Hire Agile Intern — the employer’s brief

Insist on sprint planning and capacity realism, and on enough backlog refinement facilitation to work unsupervised on small tasks. Standup, review and retrospective facilitation is the third thing worth testing in the interview. Tool familiarity — Jira or Azure Boards, Miro, Confluence — is a bonus rather than a filter: most of it is a week of learning for someone with the underlying skill.

One finished thing. Run four retrospectives that each produce one change actually made is the right size: real work someone on the team would otherwise do, small enough to finish, visible enough to assess. If they move quickly, refine the backlog so the next two sprints are genuinely ready is the natural second piece. A term with three half-finished projects assesses nothing and teaches less.

Start from ₹13,000–₹32,000 a month, then adjust for city and duration: metros at the top, tier-2 typically 25–40% lower, and six-month commitments above six-week ones. Publish the number in the listing — "as per industry standards" is read as low or undecided, and it costs you applications from exactly the candidates who had another option.

For a first pass, yes. Ask "A retrospective produces the same complaint every month. What do you do?" and judge whether the answer is specific and consistent — you are checking for whether they drive change or just facilitate talk, which does not require you to know the subject. A Agile & Scrum practitioner should still take the second round, because at that point you are assessing depth rather than authenticity.

One finished, reviewed piece of work that someone on the team would otherwise have done — not a side project nobody adopts. The deliverables above are sized for eight to twelve weeks of supervised work by a student with the fundamentals but no production experience. If they can demo it and the team keeps using it after they leave, the hire paid for itself.

Yes, and it is usually the cheapest senior-quality hire available to you: no agency fee, no technical ramp on your stack, and an assessment based on months of work rather than two interviews. Say so in the listing if conversion is genuinely possible — it widens the applicant pool measurably and costs nothing.

Specificity does most of the work. A listing that names the project, the tools and the deliverable filters itself, because candidates can tell whether they fit. Adding one screening question to the application — from the set above — removes most of the rest without adding a review round.

Always. Students plan around semester dates, and a listing without a start date and duration is filtered out by exactly the organised candidates you want. For Agile & Scrum roles, stating "three months, starting June" typically produces more applications than an open-ended listing at a higher stipend.