Build a Scalable Internship Program That Elevates Your Entire Team

Many firms think of internships as short-term support or a goodwill gesture toward the next generation. But in today’s fast-paced advisory world, internships can be a critical tool for developing internal talent, improving operational efficiency, and strengthening firm culture. According to the National Association of Colleges and Employers (NACE), more than two-thirds of 2024 graduating seniors completed an internship at some point during their college career. When designed with intention, internships give firms a unique opportunity to test systems, empower junior staff, and build scalable processes that extend well beyond a single season. Interns contribute value, offer fresh ideas, and can even highlight inefficiencies in existing workflows that need to be addressed.

Here’s how to design an internship program that not only supports career development but also reinforces your firm’s structure and future growth.

Understand Why You’re Building a Program

Such an initiative can deliver on several fronts, including:

• Talent Pipeline: Interns who prove themselves can easily transition into full-time roles, helping curb the amount of time and energy spent on recruiting and training. Take for example, the case of Matthew Lampman, who started as an unpaid intern at International Assets Advisory in 2012 and worked his way up to president in 2025.
• Fresh Perspectives: Younger professionals aren’t as stifled by conforming and can contribute ideas that can keep your firm competitive.
• Brand Building: Having such a program sends a message that you’re keen to invest in the next generation. This bolsters your reputation in the job market.
• Delegation of Routine Tasks: Internships should provide fulfilling work, but they can also help your team focus on more critical areas of the practice.

Before hiring your first intern, define your goals. Are you creating a pipeline for full-time hires? Looking to offload routine tasks during busy seasons? Hoping to invest in leadership development across your firm?

Clear goals allow you to align the internship experience with your firm’s strategy. A thoughtful program turns interns into brand ambassadors, future employees, or both.

Create Roles That Add Value to Everyone

Internships should balance real contribution with real learning. Give interns meaningful responsibilities that touch different areas of the business. For example, they might assist with client onboarding, gather information for review meetings, or shadow financial planning discussions.

The work should be structured enough to ensure consistency but open enough to allow interns to explore and grow. Consider rotating responsibilities so they gain exposure to multiple teams or functions.

Build Structure Around Tasks and Mentorship

A well-run internship program requires clear expectations and built-in support. Set a defined schedule with a start and end date, daily or weekly responsibilities, and project-based milestones.

Each intern should be paired with a mentor who can provide feedback, answer questions, and guide them through both client-related tasks and professional growth opportunities.

Mentorship not only supports the intern but gives existing staff an opportunity to develop leadership skills in a hands-on setting.

Prioritize Learning and Skill Development

Your program should offer regular training sessions that build both hard and soft skills. Host sessions on technology platforms, client communication, and time management. Encourage interns to attend internal team meetings or strategy discussions when appropriate.

Give them chances to practice their skills through simulations, such as mock client meetings or presentations. The more they interact with your systems and people, the more they’ll take away from the experience.

Compensate and Incentivize Participation

Paid internships typically attract more committed and capable candidates. Consider offering stipends or hourly pay along with access to professional development resources, networking events, or financial literacy workshops.

These incentives not only make your program more competitive but also build goodwill and positive word of mouth among future applicants.

Foster a Culture of Belonging and Community

Culture matters, even for a short-term team member. Help interns feel included by inviting them to team huddles, social events, and virtual coffee chats. Celebrate progress together and give interns the chance to showcase what they’ve learned or contributed.

Even simple things like welcome messages, group check-ins, and farewell presentations can go a long way in creating a memorable experience.

End With Feedback and a Path Forward

At the conclusion of the internship, gather feedback from your participants. Be sure to ask open-ended questions to get a feel for what’s working well and what might need refining. Keep in mind that an expert in Forbes claims that 84% of Gen Z prioritize cultural fit when looking for a role.

Track outcomes such as skill development, project contributions, and potential future hires. Over time, these programs become more than temporary help—they become a repeatable way to support growth, refine processes, and strengthen your firm.

Turn Your Internship Program into a Repeatable Workflow with Hubly

A great internship program deserves great systems behind it. With Hubly, you can transform your internship operations into a scalable workflow that repeats year after year. Assign tasks, track progress, keep documentation organized, and create visibility across your team so everyone knows what is happening and when. Plus get back to business as usual once the internship is completed.

From onboarding interns to evaluating their contributions and refining your program, Hubly helps you build a consistent, efficient internship experience that adds value to your firm.

Start your free 30-day trial today and discover how Hubly can turn operational chaos into repeatable clarity.