The sub-functions worth targeting
Strategic HRBP / People Partner. Embedded with a business unit (eng, sales, product). Owns org design, talent planning, performance management, senior-IC and manager coaching. Strongest MBA slot. Most intern programs at big tech are HRBP programs. Target: Google (Strategic HRBP), Meta (Business Partner), Microsoft (HRBP), Salesforce (ESBP).
People Analytics. A data-first people team that models workforce, attrition, DEI, hiring funnel, comp. If your background is quant and you love workforce questions, this is the highest-leverage spot. Target: Google, LinkedIn, Netflix, Microsoft.
Total Rewards / Comp. Owns pay bands, equity strategy, executive comp, benefits. Often housed in finance-adjacent teams. Strong fit for ex-IB, ex-consulting candidates. Target: Meta, Amazon, Stripe.
Talent Acquisition leadership. Head-of-hiring-track roles. Less common as an MBA intern slot but real at scaling companies. Target: Stripe, Airbnb, and earlier-stage unicorns.
Learning & Development / Talent Dev. Leadership development, manager programs, ICs-to-managers transitions. Softer fit for MBAs unless you have a specific edge.
Company stage shapes everything
- Pre-IPO scale-ups (Series C → IPO). Single People Ops hire doing all of the above. High leverage, high chaos. Good if you've run your own thing before.
- Post-IPO big tech. Specialized functions, defined ladders, stronger training, more politics. Good for structured learners.
- Early-stage (Series A–B). Usually no People Ops function yet. Don't target for internships; revisit full-time.
Self-assessment
- Do I actually enjoy the design work, or do I mainly want to "work with people"? (The former wins.)
- Am I comfortable being unpopular, making calls that cost someone their promo timing, someone's equity refresh?
- Can I hold a data argument against a business leader who has strong convictions?
- Do I want specialist depth (Comp, Analytics) or generalist breadth (HRBP)?
Target-company research checklist
Before applying:
- Read the company's most recently published compensation philosophy (if any).
- Find and read 2–3 LinkedIn profiles of current MBAs in the target function.
- Skim the company's S-1 or latest 10-K for workforce disclosures.
- Search "[Company] People Analytics" on Medium. Most teams have shipped a few articles.