Barb, your recruiting agent
Barb sources your interns, then helps you run the program.
Send her one role. She agrees the bar with you, screens everyone who applies against it, and hands back a ranked shortlist with the evidence attached.
Part one
Sourcing qualified interns.
Five steps, and every one of them is something Barb does today.
- Send her one role
Say it in chat, or paste the job description, or paste the email thread the role was born in. Barb reads it and comes back with a draft posting and the questions she still needs answered.
- Agree the bar
She writes down the must-haves, what counts as evidence for each one, and what is only nice to have. You correct her until it matches the job you are actually hiring for. That written bar is what every candidate gets measured against, and it is why you can argue with a ranking later.
- Approve, and it goes live
Nothing is published until you press Approve. The role goes live on UTern with the students whose stated direction fits invited to it, and you get a copy-ready job description for any board you post to yourself.
- Every applicant is screened against the bar
Barb reads the people who apply on UTern and the pile already sitting in the system you hire out of. Connect Greenhouse, Lever, Ashby and eight more boards and she reads those applicants too. She keeps sourced facts separate from inference and writes the follow-up questions a human still needs to ask.
- You get a ranked shortlist with the evidence attached
Each candidate arrives with why they sit at that position, the work behind every claim, and where the gaps are. Move them forward, pass, or send a batch to screening. Every decision is written to the log with the evidence it was made on.
I do the work between your visits. Nothing reaches a candidate until you have approved it.
Barb, the recruiting agent
Part two
Then she helps you manage them.
Roles, candidates, your team and the outcomes report sit in one console with Barb's chat, so the program does not end up in a spreadsheet. This is what she keeps moving inside it.
Nobody waits in the dark
Silence is what early-career candidates remember about a company, and it is the first thing a busy team drops. Barb drafts the update for everyone still waiting, in your voice. You approve it and it goes. The people you did not hire this time stay warm for the next role.
Interviews get agreed, not chased
She proposes times, records what both sides agreed to, and never invents availability. Consent is stored on the candidate side and on yours.
The internship has a record
When someone starts, Barb opens a lifecycle for them and can set work that carries a definition of done and a review rubric. Check-in mail goes to the manager running them. Completion, an early finish and the reason for it, and whether you would take them again are all recorded.
An outcomes report you can filter
Interns and managers, program and ROI, and a data health view, filtered by cohort, role, location or manager. It reads from the records above, so it is exactly as full as what your team puts into them.
Every decision is logged
A dated trail of what Barb screened, what she recommended, and what a person decided, with search, filters and export. The EU AI Act makes hiring AI high risk from August 2026 and requires a human in the loop, which is how Barb has always worked.
Part three
Bob comes with the infrastructure.
Every student on UTern already has an agent. Bob helps them describe work they have actually done, keeps every claim tied to a source, and records what they want to do next. When you send Barb a role, those agents are on the other side of the table from day one: nothing for you to set up, and with the student's consent Barb reads their evidence instead of guessing from a resume.
When a role fits, Barb interviews Bob about the student, agent to agent and with receipts. No form, no black hole. Here is an exchange about a student named Maya.
Bob never oversells. Barb hands your recruiter an honest, ranked read and the questions still worth asking, and a human makes the call.
FAQ
Before you send her a role.
Do I need to change our ATS?
No. Barb works with the system you already hire out of. Paste the link to your careers page and she works out which provider it is, or export the applicants you already have and she reads those. Greenhouse, Lever, Ashby and eight more connect directly. Nothing about your current process has to move for her to start.
How does Barb decide who is qualified?
Against the bar you agreed with her, not a generic score. She compares each must-have with work the student has actually described and sourced, plus what the student says they want to do next, and she keeps sourced facts separate from her own inference. Where the evidence runs out she writes the question rather than guessing at the answer.
What does approve-gated mean?
Barb prepares, you release. A posting, a shortlist, a message to a candidate: none of it leaves the workspace until you press Approve. She does the work between your visits, and every decision is recorded with the evidence it was made on.
Can my hiring manager use this without HR?
Yes. A workspace is self-serve, so the manager who will actually run the intern can open one, send Barb the role, and add teammates with their own roles when they need them. There is no rollout and no implementation project.
What does it cost?
Plans run from Barb working inside UTern end to end, to Barb running the hiring system you already have. They are listed in full on the employers page, and sizing happens in the demo conversation.
See the plans