Culture
.png)
Many of Button’s team members–our CEO included–started their careers as interns, and we have long been huge believers in the value of a well-run internship program. Running an internship program is in keeping with our values–Grow, Learn, Adapt–but also accretive to our business.
It’s easy to hire interns–the number of bright, talented, motivated people who want to augment their studies with invaluable real world experience is staggering. Running a successful internship program, on the other hand, is something which requires thoughtful investment. When one of our managers asks me if they can hire an intern, I ask them if they’re prepared for their workload to increase–at least temporarily–in a way that is distinct from hiring an experienced worker.
The good news? Just as a well-run internship program can make a tremendous difference in a person’s professional life, a successful intern can add real value, contributing new ideas, a fresh perspective, and a vitality that can inspire those around them.
What makes a successful internship program? Here are a few lessons we’ve learned and implemented today with our interns:
Onboarding is never easy. It’s especially challenging when general business context, which more established professionals may take for granted, is still being learned. Put yourself in the shoes of an intern–what did you know going into business or a new industry? In creating an onboarding plan for your intern, be sure to consider what basic knowledge they will need to understand what they will absorb during their internship, and over-explain everything. Your intern may exude intellectual curiosity, but that doesn’t mean that they’ll feel comfortable asking you what they may feel is a “stupid question.” In the midst of running at 1,000 miles per hour, be sure to take a step back and give your intern a 30,000 foot view–the investment will be well worth it.
Yes, interns are at the bottom of a company’s org chart. But that doesn’t mean that they need to be reminded of this on a daily basis. Is it acceptable to give an intern clerical tasks to complete? Sure. But remember that your intern is not your assistant; they are someone who wants to learn, and who wants to brag about all of the filing they did? Be sure to give your intern a window into the real world of your function, and give them as many opportunities as possible to contribute. Not only will they work harder, but you might just find that their fresh perspective and enthusiasm adds real value. Giving your intern ownership over projects–with necessary guardrails in place, of course–will provide them with a much more fulfilling internship experience, and can benefit your company in return.
Button hosts a “Weekly Internship Seminar” for our summer interns, an opportunity for our interns to get together and discuss their work followed by a Q&A session with one of our company leaders. Each week, interns learn about a different area of the business, a different career path, and other important lessons in business and life, invaluable real-world experience which wouldn’t likely have been gained in the classroom.
These coordinated events are great, but the single most important factor in determining the success of an internship is the manager, and we’ve found that the trick is very simple–ask questions! Don’t assume that you know what your intern wants to learn; ask them. When your intern attends a meeting, is exposed to a company update, completes a deliverable, ask them if they have any questions and take the time to answer them.
At Button, we’re proud to offer a dynamic internship program designed to give people the chance to contribute to real projects, gain valuable experience, and be part of our thriving culture. If you are–or know–an intellectually curious person looking to gain real experience and make a material impact on a high-growth tech startup, we’re interested in hearing from you! Send us a note at hiring@usebutton.com.
.png)
.png)
