Phenom's mission and platform overview

How can organizations use AI to transform hiring while still protecting the human element at the heart of work?

In this episode of Tech Talks Daily, I sit down with Mahe Bayireddi, co-founder and CEO of Phenom, to explore how artificial intelligence is reshaping the way companies attract, hire, and develop talent.

Our conversation comes at an interesting moment for the company, following the announcement that Phenom has acquired Be Applied, an AI-driven cognitive assessment platform designed to validate candidate and employee capabilities at scale. The move follows an earlier acquisition of Included, an AI-native people analytics platform focused on delivering deeper workforce insights and faster decision making.

Mahe shares how Phenom's long-term mission to help a billion people find the right job is evolving as AI becomes embedded throughout the HR lifecycle. From candidate discovery to onboarding and internal mobility, organizations are now experimenting with automation, personalization, and intelligent workflows that aim to improve both productivity and employee experience.

One theme that runs throughout our discussion is how AI adoption in HR varies dramatically depending on geography, regulation, and industry. In Europe, regulatory frameworks are shaping how companies deploy automation. In the United States, state-level policies introduce additional complexity. Meanwhile, organizations across Asia are often approaching AI with entirely different priorities. As a result, many global companies are experimenting carefully, introducing AI into specific business units or regions before rolling it out more broadly.

We also talk about a challenge that has caught many HR teams by surprise: the growing issue of fraudulent candidates and identity manipulation in the hiring process. As job applications become easier to submit and remote work expands global talent pools, organizations must rethink how they validate candidate identity and credentials. Mahe explains how AI-driven fraud detection tools can help highlight suspicious patterns while still keeping humans in the loop for final decisions.

Another important point raised in the conversation is the need to preserve humanity in the workplace while introducing intelligent automation. While AI can dramatically improve efficiency across recruiting and workforce planning, Mahe believes HR leaders must be careful to ensure technology strengthens human potential rather than reducing people to data points in a system.

Looking ahead, we discuss how organizations can begin adopting AI responsibly by starting small, focusing on high-impact areas, and building guardrails that reflect regional regulations and company culture. For many companies, the most successful path forward will involve testing AI within specific workflows, measuring outcomes quickly, and scaling what works.

So as artificial intelligence becomes a central part of hiring, workforce planning, and employee development, the big question for leaders is this. Can organizations use AI to create faster, smarter talent decisions while still keeping people at the center of the workplace experience?