Talent Acquisition Intern

About the Role

This internship is a career-launchpad for individuals who want to build a strong foundation in Talent Acquisition. You will gain end-to-end exposure to sourcing, screening, interviewing, coordination, and hiring strategy while working closely with senior HR leaders. We are looking for highly motivated MBA freshers and fresh graduates who wish to kickstart their career in the Talent Acquisition domain with structured learning, strong mentorship, and a clear path toward career advancement. After 6 months, a Pre-Placement Offer (PPO) will be extended based on consistent performance, ownership, and onboarding numbers.

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 special 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 depending on your interest & performance

Your Growth Path

• Weeks 1–2: Getting Started: Sourcing for active roles, supporting candidates, contributing to onboarding readiness.
• Months 1–2: Building Confidence: Handling roles independently, coordinating interviews, maintaining pipelines, assisting candidates through to offer and joining.
• Months 3–4: Taking Steady Ownership: Managing multiple roles, maintaining consistent communication with selected candidates, ensuring smooth, timely onboardings.
• Months 5–6: Full Flow & PPO Evaluation: Handling end-to-end hiring, supporting predictable onboarding cycles, demonstrating consistency.

The PPO serves as a transition into a full-time role.