During orientation in the first year of my MBA program, we were presented a list of upcoming recruiting events. From company presentations on campus to hosted coffee chats, many employers’ events had been scheduled through to the end of the academic year.

 

Noticeably absent from this list, however, were recruiting events hosted by start-ups. With the fast-paced nature of early-stage companies, it is challenging for start-ups to anticipate internship hiring needs a year in advance.

 

As I explored various start-up opportunities during that first year, I identified three characteristics unique to small firms’ recruitment for MBA interns – an individualized process, unique timeframes, and performance-oriented interviews.

 

 

Many of the world’s largest companies come to present to MBA cohorts each year. These employers have been recruiting on campuses for many years, and their recruiting process is structured and defined. There’s a seasonality and predictability about their recruiting efforts, with company presentations in the fall, interviews starting in January, and internship offers handed out by March.

 

Most start-ups do not have the same amount of resources or institutional knowledge. This creates variability in how early-stage companies recruit – from differences in the recruiting timeframe, application process, and number and type of interviews.

 

Because of these characteristics, the internship search is more personalized than large companies’ recruitment processes.

 

 

A friend of mine who recruited for start-up internships began a conversation with a potential employer as early as our first academic term. During the course of the year, she continued the conversation about a potential internship – but it wasn’t until March that her interview process actually began. 

 

Many friends with similar career interests didn’t even start internship conversations until as late as April. Because many start-ups are unsure about their hiring needs, internship positions may open early or very late in the academic year. 

 

Some friends spoke with start-ups who initially wanted interns, but ultimately these small companies’ paths changed, and they could no longer offer any summer positions.

 

In addition to the long recruiting cycle, start-ups also have varying expectations of the length of the interview process. Many traditional MBA recruiters are comfortable with a two-to-three-week process, but small companies are often not familiar with these timeframes. Some start-ups may make an offer after one phone call; others may want a more extensive process.

 

 

Interviews with MBA employers who actively recruit on campus most often consist of some combination of behavioural, case, or problem solving activity. To help with these interviews, second-year MBAs in the US often help first-year students, as well as career services officers, to provide information about interview techniques and best practices.

 

While start-ups may also conduct similar interviews involving case studies or problem solving activates, many also require an additional step: firms may ask for a project proposal and even a demonstration of technical skills, or a research task. 

 

Some of my friends interviewing with start-ups took this additional task a step further: some began their proposed projects to show initiative. 

 

Given that many start-ups have limited resources, early-stage firms want to ensure that their summer hires will be able to provide immediate and impactful work. You may need to go a step further to ensure you land the job.