Hire Vue.js Developer Intern: skills, stipend and screening

The three that matter most are Reading an existing codebase before changing it; Composition API and reactivity; Single-file components. Beyond those, look for working familiarity with Vue 3, Pinia, Vite. Everything else on the list above is teachable inside a term — treating it as an entry requirement shrinks your pool without improving the hire.

Ship one reviewed, merged change that goes to production during the term. That is sized for eight to twelve weeks of supervised work by someone with the fundamentals and no production experience. A second, smaller piece — migrate one Options API component to the Composition API — usually fits alongside it. Anything requiring independent production judgement should stay with the reviewer.

Start from ₹14,500–₹33,500 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 "Computed or watcher — how do you choose?" and judge whether the answer is specific and consistent — you are checking for reactivity understanding, which does not require you to know the subject. A Vue.js 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.

No. The posting assistant asks a few short questions — the role, the work, the duration, the stipend — and drafts the description, the title and the skill tags for you. You review and edit everything before it publishes, and you can paste in your own description if you already have one.

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.