Description Crain’s Chicago Business is hiring one paid intern to work full-time in the research department. The intern will be primarily focused on helping produce “Who’s Who in Chicago Business,” an annual directory featuring nearly 500 movers and shakers in Chicago. Responsibilities: Surveying candidates Organizing and managing all incoming responses Checking company websites or calling companies for updated contact information when old contacts go out of date Calling or emailing contacts who have not yet responded to surveys Finding missing information from responses or verifying questionable information via online research, emails and phone calls Assisting in processing survey submissions, looking for inaccuracies/red flags with vigilance and editing text when necessary Qualifications: Close attention to detail Strong time-management skills Working knowledge of Excel Copy editing experience and a familiarity with Chicago business/politics is a plus The internship is full-time (M-F during normal business hours) from early June through end of July. Please note that this internship will involve very little writing (if any), but will provide the intern with a portfolio-worthy finished product and a wealth of marketable research skills. While primary responsibilities will pertain to the Who’s Who project, the intern may also assist with other projects as needed. This position is non-exempt under the Fair Labor Standards Act and is eligible for overtime pay. Pay Transparency: The exact pay rate for this position is $15.00 per hour. The final offering will take into account a wide range of factors, including experience, accomplishments and location. The range provided should not be considered as a salary limit or cap. #LI-LV1 #LI-Hybrid #journalism #internship Brand Overview: For more than 30 years, the sole mission of Crain’s Chicago Business has been to provide local business news and information to Chicago’s most influential executives. In print, online, through in-person events, mobile or video, Crain’s Chicago Business is Where the Who’s Who Read What’s What. www.chicagobusiness.com @crainschicago About Crain Communications: Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com. Environmental Demands Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves. A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. See list accompanying this job posting. We cannot employ a work from home employee unless they reside in one of these states. A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval. Many positions will also include work done in “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work. Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs. Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work—exerting up to 25 lbs of force occasionally and/or up to 10 lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50 lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) Crain is one of the largest privately-owned business media companies with more than 20 leading business, trade and consumer brands in North America, Europe and Asia. Crain’s uncompromising journalists, industry experts and business insiders share one vision: to produce stories, communities and platforms that empower our audiences’ success. Our Brands Ad Age Automotive News Automotive News Europe Automotive News Canada Automotive News China Automobilwoche Crain’s Chicago Business Crain’s Cleveland Business Crain’s Detroit Business Crain’s New York Business Creativity European Rubber Journal GenomeWeb Modern Healthcare Pensions & Investments Plastics News Plastics News China Rubber & Plastics News Staffing Industry Analysts Sustainable Plastics Tire Business Urethanes Technology International Reasonable Accommodation Notice Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job by emailing Careers@Crain.com.