Hire React Developer Intern — the employer’s brief

None professionally, and that is the point. What you should expect is evidence: something built, run or fixed involving React 18 or TypeScript, that they can talk about in depth. Screen on reading an existing codebase before changing it and component composition over prop drilling; treat everything else on the list as trainable during the term.

Yes, within a scoped brief. Ship one reviewed, merged change that goes to production during the term is achievable in a term with weekly review, and it is genuine output rather than a training exercise. What does not work is open-ended ownership of anything with production consequences — keep the judgement calls with the reviewer and the execution with the intern.

It is the bottom of the working band, and appropriate for a smaller city or a shorter commitment. In Bengaluru, Hyderabad, Pune, Mumbai or the NCR, expect to be closer to ₹38,000 for the same skills — you are competing with every other employer for the same few candidates. Decide where in the ₹16,000–₹38,000 band you sit before the first interview rather than during the offer call.

For a first pass, yes. Ask "What causes an infinite re-render loop in useEffect?" and judge whether the answer is specific and consistent — you are checking for dependency-array understanding, the most common React bug, which does not require you to know the subject. A React 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 the difference is what you must provide rather than what they must have. A developer brief promises build work, so it needs repository access, a real ticket and a named reviewer from day one. If those are not ready, hire against the general brief instead — a developer intern with nothing to build leaves inside a month, and usually tells their campus why.

First applications typically arrive within about two hours of the listing going live, and most employers hiring a React intern have a workable shortlist inside a week. Speed depends more on how specific the brief is than on the stipend — a listing with a named project and named tools consistently outperforms a generic one at the same money.

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.