#1 Tip: Read these directions carefully. Ask lots of questions. Re-Read these directions several times. It’s easy to forget steps, but every step has a purpose.


What You’ll Need:

  • Intern Hiring Tracker: Use the Seattle tab to keep track of candidates.
  • Interview Questions & Email Chain: Provides you with the questions to ask.
  • Interview Processes Document: Provides you with an outline of the hiring process for all positions within The Borgen Project.
  • Calendar: You’ll be scheduling dozens of interviews a week. Use the calendar connected to your Borgen Project email account for keeping track of dates and times you’ve scheduled and confirmed interviews.
  • Binder: This is where you will keep all the hard copy materials. The binder is divided into sections according to hiring process stages.  Print a copy of the interviewee’s resume and attach it to the Hiring Cover Sheet before the interview. After the interview place it in the correct section of the binder.
  • Access to [email protected]: Seattle intern applicants send their resumes to this account and all of your correspondence with candidates will be done through the account.



Know the Role of Each Position:


Outline of Responsibilities:

  • Manage the hiring of our in-office team.
  • “Own” the [email protected] email account. Keep it organized and review all resumes sent in. All correspondence with candidates is done through this account.


Getting Started:

  1. Read through the instructions on this page carefully.
  2. Visit the links to key documents at the top of this page. Get familiar with them.
  3. Log in to the [email protected] account.
  4. Add your name and signature to the email account.
  5. Begin looking through resumes and email qualified candidates to setup an interview.
  6. Go to the Intern Hiring Tracker. Record date and time of the first phone interview you offered them in the tracker and on your calendar.
  7. File the email/resume into Pending Intern Applicants folder.
  8. Call applicant at designated date and time and conduct interview.
  9. Follow the interview questions.
  10. Be sure to know the duties of the position they are applying for.
  11. If they are a good candidate, email them 1 to 2 days following the interview to schedule a 2nd round interview with Clint.
  12. Send an “interview notification” from the canned responses to Clint and Dayna, place their resume and cover sheet in Clint’s office a day before the interview. Clint will let you know his hiring decision after.


Things to Know:

  • We like to interview as many candidates as possible (some of our best interns had very little work experience), but if the resume looks sloppy don’t bother interviewing.
  • Use the “canned responses” that are setup in the [email protected] email account. Make sure these always look professional (no added spacing) and make changes as needed.
  • If you have unlimited cellphone minutes please use your phone or Skype. It’s okay to use the office phone, although those calls are charged to Aegis who donates our office space so we try to limit the usage.


Who to Interview?

Naturally, most intern candidates have limited work experience so it can be challenging judging a candidate by their resume. In fact, some of our best interns had very little work experience while we’ve had MBA’s with professional experience who we had to let go their first week on the job. For this reason, we try to interview as many candidates as possible.


What to Look for:

  • Good people – Are they nice? Do you want to sit next to them for the next 3 months?
  • Reliable – Are they taking too long to respond to your emails? Do they seem flaky?
  • Passionate – How do they feel about the cause? How important is it to them?


What to Screen for:

  • Me, Me, Me, Me, I, I, I – “I want this job, because it’s a good opportunity for me to help advance my career.” Eliminate candidates who are in it for themselves.
  • Angry/Bitter – Anger is the emotion that drives many people to action, so naturally when it comes to politics or an issue, you’ll encounter some angry/cranky folks. We don’t want angry people… We want happy people. 🙂
  • Not Totally on Board/Overly Cautious – There’s a certain personality type that is slow to get behind anything and always looking for its flaws. If their responses and questions during the interview seem cautious and not fully on board, then listen to your gut.



Utilize the calendar inside the [email protected] account to keep track of scheduling for each candidate. Keep track of your confirmed and unconfirmed meeting times.
Pleas use this color coding:

  • Blue – unconfirmed 1st round interview
  • Turquoise – confirmed 1st round interview
  • Yellow – unconfirmed 2nd round interview
  • Bold Green – confirmed 2nd round interview
  • Red – In office pre-hire exam (in-state candidates)

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