Why Internship Programs Matter

Interns bring fresh energy and a different kind of curiosity to a team. They often ask the questions that full-time employees have stopped asking, and they are eager to take on real problems. We have found that interns contribute to meaningful projects, help us assess new graduate talent over a longer period than any interview process, and become ambassadors for the company when they return to campus. Involving interns also helps shape the future workforce beyond what larger tech companies might define, because the experience at a smaller company differs from that at a giant.

Core Components of a Strong Internship

Preparing for interns means more than assigning tasks. The experience hinges on a few fundamentals that hold up in any format:

  • Committed manager or mentor: Someone needs to invest a significant share of their time—30% or more—to train and guide the intern for the full duration. If the manager plans to be away for a week or longer, a backup plan should be in place.
  • Clear projects and goals: Managers should work with interns to define specific deliverables, either before the start date or within the first two weeks. The goal is for each intern to learn, complete work they are proud of, and present it to the broader company.
  • Open networking environment: Structured and informal opportunities for interns to meet employees across teams and leadership are essential. This includes buddy programs and social events that make asking questions comfortable.
  • Visibility: Interns should have the chance to present their work to the whole company and write about their experience. This exposure helps them feel like an integral part of the team.

Shifting Everything Remote

When it became clear that the internship would need to happen virtually, our approach changed accordingly. The central principle for this year is over-communication: interns must be included in every team meeting, chat room, and update. The challenge is that new team members have neither the historical team context nor the breadth of work experience that existing employees have. That makes the role of mentors and managers more important than ever.

Onboarding from a Distance

Remote onboarding starts before day one. If possible, check in with interns ahead of their start date to learn about their home work setup and how they are coping with the current situation. The first two weeks are crucial for setting expectations on goals and connecting them with the right people.

Logistics matter in a virtual environment. Verify that the intern has what they need, including a laptop or any other hardware. Make a checklist covering:

  • Access to company email, a working phone number, and communication tools.
  • Permissions for the team wiki, project tracking tools, and chat channels.
  • Ability to join video meetings with a functional camera and microphone.
  • Calendar invites to team meetings, along with a primer on meeting etiquette.
  • Completion of onboarding training and access to role-specific tools like source control or CRM systems.

Setting a Work Rhythm

Establishing a steady cadence is harder when everyone is remote, and it is often the first professional environment for an intern. Some practical steps help:

  • Hold a kickoff meeting where mentor and intern review project goals and agree on communication norms.
  • Clarify working hours, especially around timezone differences, and how the intern will catch up on missed meetings.
  • Arrange a proper introduction to the team, such as one-on-ones with each member or an intro block in a team meeting.
  • Set weekly one-on-ones and check-in points for the whole summer.
  • Define a small, quick-win task early on so the intern experiences the full loop of doing, shipping, and learning.
  • Have the mentor do daily end-of-day check-ins for at least the first week or two.
  • Schedule a midpoint feedback session to evaluate progress against goals. If adjustments are needed, delivery of that feedback at this stage is essential.

Recreating Social Connection

A good internship is not only about work tasks. Social interaction and networking take deliberate effort when the office is gone. Rotation through a mix of the following ideas can keep interns engaged:

  • Run weekly virtual lunches; if a budget exists, provide dining gift cards. Themed lunches add fun.
  • Try spoiler alerts, trivia sessions, or other virtual games that enable casual conversation.
  • Arrange rotating small-group social hours so interns can connect across offices and departments.
  • Create a shared chat channel that rotates daily topics such as jokes, photos, or memes.
  • Set up an always-on virtual water cooler so anyone can pop in and see who is around.
  • Host conversations between interns and executives, or bring them into employee resource group activities.
  • Pair each intern with a buddy from a different function, plus another intern buddy, for peer support.
  • Send multiple rounds of swag so that recognition and community feel tangible.
  • Find ways to mention interns during all hands or other company gatherings so the wider team knows they have arrived.
  • Ask the interns for suggestions on how to connect. They likely have ideas that the team would not come up with.

The decision to double our existing intern program in the midst of a remote work requirement came from a commitment not to miss out on the value they bring. The situation requires a shift in how we operate, but the programs' goals remain the same. If sharing our plans can help others make a similar transition, that is a worthwhile outcome. We will be making it our priority this summer.