Talent Acquisition Intern

About the Opportunity

This internship is designed as a career launchpad for individuals seeking to build a strong foundation in Talent Acquisition. You will gain end-to-end exposure to sourcing, screening, interviewing, coordination, and hiring strategy, working closely with senior HR leaders. The role is ideal for motivated MBA freshers and fresh graduates looking to kickstart their careers in Talent Acquisition with structured learning, mentorship, and a clear path toward career advancement. A Pre-Placement Offer (PPO) will be extended after 6 months based on performance.

Key Responsibilities

• Talent Sourcing & Pipeline Development
• Source talent through job portals, LinkedIn, referrals & internal databases.
• Build a strong, high-quality candidate pipeline across multiple functions, with a focus on Sales hiring.
• Screening & Shortlisting
• Review resumes and conduct initial telephonic screenings.
• Evaluate candidates based on job criteria.
• Follow up consistently to reduce drop-offs and improve joining rates.
• Coordination & Candidate Experience
• Schedule interviews with hiring managers.
• Maintain professional, timely candidate communications.
• Onboarding & Documentation
• Coordinate offer rollouts & joining formalities with HR Ops.
• Internal Reporting
• Maintain accurate daily/weekly hiring trackers.
• Share recruitment insights & performance reports.

Requirements & Tech Stack

• MBA fresher or fresh graduate (any discipline; HR preferred).
• Passionate about Talent Acquisition and people engagement.
• Excellent communication & interpersonal skills.
• Highly organized, proactive, self-motivated, and eager to learn.
• Ability to multitask and work in a fast-paced environment.
• Comfortable with Bring Your Own Device (BYOD) policy.

Why Join Us?

• Guaranteed PPO based on transparent performance metrics.
• High learning exposure across the full recruitment cycle.
• Opportunity to grow rapidly within the HR function.
• Open, collaborative, and dynamic work culture.
• Opportunities to transition into HR Ops, HRBP, or Strategic HR.

Your Growth Path

• Weeks 1–2: Sourcing for active roles and supporting candidates through early stages.
• Months 1–2: Handling roles more independently, coordinating interviews, and assisting candidates through to offer and joining.
• Months 3–4: Managing multiple roles, maintaining consistent candidate communication, and ensuring smooth onboardings.
• Months 5–6: Handling end-to-end hiring, supporting predictable onboarding cycles, and demonstrating consistency for PPO evaluation.