• How we hire

    at People Interactive

Introduction to the process

We, at People Interactive, always do our best to provide a wow experience to every candidate. Interested to join a team full of passion, creativity and drive to do things the most innovative way? Here’re a few things to help you prepare for a journey with People Interactive better.

The People way of Hiring

Here’s what you need to know about our hiring process:

Build Your Resume

However tempting it is to simply upload the last resume with a little tweaking and hit the apply button, pause for a moment. Go a little deeper to make your hiring process even better.

Keep your old resume for referencing but start with a fresh document and create a resume specifically designed for each job you want. Here’s something to keep in mind:

  • Align your skills and experience with the job description. Add data and facts to support, if any.
  • Mention specifics about projects you’ve worked on or managed. E.g. What was the outcome? How did you measure success?
  • Include any leadership role you had. How big was the team? What was the scope of your work?
  • If you’re a fresher or have limited work experience, include academic projects or coursework that demonstrate relevant skills and knowledge.

Keep it short and simple – preferably one page. Remember that concision and precision are key.

Apply online

We keep all our open opportunities posted on our career site(careers.peopleinteractive.in). And if you can’t find any relevant openings at the moment, simply drop in a mail to careers@peopleinteractive.in and we will take it from there.

We encourage re-applying if you find a more relevant role in a few months again. Not getting a role can often be a matter of timing, rather than a reflection of your skills or qualifications. So if things don’t work out with your first application, don’t let that stop you from applying to other roles in the future.

Interview Process

If your profile is shortlisted for the role applied, we will take it forward to the interview process.
While the process may slightly differ as per the roles or teams, the basics remain the same whether you’re applying for a tech job or a marketing job, an internship or a leadership position. Here are some of the ways we assess candidates in our hiring process:

Online assessments: In the case of tech roles, you may be asked to do a brief online assessment to proceed further, like a coding exercise, once your resume is submitted.

Exploration Round: Before diving into more in-depth interviews, you’ll typically have one or two shorter conversations with someone from the hiring team. This will be more of an exploratory call and are designed to assess key skills you’ll need for the role.

Project work: To understand your skillset and working style, you may be asked to complete a small project prior to your in-depth interviews. This could range from working on a case study to providing writing or code samples. This is to assess how you think and approach problems.

In-depth interviews: We are keen on taking the right people in because we are all about people and what they bring to the team. Our process can be rigorous (typically 2-3 interviews), but only to know you better and see how you fit in the People culture as well as the role. We’re guided by core values and leadership principles to create a diverse and inclusive experience for candidates from all backgrounds.

Final Offer & Onboarding

Once your interview process is over, we’ll bring everything together from your application and interviews and review it. At this stage, we take into account a number of perspectives to come to a decision. As we decide that you’re the best candidate for the role, your recruiter will reach out to you with an offer.

Once you’ve accepted the offer, our onboarding team will walk you through compensation, benefits, level, insurance and other aspects to get you on your way to joining us!

© Copyright - People Interactive