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If you would like to be considered for a future internship at LT, we'll be happy to receive your resume here.

","jobpost_date_added":"2026-04-24T17:42:24.073287","jobpost_date_updated":"2026-04-24T20:35:45.690715","jobpost_date_activated":"2026-04-24T17:42:24.073284","jobpost_active":1,"application_email":"lane.terralever.llc.61191.jobs@mg.thehiretalent.com","processing_viewed":false,"email_to_apply":1,"job_boards":0,"facebook_jobs":0,"snagajob":1,"ziprecruiter":1,"ziprecruiter_sponsoring_date":null,"primary_industry":null,"jobpost_city":"Phoenix","jobpost_street":"645 E Missouri Ave #400","jobpost_state":"AZ","jobpost_status":"published","jobpost_country":"US","jobpost_postal_code":"85012","employment_type_primary_details":"part_time","employment_type_secondary_details":null,"compensation_currency":"usd","compensation_min":null,"compensation_max":null,"compensation_interval":null,"compensation_commission":null,"experience_level":null,"education_level":null,"added_by":1626818,"owner":1626818,"application_form_link_query_string":"G7Exs2H2fuzL5p3zn794pKqsLbEFeHfH3Bpfxz6dulELmm7e1M","send_application_status_id":null,"send_reference_status_id":null,"ziprecruiter_sponsored":0,"advertisement":"

Future Internship Consideration — LT (Internal Position Summary)

\n\n

Position overview

This document defines the internal role titled \"Future Internship Consideration\" for LT. The role is designated as Job type: No benchmark and is intended as an internal classification and planning artifact rather than a public recruitment advertisement. It describes the intended scope, objectives, and expected outcomes associated with placing a short-term contributor in support of LT activities.

The role sits within LT's operational structure to provide temporary capacity, structured learning, and measurable contributions to defined projects. Reporting lines, supervision, and assignment of work are determined by the receiving team and aligned to LT governance and confidentiality policies.

\n\n

Primary objectives and key results (OKRs)

Objective 1 — Support timely completion of assigned project work\n
- KR 1.1: Complete 90% of assigned tasks within agreed sprint/cycle deadlines.
- KR 1.2: Deliver at least 2 documented, review-ready outputs (reports, analyses, or prototypes) per quarter of engagement.
\n
Objective 2 — Contribute to process improvement and documentation\n
- KR 2.1: Identify and document a minimum of 1 process inefficiency or knowledge gap and propose a practical remediation by end of placement.
- KR 2.2: Produce or update at least 3 internal knowledge artifacts (how-to guides, checklists, data templates) that reduce onboarding time for similar tasks by measurable amount.
\n
Objective 3 — Demonstrate accelerated learning and team integration\n
- KR 3.1: Complete 100% of assigned mandatory onboarding and role-specific training modules within the first 30 days.
- KR 3.2: Receive an average stakeholder rating of ≥4.0/5.0 on collaboration and responsiveness in mid- and end-placement reviews.
\n

\n\n

Key performance indicators (KPIs)

Task completion rate: percentage of assigned tasks completed on time (target ≥90%).
Quality of deliverables: proportion of outputs accepted without rework (target ≥85%).
Turnaround time: average time from task assignment to submission for review (target aligned to team SLA).
Stakeholder satisfaction: average rating from supervisors and project leads on communication, accuracy, and dependability (target ≥4.0/5.0).
Documentation contribution count: number of internal artifacts created or updated during placement (target ≥3).
Training completion rate: percentage of required trainings/modules completed (target 100% within first 30 days).

\n\n

Problem statement — value delivered to internal and external customers

Internal customers (teams and managers): The role provides short-term operational capacity to complete routine and project-specific tasks, reducing backlog and freeing core staff to focus on higher-complexity work. The role also supplies structured observations and fresh perspectives that can highlight process inefficiencies and knowledge gaps.
External customers (clients, partners, end-users): By enabling timely execution of support, documentation, testing, and data-preparation tasks, the role contributes to faster response times, improved accuracy of external communications, and higher-quality deliverables that impact customer experience.
Organizational capability: The role supports LT's talent pipeline by providing an evidence-based mechanism to evaluate candidates for future roles, capturing learning outcomes and performance metrics that inform workforce planning.

\n\n

Key skills, abilities and knowledge required

Analytical skills: basic quantitative literacy, ability to interpret data and produce clear summaries (spreadsheets, charts).
Communication: clear written and verbal communication appropriate for internal stakeholders; ability to document processes and produce concise reports.
Time management and prioritization: ability to manage multiple tasks, meet deadlines, and escalate risks proactively.
Attention to detail: accuracy in data entry, proofreading, and following established procedures.
Collaboration and interpersonal skills: ability to work under supervision within cross-functional teams and incorporate feedback.
Learning agility: willingness and capacity to complete training, adopt tools and methods used by LT, and apply feedback rapidly.
Technical familiarity (beneficial): basic proficiency with office productivity tools (e.g., spreadsheets, presentation software), simple data-handling or scripting is advantageous but not mandatory.
Ethics and confidentiality: understanding of and commitment to LT's data protection and confidentiality requirements.
Domain awareness (beneficial): prior exposure to the relevant business domain or coursework that reduces onboarding time.

\n\n

Development expectations and success criteria

Success in this role is assessed through the documented OKRs and KPIs, supervisor evaluations, and the tangible outputs produced during the placement. Development expectations include completion of assigned training, active participation in feedback cycles, progressive ownership of tasks, and demonstrable improvements in efficiency or quality attributable to the individual's contributions. The role is intended to yield measurable outcomes for projects and to generate evidence for future talent decisions within LT.

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