Startup Intern and fresher Recruitment consultancy/Partner in India-Mumbai
Budget: ₹37,500 – ₹75,000 INR
I’m putting the first wave of talent in place for our early-stage startup and need a hands-on HR partner who can own the entire intern / fresher hiring cycle from planning through offer letter. We will be filling both technical and non-technical positions, specifically developer roles on the tech side and product, customer support, plus sales & marketing on the business side.
Here’s what success looks like for me:
• Craft clear, engaging JDs tailored to each role and publish them on the right channels (LinkedIn, Internshala, Naukri, university boards, GitHub Communities, etc.).
• Screen applications, run the first round of telephonic or video interviews, and present a short-listed batch with concise evaluation notes.
• Coordinate subsequent interview slots with my team, track feedback, and keep candidates warm.
• Guide compensation benchmarks for interns and campus hires, then draft and send offer letters once we green-light a candidate.
• Stay available for light onboarding support during their first week so the hand-off feels seamless.
You’re free to use your preferred ATS, spreadsheets, or lightweight tools as long as I get clear visibility of each funnel stage. A typical cohort will be 10-15 hires, but I’m open to your recommendations on pacing and batch sizes.
If you’ve previously staffed technical talent alongside customer-facing and growth roles for lean startups, I’d love to hear how you’d tackle this mandate and the timeline you propose.
Mo-Nine six zero one seve three two four two two
Here’s what success looks like for me:
• Craft clear, engaging JDs tailored to each role and publish them on the right channels (LinkedIn, Internshala, Naukri, university boards, GitHub Communities, etc.).
• Screen applications, run the first round of telephonic or video interviews, and present a short-listed batch with concise evaluation notes.
• Coordinate subsequent interview slots with my team, track feedback, and keep candidates warm.
• Guide compensation benchmarks for interns and campus hires, then draft and send offer letters once we green-light a candidate.
• Stay available for light onboarding support during their first week so the hand-off feels seamless.
You’re free to use your preferred ATS, spreadsheets, or lightweight tools as long as I get clear visibility of each funnel stage. A typical cohort will be 10-15 hires, but I’m open to your recommendations on pacing and batch sizes.
If you’ve previously staffed technical talent alongside customer-facing and growth roles for lean startups, I’d love to hear how you’d tackle this mandate and the timeline you propose.
Mo-Nine six zero one seve three two four two two