Talent Acquisition And HR Intern Paid

Heres our honest problem: we need to hire well, and none of us have the time to do it properly. Roles sit open longer than they should. Good people dont apply to us because were not out there finding them, were just posting and hoping. We need someone whose entire job is making sure that stops being true.

Now, for you who dont know Blend-ed — were an AI-first LMS built on Open edX, one of a small number of official global Open edX partners. We work with training providers and corporate clients across the globe, with some genuinely strong logos already on our shelf, delivering high-stakes training that people actually depend on.

What youll actually be solving

Most of hiring isnt posting a job and waiting. Its finding the people who arent even looking. Thats the real gap here, not paperwork, not screening resumes that show up on their own, but going out and finding the right person for a role before theyve thought about Blend-ed at all.

This is close to 100% about people, mostly finding and closing talent, with a slice of general HR on the side:

•     Own outreach for open roles, LinkedIn, communities, campuses, wherever the right person for a given role actually is, not just wherever applications land.

•     Run the process end to end for the roles youre hired on: sourcing, first conversations, coordinating interviews with the founder, keeping candidates warm instead of letting them go cold.

•     Build a real sense for what "good" looks like at Blend-ed, role by role, instead of matching keywords on a resume.

•     Pick up general HR work as it comes, onboarding, documentation, whatever keeps the team running, without it becoming the main job.

Youll work closely with the founder on every hire, which means youll see exactly how hiring decisions actually get made here, not a version filtered through a manager three levels removed from the decision.

(These are our proposed milestones, wed shape the exact targets with you in week one.)

1.    Take a live open role and own it. Source candidates through direct outreach, not just inbound applications, and get real conversations happening within your first few weeks.

2.    Build an outreach habit, not a one-off push. Prove you can consistently find people who werent already looking, for more than one role.

3.    Get a hire across the line. See at least one search through from first outreach to an offer, so you understand the whole arc, not just the sourcing part.

4.    Learn what "yes" looks like at Blend-ed. Sit close enough to the founders decisions that you start predicting wholl be a good fit before the interview even happens.

5.    Take some HR load off the team. Own something beyond recruiting, onboarding docs, process cleanup, so it stops being an afterthought.

Youve got this in you (non-negotiables)

•     Youre comfortable reaching out to strangers, cold messages, cold outreach, following up without getting discouraged. This is most of the job.

•     Youre organized enough to run multiple searches at once without losing track of where each candidate stands.

•     Youre a fast learner. If you dont know how to source or screen for a role yet, youre confident youll figure it out fast rather than needing it taught to you.

•     You genuinely like talking to people and can tell, fairly quickly, whether someones a fit, not just on paper, but in how they think.

You might also bring (differentiators)

•     Any prior exposure to recruiting, HR, or even organizing people for events or communities.

•     A knack for finding people online who arent obviously looking, good at digging through LinkedIn, niche communities, alumni networks.

•     Interest in eventually growing into a full People/Talent function as Blend-ed scales.

•     Comfortable being direct with a founder, pushing back on a hiring call if you think its wrong.

Were about 20 people, growing, and every hire from here changes what Blend-ed becomes. Right now, hiring is the thing that happens in the gaps between everything else the founders are doing, which means it happens too slowly and too passively. You fix that.

Youll work shoulder to shoulder with the founder on every search, closer to the actual decision-making than most internships ever get you. If you want to learn how a company decides who joins it, not from a textbook, but by doing it, this is the seat.