HexCoded is advertising a six-month, full-time Talent Acquisition internship with remote work from India and immediate availability preferred. Compensation is INR 10,000-30,000 monthly, depending on capabilities; the final offer follows interviews and performance reviews. An applicant must have a laptop and reliable internet. The live employer recruitment feed was checked on 2 October 2026.
The vacancy is hosted on Lever's One Impression board, while its description and linked questionnaire identify HexCoded, an AI creative studio. Applicants should use those linked channels and confirm the employing entity in any offer.
Responsibilities span job postings, sourcing, screening, scheduling, onboarding, tracking and hiring automation. The employer seeks strong English communication, organisation, Google Sheets skills and comfort learning terminal, GitHub, API and AI tools. Python, ATS use and recruiting exposure are bonuses. A mandatory degree, experience threshold, deadline, daily hours and seat count are undisclosed.
Apply through Lever, then complete the linked questionnaire; applications without it are not reviewed. Shortlisting involves screening and a founder conversation with demonstrations of two tools. A certificate and recommendation letter are offered on completion.
The remaining sections provide independent preparation advice, not additional eligibility rules or a prediction of hiring outcomes. Think about whether you enjoy helping people move through a process while maintaining accurate records. Recruiting operations requires both clear communication and consistent follow-through. A working automation is useful only if the underlying information and next steps are understandable to the people using it.
Choose a small fictional workflow to practise. For example, imagine that several candidates need interview appointments with two available interviewers. Write down what information is needed, who confirms each appointment and how a change is recorded. Begin with the process before selecting tools. Otherwise, a faster script can simply reproduce an unclear process at a larger scale.
Create a spreadsheet using invented names and contact details. Useful columns could include a reference number, role, current stage, last contact, next action and proposed appointment. Distinguish a suggested time from a confirmed meeting. Think about how a teammate would know which records need attention without having to ask you to explain every row.
Test what happens when a candidate changes availability, submits twice or stops responding. Preserve useful history instead of overwriting everything with the latest note. Keep the exercise manageable and explain the choices you made. You do not need to claim experience with an employer's private systems to demonstrate that you can organise information thoughtfully and communicate its limits.
Draft a fictional interview invitation containing the date, time zone, format and action needed to confirm. Check that all details agree. Write a second version for rescheduling and consider how you would acknowledge the inconvenience without making an unauthorised promise. Clear communication should help the recipient act, rather than leave them guessing about whether a slot is actually confirmed.
For outreach practice, explain why a particular candidate profile appears relevant to a fictional role. Avoid generic messages that could be sent unchanged to anyone. Do not imply guaranteed selection or use false urgency. A small example that demonstrates accurate information and respectful follow-up is more useful than claiming you can persuade every person to respond or accept an opportunity.
Make a short inventory of tasks you can explain from beginning to end. A basic command-line exercise, a spreadsheet workflow or a small script may provide evidence if you completed it yourself. Describe what went in, what happened and what came out. Separate introductory practice from repeated hands-on use, and identify any assistance you received while learning.
If you adapt an example from a tutorial, make that clear and show how you changed or understood it. Prepare a demonstration with fictional data and a reliable starting point. An impressive tool name is less helpful than a simple example you can explain when something fails. Do not list technologies solely because they appear in a vacancy or because an AI generated a working-looking snippet.
For a practice scheduling workflow, describe how a system would read availability, draft a message and record a reply. Decide which actions need a person's approval before anything is sent. Consider duplicate messages, failed delivery and conflicting appointments. A useful design includes an understandable way to pause or correct the workflow instead of assuming that every automated step succeeds.
Keep passwords and access tokens out of screenshots, public repositories and shared demonstrations. Use test accounts or simulations where appropriate. Do not contact real candidates or upload their resumes into third-party tools for a portfolio exercise without authorisation. The purpose of preparation is to show sound judgement alongside technical curiosity, not to create activity involving people who never agreed to participate.
When discussing an earlier project, describe your contribution rather than presenting the whole team's result as your own. Explain a decision, an obstacle and how you checked the outcome. If you used AI assistance, be ready to discuss what you reviewed and what you changed. Acknowledging an unresolved limitation can be more credible than claiming that a tool works perfectly in every situation.
For a recruiting example, distinguish an observed fact from an interpretation. A resume can document an activity without proving the person meets every requirement. Avoid inventing candidate information or treating an automatically generated summary as verified evidence. Careful record keeping and clear questions help an authorised hiring team make decisions without hiding uncertainty behind polished wording.
Read both linked application channels before entering information. Prepare accurate contact details and describe your availability realistically. Keep a private note of what you submitted so you can identify later communication. Jobsii shares the vacancy and its verified terms; it does not apply for you, conduct screening or issue internship agreements on the employer's behalf.
The questionnaire is a substantive part of the application, so do not treat the first form as the entire process. Give answers that reflect your own work and reasoning rather than copying another candidate's submission. Check that any portfolio link is accessible and contains information you are authorised to share. An acknowledgement establishes receipt, not selection or a promised offer.
Before accepting, ask which monthly amount applies to the written offer and how any review affects payment. Confirm start and end dates, working hours, supervision and equipment expectations. Compare a six-month full-time commitment with your own academic or employment obligations. Resolve unclear terms with the hiring team before relying on them, and recheck the official vacancy because an undisclosed deadline does not ensure continued availability.
Review the role details, deadline, and work mode before applying. Jobsii tracks the apply action so candidates can keep application history inside their dashboard.
