Phenom People delivers the Phenom Talent Experience Management (TXM) platform to transform the talent journey from interested candidates to thriving employees to enthusiastic brand advocates, while helping HR evolve from being a cost center to a revenue generator. Redefining the entire talent experience through a single platform approach, Phenom’s TXM platform provides companies with a unified solution which delivers a Career Site, CRM, CMS, Chatbot, SMS, Internal Mobility & Referrals, University Recruiting, Talent Analytics, and AI. Our platform is built on artificial intelligence (AI), which drives personalization, automation, and accuracy for candidates, recruiters, employees, and management. We believe people should be happy and inspired by their jobs—just as we are. That simple belief fuels our collective desire to fundamentally transform the talent journey, and achieve our mission to help a billion people find the right job.
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2
Open roles tracked
1
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2
Posted last 30 days
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What employees say
+ If you are looking for pros 🤔 that means you are looking at wrong company 🏢.
− 1. The leadership is biased and lacks understanding of how to build a company. 2. There are many sycophants in middle management. 3. I could list a thousand reasons not to join thi
Recent Glassdoor reviews · 1,259 total
Pros: If you are looking for pros 🤔 that means you are looking at wrong company 🏢.
Cons: 1. The leadership is biased and lacks understanding of how to build a company. 2. There are many sycophants in middle management. 3. I could list a thousand reasons not to join this company. If you are still looking for other reviews, may God help you.
View on GlassdoorPros: Will expose to lot of new technologies and work on those.
Cons: I joined as a Spartan, and we are treated like untouchables. No matter how hard we work, we don't receive the appreciation we deserve from management. This is not just my experience; it applies to Spartans across the company. We are treated differently and have to prove our worth every time, everywhere, yet we still receive only the minimum salary hike percentages simply because we are Spartans. Meanwhile, on-campus hires who work just as hard as we do and contribute equally receive regular salary hikes. This difference in treatment is unfair and discouraging.
View on GlassdoorPros: Before joining any company, many of us visit Glassdoor, read reviews, and try to decide whether it is the right place for us. I have done the same throughout my 10-year career. In fact, Glassdoor reviews have often helped me ask better questions before making a career decision. But after joining a company, I have also realised that every review needs to be understood in the right context. Every organisation will have positives and areas to improve. The important question is: what is genuinely negative, and what is simply a company policy or an individual preference? For example: Is the absence of a hybrid-work option always negative? Not necessarily. Different companies have different operating models, client commitments, collaboration needs, and culture. Is working eight hours a day negative? In many organisations, it is a basic professional expectation and may also be required for compliance. Is asking freshers to spend additional time learning, collaborating, and building capability always wrong? Early-career professionals often benefit greatly from exposure, guidance, and practical learning. Are salary hikes based on company performance, market conditions, and individual contribution automatically unfair? Compensation decisions are rarely identical across all organisations. Is restructuring always a negative sign? Sometimes it is a difficult but necessary business decision to keep the company stable, competitive, and sustainable. Can large-scale food service occasionally have an operational issue? Yes. It should be addressed seriously and corrected, but one incident alone may not define the entire culture of an organisation. A company should absolutely be held accountable for serious issues—such as unfair treatment, harassment, discrimination, unethical practices, delayed salaries, poor employee safety, or a culture that repeatedly disrespects people. These are valid concerns, and employees should raise them responsibly. However, not every disagreement with a policy should become a negative public review. There is a difference between giving constructive feedback and using a platform only to vent anger or frustration. Constructive feedback explains the issue, provides context, and can help an organisation improve. But vague comments such as “too much work,” “no hybrid,” or “bad culture” without context may create an incomplete picture for job seekers. I recently experienced this personally after joining Phenom. Before joining, I read some negative Glassdoor reviews and discussed them openly with the recruiter. She gave a thoughtful and transparent response that helped me evaluate the situation better. Now, after completing six months here, I can say that many of the things portrayed negatively in reviews have not matched my actual experience. Out of several concerns I had read, most have turned out to be positive or simply part of the company’s way of working. If I had decided not to join solely based on anonymous reviews, I might have missed a great career opportunity. My learning is simple: use Glassdoor and similar platforms as one source of information—not as the final verdict. Read patterns, not isolated comments. Ask questions during interviews. Speak to current or former employees when possible. Evaluate the role, manager, growth opportunities, culture, business stability, and whether the organisation aligns with your own career goals. We come to work to learn, grow, contribute, earn a living, build careers, and create security for ourselves and our families. Organisations should create fair opportunities and healthy workplaces. At the same time, employees should also take ownership of their growth, performance, and professional conduct. Let us share honest feedback, but let us also be responsible with it. A company that gives us an opportunity deserves fair evaluation—not unnecessary negativity. Spread constructive feedback. Recognise the good. Learn, perform, grow, and move forward.
Cons: Nothing as of now as per knowledge and experience in Phenom
View on GlassdoorPros: Great culture, supportive leadership, growth opportunities, strong employee benefits, meaningful work
Cons: Fast-paced environment can be challenging at times, but it also accelerates learning.
View on GlassdoorPros: I spent some time over the weekend browsing Glassdoor and came across a mix of positive and negative reviews. After looking through only the first couple of pages, I was struck by a pattern I have noticed across several companies: individual frustrations are often presented as though they represent the experience of the entire organization. Every employee’s experience is real and valid, but it is also shaped by their role, manager, team, expectations, circumstances, and career stage. No company can meet every expectation of every employee at all times. What matters is whether an organization consistently provides a respectful workplace, meaningful opportunities, fair policies, and support for employees’ wellbeing and growth. Having worked with around five organizations, I can say that every workplace has strengths and areas to improve. At Phenom, I have personally experienced many positive aspects that deserve to be recognized: One of the best health-insurance policies I have seen .Complimentary lunch and dinner for employees .Transportation support for night-shift employees .A positive work environment and flexible working hours—you can choose your start time and complete your eight working hours. Strong learning opportunities and exposure to new areas of work. A work-from-office policy, which is the company’s stated approach; however, many employees are also supported with work from home when there is a genuine need. Supportive policies for women employees and working mothers. Opportunities for tenured employees to work from the U.S. office for up to three months.L-1 visa processing for eligible employees .Consistent employee engagement by the HR team, including celebrations for festivals and special occasions.Initiatives that go beyond routine corporate activities, such as book fairs, festive food events, employee celebrations, and meaningful CSR programs .I have worked in four companies before Phenom, and I have not seen this level of employee engagement and effort from HR teams in many places. The culture is not defined only by policies on paper; it is also reflected in the experiences, events, support systems, and sense of community created every day. To everyone reading Glassdoor reviews: please read them with perspective. Reviews can be helpful, especially when they identify genuine issues or recurring patterns. But one person’s difficult experience should not automatically become the complete story of a company. Look for balance, repeated themes, context, and the organization’s efforts to improve. At the end of the day, the way we view a workplace often depends on what we choose to focus on. Constructive feedback helps companies grow; unchecked negativity, however, rarely helps employees, employers, or future candidates make informed decisions.
Cons: Encourage with more learning opportunities
View on GlassdoorCompany review data sourced from Glassdoor.
Glassdoor salary estimates for top hiring roles · 1,631 salary reports on Glassdoor
| Role | Location | Median | Range (LPA) | Reports |
|---|---|---|---|---|
| Engineering Manager | India | 49.0 LPA | 30.0 LPA – 65.6 LPA | 10 |
Salary benchmarks are estimates from Glassdoor and may differ from individual job listings.
India-scoped Glassdoor interview reports · 254 total · avg difficulty 3.2/5 · 287 questions indexed
The process was smooth. i was contacted by the talent acquisition team and an interview was set up which was a set of DSA, resume and system design questions. Be thorough with the entire end to end implementation of the points given in your resume
The first round is a Java technical interview focused on fundamental programming concepts. The discussion will cover Core Java basics, OOP principles, Collections, exception handling, Java frameworks, and practical programming concepts.
Sample questions
First an AI voice interview The AI was very inadepts at asking coherent questions. Example: I was replying to its questions, after answering it, it said, I am sorry I do not have a answer to you question even though I had not asked a question. Then, it would never drill down in any question, just say ummm... And moved on the next question. It never felt like a conversation.
Sample questions
One Artificial Intelligence round initially virtual round, One virtual round which is technical Two face 2 face which are technical and managerial Difficulty level moderate to high Prepare well Do well
Sample questions
- The interview began with an in-depth discussion of your project architecture, focusing on the motivation for introducing a **BFF layer** and using **GraphQL**. - A significant part of the discussion centered on your implementation of the **Transactional Outbox Pattern**, exploring consistency guarantees and asynchronous event publishing. - The DSA section included two standard interview problems: **Number of Islands** and **Longest Substring Without Repeating Characters**, with emphasis on your approach and reasoning rather than just code. - The most substantial part of the interview was a **system design discussion** around a flight booking system. The interviewer continuously evolved the scenario, asking how you would handle race conditions, optimistic vs. pessimistic locking, Redis, versioning, and concurrent seat booking. - Additional scenarios explored failures after successful payment, requiring discussion of **Saga**, **Transactional Outbox**, **Kafka retries**, **DLQs**, and why certain approaches are unsuitable for critical booking workflows. - Unlike many of your other interviews, this one was highly interactive. The interviewer guided the discussion, challenged assumptions, and expected you to reason through evolving scenarios rather than recall framework-specific details. - Overall, this round assessed **backend engineering fundamentals, distributed systems thinking, concurrency handling, and problem-solving ability**, with relatively little emphasis on Java API trivia or Spring Boot internals.
Sample questions
Top hiring roles: Engineering
Last updated 20 September 2026
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