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Talent Acquisition Intern

To The New Private Limited

Contract On-site Internship
Location
noida
Work mode
On-site
Salary
₹10k /month
Posted 24 days ago

You apply on To The New Private Limited's website. CoreHRx takes you there after you sign in.

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Job description

Responsibilities: Assisting the Talent Acquisition team to manage end to end recruitment and ensuring the business needs are met within defined timelines. Leverage social media and other channels of sourcing to tap the passive candidate pool. The intern shall be a support in Recruitment related analytics. Mine databases to identify potential candidates and screen profiles for appropriate skills, experience, and knowledge in relation to open requirements Leverage market intelligence and industry…

Job market insights

₹3L – ₹6.6L advertised yearly salary for HR & Recruitment Jobs in India (middle half of 526 posts that show a salary; median ₹4.5L)

Most HR & Recruitment Jobs posts in noida ask for 3–6 years of experience (44% of 25 that say).

Hiring most for HR & Recruitment Jobs in noida

  • Paytm8 open jobs
  • WSP USA6 open jobs
  • WSP4 open jobs

From live job posts on CoreHRx, updated 4 Nov 2026. Skill figures count posts that list their skills; salary figures only posts that show a salary.

Questions about this job

What is the salary for this Talent Acquisition Intern job?

The post states ₹10k /month.

Where is this job based?

In noida (on-site).

Is this a job or an internship?

It is an internship (contract).

How do I apply?

You apply on To The New Private Limited's website. CoreHRx takes you there after you sign in.

Preparing for an HR executive, recruiter, talent acquisition or HR generalist interview in India? This guide covers the questions asked most often, sample answers, the labour law basics you should know (PF, ESI, gratuity, POSH) and how freshers (MBA HR, BBA) and experienced HR professionals should prepare.

Questions you may be asked

  1. Tell me about yourself.
  2. How many positions have you closed, and for which roles?
  3. How do you source candidates for a hard-to-fill role?
  4. How do you reduce offer drop-outs?

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