Interviewed before you see them
Nobody reaches your shortlist without sitting through a real interview with us first. Engineers and designers who ship production software at HowBe do the screening, so we check the work and not just the resume.
A HowBe Technology service
We already know the talent.
HowBe Talent places pre-vetted student and early-career interns with companies that are hiring. We have already interviewed every candidate we send you, and they come from a network we have worked with directly. You see a shortlist in five business days and you pay nothing until someone starts.
University career services partner
Shortlist in 5 business days
30-day replacement guarantee
No fee until they start
Not a job board. A shortlist.
Posting a role gets you 200 applications you have to read. We send you four people we would hire ourselves.
A network, not a database
Our pool comes from the HowBe fellowship program and the campus communities around it. We have talked to these people. We know who is reliable and who is ready for a real deadline.
Built for conversion
An intern who works out should become a hire. We match for the full-time role you will eventually need, so the internship is a trial run instead of a dead end.
Four steps, no retainer.
From first email to first day, usually under three weeks.
1
Send the request
One form. The role, the hours, the start date, and the fee you are agreeing to, all in one place. Nothing to negotiate before we start.
2
Get a shortlist
Because the terms are already accepted, the names come back in our first reply. Three to five candidates with resumes, portfolios, and our honest notes, within five business days.
3
Interview
You run your own process. We handle scheduling, reminders, and anything the candidate needs so nobody goes quiet on you.
4
They start
You make the offer directly. We invoice once they show up for day one, and we check in at week two and week four.
Built to clear procurement.
The questions your legal and vendor teams ask, answered before they ask them.
IP and NDA signed before day one
Send us your confidentiality and IP assignment agreements and we get them signed by the candidate before their start date, then confirm it back to you in writing. Intellectual property stays entirely yours. If you do not have your own paperwork, we will tell you what is standard for the role.
Paid W-2 roles only
We place paid roles that you hire as W-2 employees on your own payroll. We do not place unpaid internships and we do not place interns as 1099 contractors. That removes the worker classification and wage-and-hour questions that make legal teams wary of intern programs.
Screened on the work, not the resume
Every candidate is interviewed by someone who works in the field they are applying to, and screened on real code or portfolio work. We verify enrollment and expected graduation directly. We do not run background checks, which stay yours to run after a conditional offer.
Candidate data stays contained
No resume moves without the candidate's consent, and nothing you tell us about the role, the team, or your compensation range goes anywhere else. Student records from our university partners are handled on the terms those institutions require of us.
Vendor onboarding: we will complete your supplier forms and provide a W-9 on request.
Our standard terms are public and unredacted, so your legal team can read them before you talk to us. Placement Terms of Service.
You pay when it works.
Contingency pricing. No retainer, no subscription, no fee for a search that does not produce a hire.
Intern Placement
Part-time or summer interns
From$1,200
flat, per intern who starts
- Three to five vetted candidates
- Shortlist in five business days
- Interview scheduling handled
- 30-day replacement guarantee
Intern to Full-Time
Roles you intend to convert
15%
of first-year base, due on conversion
- Everything in Intern Placement
- $600 up front, credited against the 15%
- Matched for the full-time role, not just the internship
- 90-day replacement guarantee
- Offer and comp benchmarking
Volume
Three or more roles at once
Custom
tiered rate, invoiced per cohort
- Discounted per-placement rate
- One point of contact for the cohort
- Onboarding schedule coordinated
- Monthly pipeline reporting
Final rate depends on the seniority of the role and how fast you need it filled. You get the exact number in writing before we start the search, never after.
Candidates never pay us anything. Our fee comes from the employer, always, and only after a placement starts.
Replacement guarantee: if the placement ends within the guarantee window for any reason, we run the search again at no charge.
Full placement terms of service, including the guarantee conditions and when the fee is due.
Looking for the internship, not the intern?
Joining the HowBe Talent pool is free and always will be. We only make money when a company hires you, which means our incentive is to get you placed somewhere real rather than to sell you a course.
Join the talent pool- Free for candidates, no exceptions
- We only send you roles that match what you said you wanted
- Real feedback after interviews, not silence
- Your resume goes nowhere without your say-so
- Already a HowBe fellow? You are already in the pool. See the fellowship program.
Questions employers ask first.
If yours is not here, just email us and ask.
What if none of the candidates work out?
You pay nothing. The fee is contingent on a placement actually starting. If the shortlist misses, we either run it again or we part ways, and either way there is no invoice.
What does "vetted" actually mean?
It means we interviewed them. Every candidate on your shortlist has had a live conversation with someone at HowBe who works in the field they are applying to, and we have reviewed their actual work, not just their resume. Where the candidate came through our fellowship program, we have also worked alongside them on real deadlines. The notes we send you include where we think each person is weak.
Do you run background checks?
No, and we will not tell you otherwise. Vetting here means interviews and work review. Criminal, employment, and education verification are formal checks run by a licensed consumer reporting agency, and they belong to you as the employer, normally after you extend a conditional offer. California's Fair Chance Act restricts considering criminal history before that point, so screening it earlier would work against you. If you want checks run, we are happy to coordinate with the provider you use.
Who employs the intern?
You do. We are a placement service, not a staffing agency, so the intern is on your payroll under your terms. That also means you own the relationship from day one and there is no markup on their hours.
Do you handle paid versus unpaid internships?
We only place paid roles. Unpaid internships at for-profit companies run into real legal problems in most US states, and honestly the good candidates will not take them.
How is this different from a job board or a campus career fair?
Volume versus judgment. A board gives you every applicant and leaves the filtering to you. We give you a short list of people we have personally worked with or interviewed, plus honest notes on where each one is weak.
What roles do you cover?
Software engineering, data and AI, product design, marketing and growth, and community or operations. These are the same tracks the HowBe fellowship program runs, which is where most of our pool comes from.
When exactly do you invoice?
On the intern's first day, net 30. For Intern to Full-Time, the $600 is due when you accept the shortlist and it comes off the 15% when you convert them.
Tell us the role. We will send the people.
One email is enough to start. Include the role, the hours, and the start date, and you will have a shortlist within five business days.
Request a Shortlist