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Axens Overview

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Rueil-Malmaison (France)
501 to 1000 employees
Company - Public
£100 to £500 million (GBP) per year


Axens Reviews

  • "Good Company"

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Axens full-time (Less than a year)


    Dynamic environment with many challenges to overcome


    CAD Solutions that needs improvement

See All 31 Reviews

Axens Interviews



Getting an Interview

Getting an Interview





    Senior Process Engineer Interview

    Anonymous Interview Candidate in Paris (France)
    No Offer
    Neutral Experience
    Easy Interview


    I applied online. The process took 2+ months. I interviewed at Axens (Paris (France)) in September 2019.


    The interview consisted of three steps or rounds. Initially, an HR associate emailed me to schedule all three rounds to be conducted by Skype (as I was a candidate located outside France). First round/step was a Behavorial Test. This was followed by HR interview. The third round/step was interview by Hiring Manager. All the three rounds were scheduled simultaneously.

    The behaviour test is an online assessment. It consists of 70 questions. This can be completed in 12 - 15 minutes depending on your reading speed. Please note that there is NO time limit for this evaluation. The online tool used by Axens is Performanse Echo. It is developed by a French company and you can read about this test online. It is always best to be honest in your evaluation, however, if you are desperate for a job change, you may consider 'fooling' the test. Make sure, you are well aware of the soft skills required for the job role. Keep those skills in mind, and provide yours answers based on those required skills. Read more about Performanse tools to get an idea how to crack the test.

    After the test, unfortunately one of my clients fixed a meeting which clashed with the timings of HR Skype interview. I tried to get in touch with the HR to change my interview timing. To my surprise, I was 'ghosted'. I sent three emails and called up 5 times in two days but none of my communications were returned. To my disappointed, I had to reschedule my meeting the client so that I could take the interview with Axens.

    Cometh the day, I was ready for the HR round. Interview was set at 12 'o' clock. I was well ready at 11.55. The time starting ticking... it became 12.00 then it became 12.05, then it became 12.10, then 12.15. I started getting furious but I was well under control. I was getting sure that I have been 'ghosted' by this company. The time went on and it became 12.30. I was a little frustrated with the way the HR team was handling my application. I called the HR on their landline to enquire what happened. Luckily, this time the HR picked my second call. I informed the HR that she was supposed to Skype me as per the mutually agreed schedule. To my horror the HR replied, "Oh I forgot about your interview. Give me 5 minutes, I will prepare and call you back".

    When the HR called, I was thinking she would start by apologising or something along those lines. But there was no hint of apology in her tone. It is not that I feel I am entitled to an apology. But it is a reflection of how employees are treated in the company. And a reflection of how work is being carried out.

    The round with the HR lasted for lesser than 15 minutes. Clearly the HR didn't have questions because she was not prepared. The questions asked were very basic. The HR was very friendly and 'cool'. But I was not in there for friendship, I was only interested in the job role and was seeking a professional relationship. Professionalism was seriously lacking on the HR's part.

    My third round was with the Hiring Manager, again on Skype. The Hiring Manager was amazing. This person seemed like the one you would like to work with. The Hiring Manager was totally professional and handled everything like a mature person. Be careful in this round, because the hiring managers are trained to ask HR like questions. All the lost credibility in HR round, was compensated in this round. The Hiring Manager was top-notch and knew what info had to be extracted from the candidate. These are kind of employees you would want to see in a company like Axens.

    The questions in both these rounds were very basic in nature. They were so basic that even a Graduate Engineer could answer the questions which were directed to a Senior Engineer. So this makes the Behaviour Assesment very important - a deal maker/breaker.

    As the questions are simple and anyone can answer, it is the behaviour test which differentiates the winning candidate from the rest of the bunch.

    Today is the 150th day anniversary of my interview without any notice of my rejection. So I decided to share my experience.

    I followed up three times in three weeks with the HR, seeking a feedback of the interview. But I did not get a single response from them. During the interview, I was told by the HR that she would get back within 3-5 business days. Given my experience with her, I knew she was over-promising and she didn't have the capacity to provide the feedback in that time frame. Just a bluff.

    However, I followed-up after one week. There was no response. I followed-up two more times in the following two weeks before calling it quits.

    If Axens plans to hire 200+ candidates in 2020, they need to step-up their HR game. If a candidate has interviewed with them for two rounds, the candidate atleast deserves to know the result of the interview, let alone feedback and debrief.

    Interview Questions

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