At Pawzz, our work spans across three core
departments:
● HR – Training & Development, Process
Management, Financial Performance, Partnerships
& Collaborations.
● Administration – Legal Compliance and
Performance Compliance.
● Marketing & Operations – Campaigns, On-ground
Execution & Animal Welfare Oversight.
As an HR Management intern, you will be responsible
for overseeing all of HR and administration areas,
ensuring smooth coordination, timely execution, and
cross-functional alignment across teams.
If you're organized, proactive, and ready to lead from
the center of it all — we’d like you to fill out the
following questions.
Here’s a mix of practical, behavioral, and visionary questions to identify your compatibility
with the role we are seeking. Please answer them to the best of your capabilities.
🧠 Skills + Work Ethic
1. Can you describe a time you managed multiple high-pressure tasks for
different teams simultaneously? How did you prioritize?
2. What’s your comfort level with tools like Google Sheets, Notion, WhatsApp
automation and Zoom/Meet tracking?
3. If you're given 24 hours to onboard 5 recruiters and handle a report, what's
your game plan?
🧨 Hustle + Odd Hours
4. This job won’t follow a typical 9-to-5. Are you available on weekends and late
hours if needed? Be honest — what are your boundaries?
5. How do you personally deal with burnout or chaotic weeks?
🤝 Vision & Mission Alignment
6. What does 'life and death' work mean to you in the context of a nonprofit?
Have you ever worked in an environment where emotions and urgency run
high?
7. Why do you want to work with an animal + human welfare platform instead of a
for-profit brand?
8. Have you ever had to convince or inspire people (interns, students, peers) to
take up work that didn’t pay but had long-term value? What did you say?
💡 Strategic Vision
9. How would you scale a team of 5 to 50 using interns, given high attrition? What
systems would you build?
10. You’ve trained 15 new recruiters. What metrics would you use to measure
whether they’re succeeding in onboarding?
🔁 Long-Term Potential
11. Where do you see yourself in 1 year at our organization? What role would
excite you next: Chief of Staff? HR head? Program leader?
12. If we had to launch a campaign across 1L people in 30 days — how would you
manage communication, teams and bottlenecks?
✅ Part 2: Training Plan
I’m essentially looking to build a right-hand person who starts by mastering intern
recruitment & fundraising — and then gradually builds/oversees all key areas, working
closely with the Managing Director
Here’s a roadmap for that:
Week 1–2: Induction & Groundwork
● Shadow my HR Head on intern & recruitment funnel
● Understand recruiter training structure + attrition reasons + training & development
● Map existing T&D people’s role and limitations
● Manage day-to-day reports and WhatsApp group escalations
Week 3–5: Own the Recruitment Machine
● Independently run daily recruiter + T&D syncs
● Handle weekly reviews, issue red flags, and filter high-performers
● Maintain a SOP doc + handbook with screenshots, videos, FAQs
● Report weekly attrition, funnel health, and escalation logs
Week 6–8: Begin Marketing Onboarding (10–15% bandwidth)
● Sit in on all social media, branding, design and campaign calls
● Take meeting notes, build a marketing asset tracker
● Assist in shortlisting and hiring the marketing team