Sprinklr

Independent intern write-ups describe the technical assessment as roughly three coding problems graded by difficulty, with later rounds covering data structures, algorithms, system design and a behavioural conversation. The technical assessment is an up-front gate before any hiring-team interview – preparation against competitive-programming fundamentals has to be done before submission, not after a recruiter reaches out.

Sprinklr states that the goal for interns is "to foster a pipeline of talent from intern to full-time" and that the Early Talent Hiring Team works directly with interns and managers on full-time placement; interns also present a closing summary of their project to their manager, a senior leader, and an executive at the end of the program. The 8-to-24-week range lets an intern sit a single Sprinklr cohort without overlapping an academic term or run one through a full semester – the duration is set at application, and that choice shapes which projects an intern can be staffed on.

The firm states that 1,900+ enterprises rely on it, including Microsoft, P&G, Samsung and 60% of the Fortune 100. Past Sprinklr interns have worked on the company's own digital marketing tech stack, recruitment branding, and go-to-market strategies that feed the global sales pipeline. The breadth is the prioritisation argument here: a candidate weighing this against a single-product SaaS internship gets exposure to multiple enterprise customer-touchpoint domains in one cohort, where a more specialised competitor would scope the project to one.