Recruiter Internships
Recruiter internships give university students, recent graduates, and early-career switchers hands-on sourcing and screening project experience, mentorship from working recruiters, and, at many employers, a path toward a full-time offer. Openings are concentrated in Technology & Software, Retail, and E-Commerce & Online Marketplaces, with TikTok, Amazon, and Tesla among the employers posting roles now.
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Energy Transfer, recognized by Forbes as one of America's best large employers, is dedicated to responsibly and safely delivering America’s energy. We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where we have long-standing commitments to causes including MD Anderson Children’s Cancer Hospital, The Salvation Army, The American Red Cross, Ronald McDonald House and many more.
We value all of our employees who make our growth and success possible. We are proud to offer industry leading compensation, comprehensive benefits, 401(k) match with additional profit sharing, PTO and abundant career opportunities.
Come join our award winning over 12,000 strong organization as we fuel the world and each other!
The Opportunity
Support early‑talent hiring across the U.S. division by managing recruitment for internships, co‑ops, and early‑career roles while building strong campus and community partnerships.
Responsibilities
Early‑Talent Recruiting
- Manage full‑cycle hiring for internships and early‑career roles.
- Screen candidates, coordinate interviews, and support offer delivery.
- Ensure consistent communication and a positive candidate experience.
- Maintain compliance and track key hiring metrics.
Internship Program Support
- Coordinate internship onboarding, events, check‑ins, and evaluations.
- Support intern engagement and conversion planning.
- Help maintain a smooth, structured program experience.
Campus & Community Engagement
- Build relationships with universities, technical schools, and student groups.
- Source talent through LinkedIn, and community partners.
- Build and maintain early‑talent pipelines.
Process & Program Improvements
- Identify ways to streamline early‑talent recruiting.
- Support projects that enhance internship and early‑career programs.
Education
- Bachelor’s degree required.
- Experience with ATS’ and MS Office Tools (Workday and Taleo preferred)
Requirements
- 2–5 years of recruiting experience, ideally with early‑talent exposure.
- Ability to manage multiple roles and high‑volume pipelines.
- Strong sourcing skills across LinkedIn, and social platforms.
- Strong organization, communication, and event‑coordination skills.
Comfortable using data to share insights and support decisions.
Required experience is commensurate with the selected job level:
- The Specialist/Analyst level requires a Bachelor’s degree and 2-5 years of relevant job related experience
- The Senior Specialist/Analyst level requires a Bachelor’s degree and 5-8 years of relevant job related experience
- The Lead Specialist/Analyst level requires a Bachelor’s degree and 8+ years of relevant job related experience
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
Usually, normal office working conditions.
Must be able to remain in a stationary position 50% of the time due to prolonged periods of sitting or standing.
Occasional overnight travel may be required.
Occasional visits to industrial/manufacturing settings, which may include exposure to various materials and chemicals, as well as extreme temperature conditions and loud machinery, and require appropriate personal protective equipment.
"An equal opportunity employer/disability/vet The Partnership is an equal opportunity employer and does not discriminate against qualified applicants on the basis of any actual or perceived legally protected characteristics under federal, state, or local law. The nature and frequency of the above working conditions and requirements may vary depending on individual operational circumstances. Where feasible, the Partnership will make reasonable accommodations to qualified individuals with disabilities to enable them to perform the essential functions of the job. DISCLAIMER: The statements listed in this job posting, which are subject to change, are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified. "
Energy Transfer, recognized by Forbes as one of America's best large employers, is dedicated to responsibly and safely delivering America’s energy. We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where we have long-standing commitments to causes including MD Anderson Children’s Cancer Hospital, The Salvation Army, The American Red Cross, Ronald McDonald House and many more.
We value all of our employees who make our growth and success possible. We are proud to offer industry leading compensation, comprehensive benefits, 401(k) match with additional profit sharing, PTO and abundant career opportunities.
Come join our award winning over 12,000 strong organization as we fuel the world and each other!
The Opportunity
Support early‑talent hiring across the U.S. division by managing recruitment for internships, co‑ops, and early‑career roles while building strong campus and community partnerships.
Responsibilities
Early‑Talent Recruiting
- Manage full‑cycle hiring for internships and early‑career roles.
- Screen candidates, coordinate interviews, and support offer delivery.
- Ensure consistent communication and a positive candidate experience.
- Maintain compliance and track key hiring metrics.
Internship Program Support
- Coordinate internship onboarding, events, check‑ins, and evaluations.
- Support intern engagement and conversion planning.
- Help maintain a smooth, structured program experience.
Campus & Community Engagement
- Build relationships with universities, technical schools, and student groups.
- Source talent through LinkedIn, and community partners.
- Build and maintain early‑talent pipelines.
Process & Program Improvements
- Identify ways to streamline early‑talent recruiting.
- Support projects that enhance internship and early‑career programs.
Education
- Bachelor’s degree required.
- Experience with ATS’ and MS Office Tools (Workday and Taleo preferred)
Requirements
- 2–5 years of recruiting experience, ideally with early‑talent exposure.
- Ability to manage multiple roles and high‑volume pipelines.
- Strong sourcing skills across LinkedIn, and social platforms.
- Strong organization, communication, and event‑coordination skills.
Comfortable using data to share insights and support decisions.
Required experience is commensurate with the selected job level:
- The Specialist/Analyst level requires a Bachelor’s degree and 2-5 years of relevant job related experience
- The Senior Specialist/Analyst level requires a Bachelor’s degree and 5-8 years of relevant job related experience
- The Lead Specialist/Analyst level requires a Bachelor’s degree and 8+ years of relevant job related experience
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
Usually, normal office working conditions.
Must be able to remain in a stationary position 50% of the time due to prolonged periods of sitting or standing.
Occasional overnight travel may be required.
Occasional visits to industrial/manufacturing settings, which may include exposure to various materials and chemicals, as well as extreme temperature conditions and loud machinery, and require appropriate personal protective equipment.
"An equal opportunity employer/disability/vet The Partnership is an equal opportunity employer and does not discriminate against qualified applicants on the basis of any actual or perceived legally protected characteristics under federal, state, or local law. The nature and frequency of the above working conditions and requirements may vary depending on individual operational circumstances. Where feasible, the Partnership will make reasonable accommodations to qualified individuals with disabilities to enable them to perform the essential functions of the job. DISCLAIMER: The statements listed in this job posting, which are subject to change, are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified. "
Recruiter Internship Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Retail
- E-Commerce & Online Marketplaces
Tips for Your Recruiter Internship Search
Apply earlier than the calendar suggests
Large employers recruit summer recruiter interns the preceding fall, often closing applications before winter break. Smaller companies and co-ops post closer to start dates. Check openings in September and October for structured summer programs, and revisit throughout the year for rolling and co-op roles.
Build proof before you apply
Hiring teams expect limited work history at the intern level, so create it yourself. Run a mock sourcing project, document a candidate outreach sequence, or write a case study on a hiring process you analyzed. A linked, concrete artifact gives interviewers something to evaluate and separates you from candidates who only list coursework.
Work your campus network alongside direct applications
Campus career fairs surface structured programs tied to your university, and professors or career center staff often know which employers recruit from your school before roles post publicly. At the same time, apply directly to companies running smaller cohorts, combining both channels widens the pool you reach and improves your odds at each stage.
Practice the recruiter intern screen out loud
Recruiter intern interviews often include a structured behavioral screen and a live sourcing or role-play exercise. Practice narrating your reasoning as you work through a scenario, interviewers weigh how you think about a candidate situation as much as the answer you land on. Record yourself once to hear whether your reasoning is actually audible.
Target structured internship programs built for newcomers
Many larger companies run rotational or cohort-based HR and talent acquisition programs designed for people with no professional recruiting experience. These programs recruit early, fill fast, and often carry stronger mentorship and return-offer rates than ad hoc intern roles. Identify the ones that fit your timeline and apply in the first wave.
Set your work-type filter before you start
On-site roles are 83% of the recruiter internships listed here. Decide what you can actually commit to before you search, then filter by location and work type so you're not sorting through roles you cannot take. Applying to well-matched listings from the start saves time and keeps your applications focused.
Recruiter Internships: Frequently Asked Questions
How do I get a recruiter internship?
Lead with coursework, class projects, and a portfolio rather than work history, hiring teams expect limited experience at the intern level. For recruiter candidates, a documented sourcing or outreach project gives interviewers something concrete to assess. Combine direct applications with campus career fairs, where employers often move quickly for students they meet in person.
Can a recruiter internship turn into a full-time job?
Many employers extend return offers to strong interns, but conversion is never guaranteed. What drives it is performance on real work, available headcount on the team, and the timing of the return-offer decision. Position for one by treating every project seriously, but keep applying elsewhere so you're not counting on a single outcome.
When should I apply for recruiter internships?
Earlier than most expect. Large employers recruit summer cohorts the preceding fall, sometimes as early as September or October. Smaller companies and co-ops post closer to their start dates, so openings appear year-round. Checking regularly and applying as soon as a role opens gives you the best chance at structured programs that fill fast.
Are recruiter internships paid?
Most professional recruiter internships in the United States are paid. Compensation varies by company size, industry, and location. Where an employer discloses pay, it appears directly in the listing, so you can compare across roles without having to ask upfront.
What should a recruiter internship resume include?
Lead with projects, not work history. Include two or three documented projects that show sourcing, outreach, or people-operations work, listing the tools used and linking to any tangible output, a sourcing report, a candidate pipeline exercise, or a written case study works well for recruiter candidates. Add relevant coursework and keep the whole thing to one page.
Are there remote recruiter internships?
Yes. Remote and hybrid roles make up 17% of the recruiter internship listings here, with the rest on-site. Remote cohorts fill quickly, so apply early and use the work-type filter to see them without sorting through roles you cannot take.
Can international students get recruiter internships?
Yes. F-1 students can intern through CPT while enrolled or through OPT work authorization after finishing a degree, and the employer does not have to file anything for either, so many companies are open to international interns. Confirm your eligibility and timing with your university's international student office before accepting an offer.
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