I've interviewed and hired literally dozens of persons over my career, either as full-time, contractors and interns. In all cases, interns actual-experience was easy to prove with technical questions and puzzles.
I found that many of my recently hired interns happen to be brilliant and had just as much experience as a 3-years full time developer. In those cases, when hiring the intern for full time job, I would always seek to hire them as Senior, since I believe you should be paid for what you know and do, regardless of the time it took you to master it.
On another hand, I was always strict with interns with the promise that they would land a job doubling their current salary either with my employer (I wished for it), or other employer (if my employer was fool enough to let them go), within a year of experience under my wing. The whole point was that in one year they could match the knowledge of an experienced developer, by mentoring constantly and making them upgrade themselves every month.
So, honestly, it will depends a lot on whose on the other side of the table during the negociation. Just make sure it's clear to them your knowledge level and maturity (not just in paper: prove it).
Another power tip: some companies assign job grades to new hires merely based on their current salary and not on actual knowledge (example, if you make 60K per year and they offer you 90K per year, 50% raise, they will assign you the grade on which 90K fits in). However, there are companies whom, if you were already an intern in that company, they hire you directly as "experienced" (not junior) per policy. So, DO RESEARCH about the companies you apply to and find out how they do things, so you can be prepared.