Talent Acquisition Intern

About Almabase

At Almabase, we build software that helps non-profits and mission-driven organizations strengthen relationships with their communities and donors, enabling them to unlock funding, scholarships, and long-term impact.

We are a B2B SaaS company with a culture rooted in ownership, transparency, and continuous improvement. We operate with a high degree of trust and autonomy - people here are expected to think like owners, take accountability for outcomes, and iterate fast.

Almabase is also a highly AI-adoptive organization. AI is embedded into how we work every day - not as a replacement for judgment, but as a co-pilot that helps us move faster, make better decisions, and focus on high-impact work.

If you thrive in an environment that values clarity over chaos, impact over activity, and learning over comfort, you’ll feel at home here.

Please note that if your experience aligns with our Talent Acquisition Specialist role, we encourage you to apply there. This position is intended to ensure we have someone onboarded by March 1, so please apply only if this timeline works for you.

Role Overview

We are looking for a Talent Acquisition Intern who can independently own hiring outcomes end-to-end and operate at 6.5-7 recruiter capacity (translates to roughly 8 positions at mixed levels of complexity) while maintaining strong quality and candidate experience.

You will typically manage ~8 open positions at any given time, across a mix of low, medium, and high-complexity roles. During quarters with lower hiring volumes, the role will expand to include People Operations and broader People Success initiatives.

Location & Work Mode

Bangalore (Hybrid)

• Work from office 8 days a month (~2 days a week); rest of the time remote.

• Working hours:

  • 11:00 AM – 8:00 PM or 12:00 PM – 9:00 PM

  • Any 8 working hours between 11:00 AM and 9:00 PM (excluding breaks)

  • Willingness to occasionally adjust working hours when hiring for US-based roles

Key Benefits

• Unlimited Paid Time Off

  With the expectation that leaves are planned and communicated in advance so that dependencies are not impacted. No such expectation for emergency leaves.

• All meals freshly prepared in the office

• Mental health support

  Therapy expenses are partially reimbursed.

• A strong, healthy culture

  You’ll learn from and contribute to a workplace that values competence, kindness, and mutual respect.

Reporting & Team Structure

• Reports to: Director – People Success

• Works closely with:

  • Lead – Talent Acquisition

  • Lead – Talent Management

This role sits within the People Success team and is designed to evolve based on business needs and individual performance.

What You’ll Own (Clear Success Metrics)

You will be fully accountable for the following goals:

1️⃣ Time to Fill (TTF)

• Adhere to pre-defined Time-to-Fill deadlines

• Deadlines are mutually agreed between the Hiring Manager & Recruiter

• Proactively identify risks and course-correct early

2️⃣ Quality of Hire

• Ensure minimum 1 “Strong Hire” rating

• Rating to come from either:

  • Hiring Manager round or

  • Motivation / culture round

3️⃣ Candidate Experience (Candidate NPS)

• Maintain minimum Candidate NPS of 33.3

• Achieve this at 18% participation rate from rejected candidates

• This bar is already achievable at Almabase—success depends on process adherence, timely communication, and feedback hygiene

AI-Adoptive Culture & Expectations (Critical)

Almabase is a highly AI-adoptive team. Every role has a defined expectation of AI usage, and the company provides the tools, training, and support required to meet it.

Required AI Adoption Level for This Role: Adoptive

This means you will:

• Consistently use AI as a daily co-pilot to improve hiring speed, quality, and candidate experience

• Use tools like ChatGPT and Perplexity to:

  • Draft and refine job descriptions

  • Personalize candidate communication

  • Improve sourcing strategies

• Leverage AI features within our ATS (Ashby) to reduce manual effort and improve decision-making

• Use AI to operate sustainably at full capacity without quality drop

• Maintain strong human judgment and accountability for:

  • Time-to-Fill adherence

  • Strong Hire outcomes

  • Candidate NPS (≥33.3)

  • Audit-ready ATS hygiene

AI is an enabler, not a replacement. You remain fully accountable for outcomes.

Key Responsibilities

Own Hiring Outcomes End-to-End

• Take full ownership of hiring outcomes across assigned roles — from role intake to offer closure — with clear accountability for Time-to-Fill, Quality of Hire, and Candidate NPS

• Operate at high recruiter capacity while maintaining consistent quality and candidate experience

• Treat hiring as a business-critical function, not a coordination task

Drive Speed with Clarity

• Translate role requirements into clear, focused hiring plans that enable fast, predictable execution

• Identify risks to timelines early and take ownership of course-correcting without waiting for escalations

• Balance urgency with judgment, especially for roles opened due to member exits or internal movement

Raise the Quality Bar

• Apply strong judgment to assess candidate quality beyond resumes and surface-level signals

• Calibrate with Hiring Managers on what constitutes a “Strong Hire”

Deliver a High-Trust Candidate Experience

• Ensure candidates — including rejected ones — experience clarity, respect, and timely communication at every stage

• Own candidate experience outcomes, including Candidate NPS, as a core responsibility

• Use rejection communication as a moment to reinforce trust in Almabase’s hiring process

Operate with Discipline & Data

• Maintain exceptional ATS hygiene at all times, ensuring data is accurate, complete, and audit-ready

• Use hiring data to spot patterns, bottlenecks, and opportunities to improve speed or quality

• Treat process discipline as a prerequisite for operating at scale

Use AI as a Daily Co-Pilot

• Consistently leverage AI tools (e.g., ChatGPT, Perplexity, ATS AI features) to reduce manual effort and improve decision quality

• Use AI thoughtfully to increase personal capacity without compromising judgment or accountability

Contribute Beyond Hiring When Needed

• During periods of low hiring volume, take ownership of People Operations or People Success initiatives

• Apply the same bar of ownership, clarity, and follow-through beyond recruitment

• Earn expanded scope and responsibility through demonstrated impact

Must-Have Requirements (Non-Negotiable)

• Minimum 6 months of hands-on recruitment experience

• Should have handled Product & Engineering roles

• Based in/willing to relocate to Bangalore

• Comfortable working from office 8 days a month / ~2 days a week

• Strong experience sourcing via job boards

• High comfort with ATS usage and strict ATS hygiene

• Comfortable using AI platforms such as:

  • ChatGPT

  • Perplexity

• Willingness to learn, adapt, and consistently use AI as part of daily work

What Will Set You Apart

• Comfort operating across different roles

• Strong ownership mindset - you think in outcomes, not tasks

• Ability to flex with changing business needs

• Clear written and verbal communication

• Curiosity to continuously improve systems, not just execute them

What Success Looks Like in This Role

• You operate with stability & clarity at full recruiter capacity

• Hiring Managers trust you as a thought partner

• Candidates—including rejected ones—have a positive experience

• You contribute meaningfully even during low hiring cycles

• AI is embedded naturally into how you work every day

What Success Looks Like in Your First 90 Days

First 30 Days : Understand & Execute

• Learn Almabase’s hiring bar, culture, and processes

• Get fully comfortable with our ATS (Ashby) and maintain clean, audit-ready pipelines

• Start owning a few roles end-to-end with support

• Begin using AI tools (ChatGPT, Perplexity, Ashby’s AI features) as part of daily hiring work

Days 31-60 : Own & Scale

• Manage multiple open roles across varying complexity and start operating at full capacity

• Partner closely with Hiring Managers to meet Time-to-Fill commitments

• Deliver strong candidate experience through timely, thoughtful communication

• Use AI consistently to improve speed, quality, and personalization

Days 61-90 : Perform & Expand

• Operate confidently at full recruiter capacity independently

• Meet hiring outcomes across Time-to-Fill, Quality of Hire, and Candidate NPS

• Maintain excellent ATS hygiene and data discipline

• Contributing beyond hiring during low-volume periods towards People Ops or People Success initiatives

By the end of 90 days, you should:

• Use AI naturally as a daily co-pilot

• Make hiring outcomes predictable and of high-quality