Big.Jobs has advertised a paid Talent Acquisition internship for candidates interested in recruitment operations and candidate communication. The position is work from home, lasts three months and carries an advertised stipend of ₹12,000–15,000 per month. Two openings are listed on Internshala. Applications are invited until 23 October 2026, with a joining window from 21 September to 26 October 2026.
This is a calling-intensive recruitment internship, not simply a general HR observation programme. The responsibilities specifically mention conducting 60–70 telephone screenings a day. Applicants should consider that workload alongside the remote arrangement and their communication skills before applying. The listing was checked on 25 September 2026; the information below comes from that employer advertisement, with preparation advice identified separately.
Opportunity overview
- Employer: Big.Jobs.
- Internship: Talent Acquisition.
- Work mode: full-time, work from home.
- Duration: three months.
- Monthly stipend advertised: ₹12,000–15,000.
- Openings: two.
- Working week: five days, as listed.
- Start window: 21 September–26 October 2026.
- Deadline: 23 October 2026.
- Listed benefit: internship certificate.
What the recruitment work includes
The role supports the employer's talent acquisition operations. Interns are expected to screen candidates, assess whether their skills match a job description and pass suitable profiles to the recruitment team within the required turnaround time. The listing combines high-volume phone work with keeping records current, so accuracy and follow-through are important alongside confidence on calls.
The advertised daily volume is 60–70 telephone screenings. This is a material part of the role and should not be hidden behind a broad HR title. A screening conversation may involve checking a person's experience, relevant skills, interest and practical fit for a vacancy. The exact script, call length and performance measures are not published, so candidates should discuss these with the employer during selection.
Maintaining candidate databases, updating an applicant tracking system and documenting feedback are also listed responsibilities. An applicant tracking system is the software recruiters use to organise profiles and hiring stages. The advertisement does not name a specific product. Applicants should not assume that previous access to a particular commercial system is mandatory when the listing itself does not say so.
The intern will work with Talent Managers and help maintain timely information about candidates. That creates a link between the calling work and the rest of recruitment: a profile is useful only when the notes are accurate enough for another team member to act on. Careful handovers can prevent repeated questions, missed follow-ups and avoidable delays for applicants.
Who should consider applying?
The listing asks for relevant skills and interests, full-time remote availability and a three-month commitment. English communication, both spoken and written, and cold calling are named skills. No specific degree, graduation batch, minimum percentage or mandatory prior HR experience is stated in the eligibility information reviewed. The employer can still evaluate communication and suitability during selection.
This could be relevant to someone exploring recruitment, people operations or a communication-led business role. It is less likely to suit an applicant who wants a purely administrative internship with little telephone interaction. Students should check whether a full-time schedule can be reconciled with classes and examinations; remote work does not remove the requirement to be available when candidates and colleagues need to connect.
Comfort with structured notes is useful. For example, an intern should be able to distinguish a candidate's own statement from an assumption, record an unanswered question and flag a mismatch without overstating it. These are editorial examples of good recruitment practice, not additional employer eligibility rules. They illustrate why listening carefully matters as much as speaking clearly.
Stipend and employment terms
The advertised stipend is ₹12,000–15,000 per month. No separate incentive split is specified in the compensation information reviewed. The final amount, payment date and any attendance-related conditions should be confirmed in the written offer. Do not interpret the top of the range as a promise to every selected applicant.
A certificate and five-day working week are listed. The notice does not disclose daily working hours, a mobile-call reimbursement policy, laptop provision or a guaranteed full-time offer at the end. Because the work involves a large number of calls, applicants should specifically ask how calling access is provided and whether personal numbers or equipment would be involved. Those arrangements can materially affect the suitability of a remote role.
How to apply
- Visit the Big.Jobs Talent Acquisition internship listing on Internshala.
- Read the current responsibilities, particularly the daily telephone-screening volume, before deciding to apply.
- Update your profile with accurate availability, communication skills, education and any relevant recruitment or customer-facing experience.
- Complete the employer's application questions through the listing. Use specific examples rather than generic claims about being a people person.
- Submit the application, retain confirmation and monitor the platform for further instructions.
Jobsii is sharing the listing and does not conduct selection for Big.Jobs. The advertisement does not publish a complete interview sequence or an assessment timetable. Any later instruction should be checked against the genuine platform conversation. Do not send sensitive identity or financial documents to an unverified contact merely because they mention this internship.
Preparing a stronger recruitment application
The following suggestions are Jobsii's editorial guidance. Prepare a concise example of a situation where you gathered information from someone, recorded it accurately and followed up on a commitment. This could come from a college activity, volunteering, customer support or previous work. Explain what you personally did and what the outcome was, without inventing hiring experience you do not have.
Practise introducing the purpose of a call and asking clear, respectful questions. A good screening conversation should establish relevant facts without becoming an interrogation or making promises about selection. Be ready to explain how you would handle an unanswered call, an unclear response or a candidate who is no longer interested. The aim is to show judgement and organisation, not a memorised sales pitch.
For a simple practice exercise, take a public job description and identify its essential requirements, preferred skills and logistical conditions. Then draft a short screening checklist that keeps these categories separate. Avoid turning a preferred skill into an automatic rejection rule. This exercise connects directly to the advertised task of evaluating profiles against job descriptions.
Candidate information also requires discretion. Do not include real applicants' phone numbers, CVs or private interview feedback in a public portfolio. If you demonstrate a spreadsheet or tracking process, use fictional records. Ask the employer about its approved tools, access controls and retention practices before handling actual personal information.
Questions to settle before joining
Because the role uses telephone screening, a quiet and reliable calling setup is a practical consideration. Ask whether the employer supplies a business calling system and training before live candidate conversations. This is not a confirmed equipment benefit; it is an arrangement to clarify.
Clarify the expected working hours, calling infrastructure, daily targets and how screening quality is assessed. Ask who reviews your notes, how candidate feedback is recorded and how escalations are handled. Confirm the stipend amount and payment schedule, the certificate conditions and whether examinations or planned leave can be accommodated. These practical points are especially important for a high-volume remote internship.
The source is the live Internshala employer listing checked on 25 September 2026. It advertises applications until 23 October 2026 but does not provide a confirmed exact closing time in the visible information reviewed. Recheck the listing before submitting and apply with enough time to resolve account or form issues. Selection, subsequent instructions and the final offer remain the employer's responsibility.
