The documents below outline the entire 2022 process of creating, preparing, and running the internship program, as well as the retrospective data gained from learnings, stakeholder feedback, and recruiting data. These documents will be used to prepare and run future internship programs.
The recruiting and offer processeses for internship positions are sightly different than full-time roles. This page will outline the correct steps to take for the following.
Step 1: Prior to each internship cohort, Leadership will fill out an Intern Request Form to request one or more intern(s) for their team. Then leadership + VP People + Talent will finalize which internship roles we will hire for and assign a Recruiter to each role.
Step 2: The Recruiter will reach out to each Hiring Manager via slack to request the job description and interview plan. The Hiring Manager will be required to develop a job description following the steps in the handbook. The Hiring Manager will also need to fill out an intake form.
Note: For internship interview plans, the only required steps are Recruiter Screen, Hiring Manager Screen, Peer Interview, and Values Interview. Typically, 1 talent team member will conduct each intern Values Interview.
… Once the Hiring Manager completes the above steps, the Recruiter takes the below actions:
Step 3: The Recruiter schedules a 30-minute intake meeting with the Hiring Manager to kick off the search and review the responses to the intake form. The intake meeting is intended for the Hiring Manager and the Recruiter to get on the same page about job requirements, the ideal candidate, and the proposed interview process. This is a necessary step to ensure initial alignment and set our search up for success.
Step 4: The Recruiter then sets up the role in Greenhouse and posts it to our Careers Page.