HR Intern

About the internship

You will sit with the team that hires for every function at Landmark TechEdge — engineering, design, delivery and support — and work on live requirements rather than practice ones. Over six months you will see a role from the day it is approved through to the day someone joins, and you will own parts of that yourself. Our office is in Narayan Peth, Pune, and this internship is on-site because most of the learning happens in the room.

What you will do

• Source candidates on Naukri, LinkedIn and campus channels, and screen profiles against what the hiring manager actually needs.
• Run first-round telephone screens, take proper notes and write up a recommendation.
• Coordinate interviews — scheduling, panel confirmations, reminders — and keep candidates informed at every stage.
• Maintain the applicant tracker so the pipeline is accurate rather than approximately right.
• Draft and post job openings, and help keep the careers page copy current.
• Run onboarding for new joiners: documentation, induction schedule, assets and their first-week plan.
• Support HR operations — personnel files, attendance and leave records, exit formalities.
• Help plan employee engagement: festival celebrations, birthdays, team events and internal announcements.
• Pull simple reports on hiring — time to fill, source mix, offer acceptance — and present what they say.

What we are looking for

• A degree or final year in HR, Psychology, Commerce or Management — an MBA/PGDM in HR is welcome but not required.
• Comfortable talking to strangers on the phone, because that is most of recruitment.
• Clear written English and Hindi or Marathi for candidate conversations.
• Working knowledge of Excel or Google Sheets, and Word or Docs.
• Discretion — you will see salary, performance and personal information from your first week.
• Organised by instinct. Interview scheduling punishes people who keep it in their head.

Nice to have

• Any exposure to an ATS or HRMS.
• Coursework or a certification in recruitment, labour law or HR analytics.
• A college role — placement committee, event organising — where you coordinated people.
• Enough curiosity about technology to hold a credible conversation with an engineering candidate.

What we offer

• A named mentor from the HR team and a written learning plan for the six months.
• Ownership of your own requisitions, with your name against the hires you make.
• Exposure to the full cycle — sourcing, interviewing, offers, onboarding and engagement — not one narrow slice.
• A completion certificate and a reference we will actually write.
• A full-time offer for interns who perform.

Interview process

1. A short conversation about why HR interests you.
2. A practical exercise: screen a set of profiles against a live job description and justify your shortlist.
3. A discussion with the HR lead about how you approached it, and a conversation about the role.