This not only causes confusion but also raises questions about the clarity and structure of the hiring process.
If the company truly wants to lead by example, internal hiring practices should reflect the same level of care and innovation they build into their products.
Interview questions [1]
Question 1
it's all about experience—domain expertise, process clarity, and how the journey is managed.
I applied online. I interviewed at Phenom (Ambler, PA)
Interview
Introduction call, followed by 3 1:1 meetings. The 1:1 meetings were conducted by potential managers. Each meeting took about 2 days to schedule between each other. Overall and easy interview process.
