Recruiting & HR Internship

Most HR internships = watching someone else do the work while you take notes.

Ours = running real recruiting cycles and supporting team practices from week 3.

We just opened 2 FREE seats for 6 months.

*FREE = costs nothing, pays you in skills, systems, and portfolio – not cash.

Here's what's broken about recruiting in 2025:

Companies post generic job descriptions. Recruiters don't talk to stakeholders (so they hire for the wrong thing). Candidates get lost in ATS black holes. Nobody follows up. Nobody owns the process.

Meanwhile, their "HR function" is: → Engagement surveys sent once, ignored forever → Feedback processes that exist on paper, not in practice → "Culture" that's just words in a deck

So we asked ourselves:

What if we trained someone who actually RUNS recruiting cycles AND supports the practices that keep remote teams engaged?

Not just "learning HR." Not just "assisting with tasks."

But owning real work from week 3 onward.

The Structure:

Weeks 1-2: Deep Immersion

You'll learn our tools (Unstuck Engine, Dover ATS, Maeve AI Job Post Writer, Linda AI PM Assistant, Claude AI), read our culture book, watch meeting recordings, review our candidate materials and templates. You'll understand how we work remotely, what we value, who we hire and why. You'll meet the team, map out our 14 job boards, learn our workflow in Linear.

By week 3, you'll know more about Unstuck Engine than most candidates know about companies they've worked at for a year.

Weeks 3-4: First Deliverables

Now you start doing the actual work. Run your first inbound recruiting cycle (with support). Co-create your first job post using Maeve AI. Participate in your first team engagement practice. Make mistakes. Get feedback. Iterate.

Months 2-6: Full Ownership

This is where you become indispensable.

On Recruiting:

Inbound Recruiting: Gather requirements from stakeholders → co-create job posts with Maeve AI → distribute across 14 job boards (LinkedIn, Wellfound, Built In, Handshake, Djinni, EU-Startups, and more - all free platforms) → screen candidates in Dover ATS → conduct 1st round interviews → present qualified candidates to stakeholders → handle offer paperwork and candidate communication.

You'll run multiple recruiting cycles over 6 months. Real roles. Real hiring decisions you influence.

On HR & Engagement:

Onboarding: Set up new hires (tool access, culture materials, 1:1 intros), guide them through first 90 days, conduct 30/60/90 check-ins.

Team Testimonials: Collect testimonials from team members (via Loom or existing meeting recordings), process with AI, get approval, publish to library for future recruiting use.

Monthly 1:1s: Support recurring check-ins with team members, track progress, identify blockers.

Engagement Practices: Participate in our monthly team engagement meetings, help analyze feedback themes, support 360 feedback processes.

Tools You'll Actually Use:

Dover (ATS where all candidates live) Maeve AI Job Post Writer (Claude project for co-creating job posts) Linda (project management tool) Claude AI (for screening support, analysis, communication) 14 free job boards (LinkedIn Jobs, Wellfound, Built In, Handshake, Djinni.co, EU-Startups, UK Startup Jobs, Work In Startups, Startup.jobs, The Hub, JobFluent, Riipen, ErasmusIntern, and more) Loom (for testimonials and async communication) Google Workspace (docs, sheets, slides) Linear (where you'll track all your work)

Who Should Apply:

Recent graduates in Psychology, HR, Business, Communications, Sociology, or related fields where you studied people and organizations. And you can commit 15-20 hours/week.

You're Probably NOT a Fit If:

You need structure handed to you (we'll train you on tools and process, but you need to own execution) → You want theoretical HR courses (this is practice-based, not academic) → You're uncomfortable making screening decisions (you'll decide who moves forward) → You can't commit 15-20 hours/week consistently (recruiting cycles don't pause) → You need to be in an office (we're fully remote and you need to thrive that way).

Fair Warning:

This is a supporting role, but it's not a shadow role.

You'll gather real requirements. Write real job posts. Screen real candidates. Conduct real interviews. Make real recommendations on who to hire.

From week 3 onward, you're not "the intern learning recruiting." You're "the person running our recruiting cycles."

If that sounds like too much responsibility too fast – that's okay. Better we both know now.

What You'll Walk Away With:

→ Multiple full recruiting cycles you ran end-to-end (with metrics: applications per platform, time to hire, offer acceptance rate) → Portfolio of job posts you co-created with AI (actual posts that got actual hires) → Understanding of AI-powered recruiting workflows (Dover + Maeve + Claude, not just "I used ChatGPT") → Experience supporting real team engagement practices (onboarding, testimonials, 360 feedback, monthly check-ins) → Reference from a founder who knows your work intimately → 5,000 LinkedIn connections (we teach you how) → Access to our Alumni Network forever.

2 seats. 6 months. 15-20 hours/week. Real recruiting cycles you'll own.

Ready to Run Recruiting & HR, Not Just Watch It?

Apply: Record a 1-minute video (phone quality is fine) explaining:

• Why recruiting & HR at an AI-first B2B startup?
• One thing that makes a candidate experience great vs. terrible

Send your video or link to video with the application. Apply via our Career Page.

(And if you're thinking "I should script this perfectly" – don't. We want to see how you communicate naturally, not how well you memorize.)

P.S. — Still reading? That's actually the #1 qualification for this role: you read all the way through. Most recruiters skim job descriptions, then wonder why they screen the wrong candidates. Now go explore Unstuck Engine, check Ivan's LinkedIn, and record that video. We're looking for someone who does their homework before hitting send.