Here's 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 don't apply to us because
we're not out there finding them, we're just posting and hoping. We need someone
whose entire job is making sure that stops being true.

Now, for you who don't
know Blend-ed — we're 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
you'll actually be solving

Most of hiring isn't
posting a job and waiting. It's finding the people who aren't even looking. That's 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 they've 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 you're 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 "positive" 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.

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

What
you'll do in your first 30 days

(These are our proposed milestones, we'd 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 weren't 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
founder's decisions that you start predicting who'll 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.

What
we're looking for

You've got this in you
(non-negotiables)





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

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

• You're a fast learner. If you don't know how to source or screen
for a role yet, you're confident you'll figure it out fast rather than needing
it taught to you.

• You genuinely like talking to people and can tell, fairly
quickly, whether someone's 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 aren't 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 it's wrong.

Why this
role matters

We're 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.

You'll 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.

📌 Talent Acquisition & HR Intern (Iringallur)
🏢 Recognized
📍 Iringallur