My experience interacting with inMusic during the hiring process was very disappointing, mainly due to inconsistent communication and lack of follow-up.
It began with a video call with an HR manager. The conversation itself was pleasant and professional, and I was told that my CV was interesting and would be shared with the hiring managers. After that, I did not receive any feedback for several weeks, then months.
Later, a position opened that closely matched my background. Before applying, I contacted the same HR manager to ask whether the role was open to candidates based in Europe or only in the US. I was told that I was a strong fit for the role, that my profile had already been introduced to the hiring team, and that I should apply. However, about one hour after submitting my application, I received an automated rejection email. When I asked for clarification, I was told the position was limited to US-based candidates.
Additionally, at a major music industry trade fair, I met a senior representative from inMusic (CTO). We had a positive conversation, and I was explicitly invited to send my CV after the event. I sent my CV and portfolio and followed up three times over the following weeks. I also reached out on LinkedIn, where we had already exchanged messages prior to meeting in person, but I never received any response or acknowledgment. In my all career, I never experienced such level of unprofessionalism.
Receiving no feedback at all, not even a brief acknowledgment or closure, is not acceptable.
Based on my experience across startups, large corporations, and international organizations, this hiring process stood out for its lack of follow-up. Candidates considering engaging with inMusic should be aware that communication during recruitment may be limited, which can be indicative of how the process is handled internally.
