Preparing for an iManage internship interview: Real advice from real managers

Interviewing for your first professional role can feel overwhelming, especially when it’s for an internship that offers real responsibility, mentorship, and hands‑on experience. At iManage, our interns don’t observe from the sidelines; they contribute to meaningful work across engineering, security, compliance, and customer success.

To help you prepare, we asked several iManage hiring managers what they look for when interviewing intern candidates.

Sarvesh Joshi, Manager of Product Security

For Sarvesh, curiosity is the clearest signal of future success. Intern candidates stand out when they can point to learning experiences beyond formal coursework—personal projects, independent exploration, or anything that shows a willingness to step outside their comfort zone. In security, especially, no two projects are the same, and real-world work rarely looks like a textbook problem.

In interviews, Sarvesh pays close attention to the questions candidates ask. Their comfort asking questions about expectations, growth opportunities, or what success looks like on the team demonstrates confidence and engagement. Strong candidates also revisit topics they may not have fully understood earlier in the conversation or in previous interviews, showing follow-through and genuine curiosity.

Foundational knowledge is important, particularly for security-focused roles, but honesty is non-negotiable. Candidates should deeply understand what’s on their resume and be able to speak to it clearly. Misrepresentation is a dealbreaker, while transparency and a willingness to learn go a long way.

Success on Sarvesh’s team is measured by growth. By the end of the internship, interns should feel more confident not only in their technical abilities but also in how they communicate and collaborate. Interns at iManage work on real projects, often gaining ownership over a piece of work as they progress. That sense of responsibility is a key indicator when evaluating interns for potential full-time opportunities.

Mentorship is a core part of the experience, spanning shadowing senior engineers, collaborating on active security initiatives, and eventually leading smaller projects with guidance from a mentor. Whether diving into AI security, helping define infrastructure, or supporting new compliance-driven initiatives, interns are encouraged to develop a “breaker” mindset; thinking critically about how to secure products by understanding how they could fail.

Sarvesh’s advice is concise: be ready to work. This isn’t a vacation; it’s preparation for the real world. Interns who communicate confidently with peers and senior team members will gain the most from the experience.

Joe Emprayil, Manager of Engineering

Joe looks first at how candidates apply what they’ve learned. Coursework provides a foundation, but what really stands out are projects built outside of school, especially when candidates can walk through it in detail. GitHub repositories, side projects, and hands-on experimentation all help demonstrate how someone thinks and solves problems.

In interviews, Joe digs into how candidates approached their projects; how they built specific components, overcame challenges, and problem-solved when things didn’t work. The ability to reason through problems is more important than having a perfect solution.

AI is increasingly part of the conversation, not as a shortcut, but as a tool. Joe is interested in how candidates use AI thoughtfully to build, test, and learn, especially given how much more interns can accomplish today with the right tools.

Collaboration is critical. Interns don’t work alone, and Joe looks closely at how candidates describe working with others, leveraging different strengths, and communicating effectively. Behavioral traits and teamwork often matter more than deep product knowledge, which the team provides through structured onboarding and mentorship.

Interns on Joe’s team rotate through meaningful experiences, from automated testing that supports daily production releases to real-world scrum teams where they build extensions to the iManage Work application using modern web technologies.

Throughout it all, Joe emphasizes one thing: ask for help early. Growth happens fastest when interns speak up the moment they’re stuck. 

Dennis Syvongsa, GRC Program Manager

For Dennis, interns in Governance, Risk, and Compliance need a balance of technical understanding and communication skills. Because GRC is often underrepresented in university programs, candidates who have explored coursework in compliance, ethics, or risk management tend to stand out.

Dennis values candidates who can break down complex concepts and explain them clearly. In interviews, he often relies on structured storytelling, probing candidates to describe situations, actions, and outcomes in ways that demonstrate critical thinking and self-awareness.

Preparation is key. Interns who understand why GRC exists and how it supports both security and the broader business are better positioned to succeed. Familiarity with frameworks such as ISO 27001, SOC 2, or NIST 800-53 demonstrates initiative and helps interns contribute more quickly.

Success on Dennis’s team requires strong time management and the ability to see the bigger picture. Many GRC initiatives don’t produce immediate, visible results, so patience and long-term thinking are important. He also values interns who ask, “Is there a better way?”, especially when it comes to improving processes through automation or structure.

When choosing between strong candidates, Dennis focuses on team needs. The deciding factor often comes down to which candidate’s skills best align with current priorities, whether that’s technical analysis or detailed policy writing.

His advice to interns is simple but powerful: be honest, ask questions, and stay open. A degree opens doors, but it doesn’t define a career. Internships are an opportunity to explore, learn, and shape what comes next. 

Nick Burkman, Senior Manager of Customer Reliability Engineering

Nick looks for clarity above all else. Strong candidates can succinctly explain their past roles, responsibilities, and impact. Clear communication, both written and verbal, is essential, alongside baseline technical skills and problem-solving ability.

Beyond capability, Nick evaluates culture add. Interns need to align with the team’s goals, culture, and pace. Motivation matters: does the candidate want to grow, learn, and contribute meaningfully? Skills can be taught, but curiosity and drive cannot.

Preparation sets candidates apart. Even a basic understanding of iManage products and the legal technology space helps candidates engage in more meaningful conversations and demonstrate genuine interest in the role.

Successful interns on Nick’s team show eagerness to learn and the ability to turn ideas into action with minimal micromanagement. Asking questions is encouraged, but taking ownership is essential. Interns who can balance curiosity with accountability tend to thrive.

When faced with choosing between two strong candidates, Nick prioritizes alignment: who fits best with the team and whose motivations most closely match the work ahead.

His advice to candidates is straightforward: research the role, understand the skills it requires, and be ready to explain how your current abilities translate. A little preparation can make a big difference. 

Bringing it all together

Preparing for an iManage internship interview doesn’t require knowing everything — it requires being ready to learn. If you’re a Chicago-based candidate interviewing for a Summer internship, we encourage you to use this advice as you prepare. Come curious, be honest about your experience, and be ready to talk about how you think. As our hiring managers show, a little preparation can make all the difference.