Designing Remote Internship Programmes That Work
Remote internships have shifted from being a temporary response to a global crisis into a powerful tool for shaping tomorrow’s workforce. Done well, they can attract diverse talent, build stronger pipelines, and deliver measurable outcomes for both interns and employers.
Our latest Duja Consulting paper explores how to design and implement remote internship programmes that truly deliver results – from structured onboarding and mentorship to using technology effectively and measuring performance through the right KPIs.
Executive Summary
Remote internship programmes have rapidly moved from a pandemic-driven necessity to a strategic asset for organisations. This consulting paper provides an in-depth guide for business leaders and HR managers on how to design remote internships that achieve both talent development and business goals. We begin by surveying the current landscape, noting that remote and hybrid internships are now widespread and often preferred by both employers and interns. We then outline the strategic importance of well-designed remote internships, highlighting benefits such as access to a broader talent pool, increased diversity and inclusion, and strengthened talent pipelines for future hiring.
Key elements of effective programme design are discussed in detail – from structured onboarding and clear project design to robust mentorship and frequent communication. We emphasise the use of technology platforms (e.g. video conferencing, collaboration tools, project management software) as enablers of engagement and productivity in a virtual setting. Effective performance measurement approaches are also covered, including setting Key Performance Indicators (KPIs), gathering feedback, tracking intern engagement, and evaluating learning outcomes to ensure continuous improvement.
Real-world case studies illustrate how leading organisations (in the UK and internationally) have successfully run remote internships. These examples show that challenges like intern isolation or communication gaps can be overcome through intentional programme design – such as virtual social events, mentorship schemes, and dedicated intern community platforms. Common challenges are addressed with practical solutions, preparing managers to anticipate and mitigate issues.
Final recommendations centre on careful planning, leveraging the right tools, cultivating an inclusive culture, and treating internships as an investment in future talent. In conclusion, remote internship programmes – when thoughtfully designed – can deliver substantial results for organisations, from higher intern satisfaction to improved conversion of interns into high-performing employees, thereby ensuring a strong return on investment.
Introduction: The Remote Internship Landscape
Remote internships have become increasingly common, with interns often collaborating via video calls from anywhere in the world. Major companies down to start-ups now offer virtual internships, reflecting a permanent shift in how early-career work experience is provided. The Covid-19 pandemic accelerated the adoption of remote internships, as employers had to virtualise programmes overnight. Even as offices reopened, many organisations retained remote or hybrid internships as part of the “new normal” in talent development. Surveys indicate flexible working arrangements are here to stay – one prediction estimates nearly 25% of workers in the US will be working remotely in the next few years, and over half of workers globally are already remote at least part-time. This trend extends to internships, which are increasingly offered in virtual formats across industries from finance to engineering.
Current data suggests that remote and hybrid internships are not a niche but a substantial portion of all internships. For example, a 2025 survey by the National Association of Colleges and Employers (NACE) found that employers were twice as likely to run hybrid internship programmes as fully in-person ones. However, it also noted a slightly lower full-time job offer rate to interns in hybrid setups (around 56% offer rate) compared to in-person (72%). This highlights that while remote internships are prevalent, ensuring their effectiveness is crucial to maintain outcomes like conversion to graduate hires. Encouragingly, well-executed remote programmes can achieve very high satisfaction and results – one global firm reported 98% intern satisfaction with its virtual internship experience in 2020.ie, dispelling fears that going remote would harm the intern experience. Overall, the landscape has shifted to embrace remote internships as a viable and often advantageous mode of engaging future talent. The following sections examine how organisations can strategically design these programmes to deliver strong results.
Strategic Importance and Benefits for Organisations
Designing remote internship programmes is not just a stop-gap solution for pandemics – it is now a strategic imperative with lasting benefits for organisations. A well-designed remote internship programme can significantly broaden an organisation’s reach in talent acquisition. By removing geographical constraints, companies can access a diverse pool of high-potential candidates globally. This means organisations are no longer limited to local interns or those able to relocate; instead, they can tap into talent from different regions, cultures, and backgrounds, enriching the diversity of their early-career pipeline. This diversity can foster greater creativity and inclusion in the workforce. In the UK, for instance, virtual work experience initiatives have been used to level the playing field – programmes like Speakers for Schools offer online internships to remove cost and location barriers for young people. Such approaches help organisations reach candidates from underrepresented or lower socio-economic groups, aligning with diversity and inclusion goals.
Another strategic benefit is the flexibility and appeal to top talent. The emerging generation of students and graduates often values flexible working conditions. Offering remote internships can enhance an employer’s brand as a forward-thinking and flexible workplace. Interns gain experience without needing to uproot or commute, making opportunities more accessible. This can translate to a larger and more enthusiastic applicant pool for internship roles. Indeed, remote internships are seen as “among the most valuable experiences” now, since they allow interns to develop skills for the modern virtual work environment while enjoying increased flexibility.
For organisations, talent development and retention are key motives. Internships serve as feeders into full-time roles – many companies use internships to identify and train future employees. A strategically run remote internship can deliver on this by providing meaningful work and mentorship that prepares interns for possible employment. The return on investment is clear when conversion rates are high. Many employers target conversion of 50–70% of eligible interns into full-time hires as a measure of success. Achieving such outcomes remotely requires deliberate design, but when done right, it results in a strong talent pipeline. Moreover, maintaining an internship programme (even remotely) during disruptions ensures continuity in developing young talent. Organisations like Intel viewed sustaining their internship programmes virtually during the pandemic as crucial to their long-term talent strategy.
There are operational and cost benefits to remote internships as well. Companies can save on office space, travel, and relocation expenses for interns. Internship projects can be structured to deliver tangible outputs for the business (e.g. research, software code, marketing content), contributing real value despite the interns being off-site. With modern digital tools, interns can often be just as productive remotely. Additionally, remote programmes can be scaled more easily – an organisation could host a larger number of interns if not limited by physical office capacity. This scalability was demonstrated by programmes like Bright Network’s Internship Experience UK, which involved tens of thousands of students virtually and engagement with dozens of employers.
In summary, the strategic importance of remote internships lies in talent access, employer branding, pipeline development, and efficiency. By investing in well-designed remote internship programmes, organisations position themselves to attract top emerging talent and convert them into future high-performing employees, all while promoting diversity and adapting to the evolving world of work.
Key Elements of Effective Programme Design
While the benefits are compelling, realising them requires careful programme design.
Several key elements distinguish a successful remote internship programme that delivers results:
Clear Goals and Structured Programme Plan:
Begin with defining what the organisation and the interns should achieve. Setting clear objectives will shape the structure, duration, and content of the internship. For example, an organisation might aim to develop interns’ coding skills and assess them for future hiring – this goal would influence project selection and evaluation criteria. A detailed internship plan should be created and communicated upfront, including timelines, intern roles and responsibilities, expected deliverables, and how performance will be evaluated. Having this structure provides clarity for interns and managers alike. It also ensures remote interns know what is expected and how their work contributes to organisational goals. Many successful programmes incorporate a mix of individual and team-based projects to foster both autonomy and collaboration. Each project should be meaningful and challenging, offering interns real learning while adding value to the organisation.
Effective Onboarding and Orientation:
Onboarding is pivotal in remote settings, as interns cannot pick up office culture or logistics by osmosis. A comprehensive, remote-friendly onboarding process helps interns acclimatise to the company and their role. Best practices include sending a “welcome package” or information kit in advance and conducting a thorough virtual orientation on day one. Introduce interns to the team, clarify organisational structure, and walk through the tools they will use. It’s beneficial to assign each intern a buddy or peer mentor in addition to their manager, to provide informal support and help navigate questions. At Highspot (a tech firm), interns join a week-long virtual company onboarding called “Highspot GROW” to learn about the product and culture before diving into work tasks. Similarly, Smartsheet ensures that on Day One of its remote internships, interns have a plan that gets them “hit the ground running” with access to all necessary people and systems. These examples underline the importance of a structured onboarding tailored for remote interns.
Mentorship and Supervision:
Mentorship is at the core of a successful internship, and this is even more true remotely, where interns can feel isolated. Each intern should have a dedicated mentor or supervisor who provides regular guidance, answers questions, and offers encouragement. In leading programmes, the roles of mentor and manager may be distinct: a mentor focuses on teaching and coaching, while the line manager provides feedback, resources, and oversight. Regular one-on-one check-ins (e.g. weekly) are crucial to keep interns on track and supported. In a remote setting, scheduling these meetings in advance ensures they happen consistently. Good mentors adapt to the intern’s learning style and create a safe environment for asking questions – this helps interns overcome the hurdle of seeking help virtually. Moreover, exposing interns to other professionals in the organisation (through “meet the team” sessions or leadership Q&As) can enrich their experience. Smartsheet, for instance, organises a Leadership Panel Series via video conference so interns can interact with senior executives and learn from them directly. Such interactions would rarely happen organically for a remote intern, so designing them into the programme adds significant value.
Communication and Collaboration Protocols:
Frequent and open communication is the lifeblood of remote internships. Managers and teams should establish communication norms – for example, interns might attend a daily stand-up call or submit a brief progress update each day. Scheduling regular team meetings that include interns helps integrate them into the workflow. Additionally, leveraging chat channels (e.g. on Slack or Microsoft Teams) can recreate some of the quick interactions that happen in office settings. For instance, one company created a dedicated Slack channel for its intern cohort to discuss work challenges and celebrate successes, which helped the interns feel connected despite working apart. Interns should know who to contact for different needs and feel encouraged to reach out. As remote interns may be hesitant to “bother” a busy colleague, leaders should actively foster a culture where asking questions and checking in is welcomed. Setting expectations that interns will keep cameras on during certain meetings or will respond within certain hours can also help everyone stay coordinated. Clear, deliberate communication planning prevents interns from feeling lost or invisible.
Engagement and Community Building:
A common pitfall in remote internships is the lack of social interaction and sense of belonging. Effective programmes therefore foster community and inclusion deliberately. Virtual team-building activities, informal coffee chats, and cohort projects can simulate the camaraderie of in-person internships. CBS Interactive (CBSi) found that focusing on building a community was essential when their internship went remote – they used an online platform with community features to ensure interns felt they “mean something to the organisation” and not just “coming on to do a job”. The result was highly engaged interns who “went above and beyond” expectations. Strategies for building community include hosting virtual social events (e.g. game sessions, intern trivia, or virtual lunches), pairing interns for peer-to-peer check-ins, and involving interns in company-wide virtual events. Creating affinity groups or networks for interns can also be powerful. For example, Highspot maintains peer networks connecting current and former interns (and even runs cross-department meet-ups for interns from specific partner programmes) to cultivate peer support. When interns feel part of the company culture and develop friendships, their engagement and happiness – and ultimately their performance – tend to improve.
Structured Feedback and Evaluation:
An effective remote internship design includes mechanisms for ongoing feedback and final evaluation. Since casual feedback (like a quick comment at one’s desk) is less available remotely, managers should schedule periodic performance discussions. This could be a midpoint review and an end-of-internship review at minimum, in addition to informal feedback throughout. Constructive feedback helps interns learn and course-correct during the internship, rather than only finding out at the end how they did. It’s also important to solicit feedback from the interns – about their project, their mentor, and the programme overall. This two-way feedback loop not only supports the intern’s development but also gives the organisation insights to improve the programme (more on measurement in a later section). Some organisations align intern evaluations with regular employee performance metrics, albeit with scaled expectations. One company set intern performance goals “the same as other employees but toned down a little,” evaluating interns on collaboration, skill growth, impact of their work, and connections made. Making evaluation criteria clear from the start will drive better focus and outcomes from interns.
In summary, effective programme design for remote internships rests on planning and intentionality in these key areas: setting clear goals and structure, providing thorough onboarding, ensuring strong mentorship, maintaining frequent communication, building a sense of community, and embedding feedback processes. By addressing each of these elements, organisations create an environment where remote interns can learn, contribute, and stay engaged – ultimately delivering results for both the intern and the company.
Use of Technology Platforms and Collaboration Tools
Technology is the enabler that makes remote internships possible. Choosing and leveraging the right platforms is therefore a critical design consideration.
A successful remote internship programme will typically employ a suite of collaboration tools to replicate the in-person work environment:
Communication and Video Conferencing:
Tools like Zoom, Microsoft Teams, or Google Meet are essential for face-to-face interaction. Regular video meetings (team meetings, 1:1s, mentor sessions) help put faces to names and build rapport. Video calls also allow for richer communication (tone, expressions) than emails or texts, which is important for interns who are still learning professional communication. Many organisations set up weekly video check-ins or even virtual “watercooler” chats to keep communication flowing. Instant messaging platforms such as Slack or Microsoft Teams chat complement video meetings by enabling quick questions, brainstorming, and social banter throughout the day. For example, interns might use a team Slack channel to ask for code reviews or to share progress updates, getting near-instant feedback as they would by popping into a colleague’s office.
Project Management and Task Tracking:
Remote interns need clarity on tasks and deadlines, which project management tools help provide. Platforms like Trello, Asana, Jira, or Monday.com can be used to assign tasks, track progress, and manage workload. These tools make the workflow visible to both interns and supervisors. An intern can move a task card to “Done” when completed, and a manager can review it asynchronously. This approach keeps everyone aligned and accountable. It is also an opportunity for interns to learn agile or project management practices used by the team. Some companies also integrate interns into existing project management boards alongside full-time staff, which further immerses them in the team’s processes.
File Sharing and Collaborative Workspaces:
Cloud-based document and file sharing is vital when working remotely. Tools such as Google Workspace (Docs, Sheets, Drive) or Microsoft 365 (SharePoint, OneDrive, Teams file share) enable interns to access resources and collaborate on documents in real time. Version control systems (like GitHub for code or SharePoint for documents) allow interns to contribute to real projects without confusion over file versions. Providing interns with a shared workspace ensures they have the information they need at their fingertips – whether it’s a shared drive of training materials or a collaborative document for a team report. These platforms also allow supervisors to monitor contributions and give inline feedback on work.
Internship Management and Engagement Platforms:
Some organisations opt for dedicated platforms to manage their internship programmes. These can integrate multiple functions – from onboarding checklists and training modules to community forums for interns. For instance, platforms like Symba or Taleo (an HR tool) allow tracking of intern projects, surveys, and even virtual events in one place. CBS Interactive’s case is illustrative: when shifting to remote, they partnered with a platform (Symba) to organise their internship activities and community, finding it user-friendly and effective from day one. Such platforms often include dashboards to monitor intern engagement, progress on projects, and collect feedback (e.g. pulse surveys). They can be especially useful for larger internship cohorts where coordination would otherwise be challenging.
Productivity and Time-Tracking Tools:
To ensure accountability in a remote setting, some teams use productivity tools or even time-tracking software. While trust is fundamental, light-touch monitoring can help interns structure their day. Tools like Harvest, Toggl or features within project management software can let interns log hours on tasks – useful if the internship is project-based or has billable components. Insightful, for example, is a tool that can track activity and productivity for remote workers, which an organisation might use to help interns stay on track. However, any monitoring tool should be used transparently and primarily as a way to support interns (by identifying if they are stuck or under-loaded), rather than to micromanage.
Collaboration and Technical Tools Specific to Roles:
Depending on the internship function, there will be role-specific tools to consider. A remote design intern might use Figma or Miro for collaborative design work. A software engineering intern will need access to the code repository, a good IDE, and possibly a platform for pair programming (e.g. Visual Studio Live Share or CoderPad). Ensure all necessary software licenses and access rights are provisioned before the intern’s start date – nothing is more frustrating for a remote intern than being blocked out of systems. It’s wise to have IT prepare a “technology onboarding” checklist covering hardware (laptops or VPN tokens shipped if needed) and software accounts set up in advance.
In implementing these technologies, integration and training are important. Interns may not be familiar with every tool your organisation uses. Providing short training sessions or tutorials is helpful – for instance, a walkthrough of how to use the project tracker, or sharing best practices for effective Slack communication. Highspot and Smartsheet both invest in training their remote interns on the collaboration tools and even their own proprietary software, ensuring interns can be largely self-sufficient in onboarding to the tech stack. Additionally, combining tools to create a cohesive digital workspace is useful: integrating video conferencing links into calendar invites, linking project boards with chat notifications, and so on, smooths the intern’s experience.
When used appropriately, technology bridges the physical distance in remote internships. It enables real-time collaboration and keeps interns connected to the team and work. The key is to select a set of tools that covers communication, project management, and knowledge sharing – and to ensure both interns and managers know how to use them effectively. With the right tech foundation, remote interns can virtually sit next to their mentors, see tasks moving on a board, and feel just as involved as if they were in the office.
Performance Measurement: KPIs, Feedback and Learning Outcomes
To ensure a remote internship programme is delivering results, organisations must actively measure performance and outcomes. This includes assessing the interns’ performance as well as the programme’s effectiveness. A data-driven approach, using well-defined KPIs and feedback mechanisms, allows continuous improvement of the internship experience and its ROI.
Defining KPIs for Intern Performance:
At the outset, set clear metrics or indicators of success for the intern’s work. These could be project-specific (e.g. completion of a research report, development of a software feature), or more general competency goals (e.g. improvement in a particular skill). Many companies choose to evaluate interns on dimensions like quality of work, reliability in meeting deadlines, teamwork/collaboration, and growth in skills or knowledge. For example, one organisation tracked interns against KPIs in areas such as collaboration, development (skill growth), impact of their work, and networking (making connections within the company) . These indicators aligned with the intern’s role and the programme’s purpose (in this case, preparing the intern for a future graduate role). Establishing such KPIs and communicating them to interns provides transparency – interns know what they should focus on and how they will be judged.
Ongoing Monitoring and Feedback:
Performance measurement is not a one-time event at the end; it should be woven throughout the internship. Managers and mentors should monitor progress through regular check-ins and adjust the internship plan as needed. A recommended practice is to hold progress reviews at mid-point and end-point, supplemented by brief weekly feedback sessions. During these, discuss what the intern is doing well and areas to improve, and allow interns to voice any difficulties. In remote internships, interns can sometimes struggle unseen; thus proactive check-ins are vital to surface issues (e.g. an intern feeling stuck on a task) and to keep them engaged. Some companies use simple tools like weekly status reports or mentorship logs to document progress. Others may use their performance management system to set goals for interns; one manager described creating a document of the intern’s goals and tracking it as a “living document” – not only to manage performance, but also to help the intern later articulate their accomplishments on a CV.
Programme Feedback and Intern Satisfaction:
Equally important is measuring the effectiveness of the programme itself. Many organisations use surveys to gather feedback from interns and their managers at the end of the internship . Questions typically cover the intern’s satisfaction with the experience, the usefulness of the training provided, the adequacy of support from the team, and whether the intern would recommend the internship to others. Some companies use Net Promoter Score (NPS) style questions (e.g. “How likely are you to recommend this internship to a peer?”) as a high-level gauge. This feedback helps HR and programme coordinators understand if the remote format impacted the experience and where improvements can be made. In one case, a company feared that going virtual would hurt intern satisfaction, but the survey results stayed around 98% positive – indicating the remote programme was still hitting the mark. Gathering manager feedback on the programme is also useful: did they feel the interns were adequately prepared? Was communication effective? These insights can drive changes in the next cycle (for example, adding more training if interns consistently report challenges with a certain tool).
Tracking Engagement and Learning Outcomes:
Because remote interns are not visible in an office, some organisations track engagement metrics to ensure interns are actively participating. This can include monitoring attendance in required sessions, involvement in optional events, or usage of learning resources. For instance, a telecoms company implemented monthly pulse surveys for interns to measure how the programme was delivering on its objectives and to check intern well-being and engagement . They also monitored participation in social learning events and self-directed learning tasks as part of development goals. If an intern rarely engages in optional lunch-and-learns or skips social meet-ups, that might signal isolation; coordinators can then intervene to re-engage that intern. On the learning front, some organisations conduct assessments or ask for end-of-internship presentations to evaluate what interns have learned and contributed. Panel evaluations of intern project presentations are a way to gauge both the intern’s work and the programme’s success in facilitating meaningful output. While not every company will formally test interns, even qualitative measures – like mentor evaluations of skill growth – help capture learning outcomes.
Conversion and Talent Pipeline Metrics:
Ultimately, one of the strongest indicators of an internship programme’s success (remote or otherwise) is the conversion rate of interns to hires. As noted earlier, many organisations track the percentage of interns who receive and accept full-time job offers. A high conversion rate can demonstrate that interns were well-chosen, well-trained, and integrated enough to join permanently. It’s also a concrete return on the investment in internships. Additionally, tracking those hires long-term (do former interns perform better or stay longer than external hires?) can provide valuable insights, as suggested by talent experts. Other strategic metrics include diversity outcomes – for example, measuring if remote internships helped attract more candidates from different regions or backgrounds and if they progressed to hire at similar rates. Some programmes specifically monitor the conversion rates by demographic group to ensure equity.
In implementing performance measurement, it’s crucial to maintain a balance: use metrics to illuminate and improve, not to excessively scrutinise interns who are still learning. Qualitative feedback remains important alongside quantitative KPIs. An environment of supportive feedback (rather than high-stakes evaluation only) will encourage interns to strive and grow. Many organisations find that combining multiple approaches – surveys, manager evaluations, and quantitative metrics – gives the best picture of how their remote internship programme is doing. By paying attention to these measurements and iterating on programme design, companies can ensure their remote internships truly deliver results, both in immediate output and in building future talent.
Case Studies: Successful Remote Internship Programmes
Real-world examples illustrate how companies have innovated to make their remote internships successful. Below, we highlight a few case studies and examples (UK and international) that offer insights and best practices:
CBS Interactive (Media & Digital Content, USA):
CBSi transitioned its well-regarded internship programme to a fully remote format in 2020. Facing the challenge of maintaining their internship’s “community” feel, CBSi partnered with an internship management platform to facilitate engagement. They utilised the platform’s community features to run virtual events, group discussions, and keep interns connected. According to CBSi’s University Relations team, this was critical in ensuring interns felt valued and part of the organisation’s culture, not just doing isolated tasks. The outcome was an award-winning programme – CBSi’s remote interns remained highly engaged and even exceeded the organisation’s expectations in their contributions. The success underscores the importance of using dedicated tools and intentional community-building to overcome the remoteness. CBSi’s approach can serve as a model: they quickly trained their staff and interns on the new platform (finding it intuitive), focused on relationship-building, and thereby managed to preserve the quality of the internship experience virtually.
Smartsheet (Software Company, USA)
Smartsheet embraced remote internships by removing geographic limits on hiring. In summer 2021, they onboarded 15 engineering interns from across the United States in a fully remote program. Because interns were in multiple time zones, they abandoned the traditional 9–5 schedule and instead emphasised deliverables and collaboration in flexible hours. To foster peer connection, Smartsheet set up a dedicated Slack channel just for the intern cohort, where interns could discuss their projects, ask for help, and celebrate wins together. This helped replicate the peer community aspect of an internship class. Smartsheet also structured the programme tightly, given its shorter 3-month length – they provided each intern a detailed project plan and ensured on day one that interns met all key team members (via scheduled video intros) so that no one felt like a stranger when work began. An example from an intern, Mandy Lin, highlighted that thanks to “efficient time management and abundant support,” she was able to ramp up quickly, learn the product, and deliver her project on time despite never setting foot in the office. Smartsheet’s case demonstrates that with planning and an open communication culture, remote interns can achieve outcomes comparable to in-person settings.
Highspot (Technology Scale-up, USA):
Highspot ran a predominantly remote internship approach and also collaborates with community-based internship programmes (like Year Up and Ada Developers Academy). Highspot’s focus has been on inclusivity and mentorship. Recognising the potential for remote interns to feel lost, Highspot doubled down on structured support. Leaders and mentors were encouraged to “go the extra mile” in establishing open channels and a sense of belonging for interns. They ensured every intern had weekly one-on-one time scheduled with their manager in advance of the internship (so it wasn’t left to chance). They also facilitated introductions between interns and every member of their immediate team in the first week, building the intern’s network early. Highspot even created peer networks: for instance, they host meet-ups for current and former interns from the same programmes to share experiences. The result is an inclusive culture where interns feel comfortable asking questions and integrating into the company. Highspot’s initiative shows that remote internships benefit greatly from proactivity in inclusion – scheduling interactions that would organically happen in an office, and creating peer communities to make interns feel part of something larger.
UK Virtual Internship Initiatives:
In the UK, while many individual companies have their own programmes, there have also been collaborative efforts and providers enabling remote internships. Bright Network’s Internship Experience UK is one noteworthy example, albeit not a single employer but a multi-employer programme. Since 2020, over 145,000 students have participated in this free, 4-day virtual internship experience spanning various sectors. Dozens of top companies contribute to webinars and project tasks, giving students a taste of various industries. The popularity of IEUK highlights the demand and scalability of virtual internships – and it helps employers access a wide talent pool simultaneously. Another example is the “10000 Black Interns” programme (now the 10,000 Interns Foundation), which, while not exclusively remote, has included remote internship opportunities across its participating employers to broaden access for underrepresented groups. Many of these internships took place during the pandemic and continued in hybrid forms, showing how remote work can facilitate inclusion. Additionally, UK-based internship providers like The Intern Group and Virtual Internships (a platform) have matched students with host companies globally for remote internship placements, showing that location is no longer a barrier to gaining international work experience. For instance, a student in one case study was able to intern remotely for a company in Spain through such a platform, benefiting from a cross-cultural experience without travelling. These international programmes indicate a future where talent and opportunity can connect, regardless of borders, through remote formats.
Academic and Non-Profit Sector (International):
It’s worth noting that beyond corporate settings, remote internships have also been effectively implemented in research and non-profit contexts. For example, during the pandemic, some research internships and even medical/hospital internships adopted virtual formats where possible. One multi-site case study of online internships in 2020 found that, despite initial scepticism, students were able to gain meaningful experience through well-structured virtual projects and regular online mentorship, even in fields like education and social services. Non-profits have leveraged remote volunteers and interns to continue their missions – a charity might have a communications intern working from home to run social media campaigns, for instance. These cases reinforce that success comes from structure and support rather than the physical setting.
Common thread: Across these examples, certain commonalities emerge. Organisations that succeeded with remote internships all invested in planning, communication, and community. They recognised challenges early (like isolation, access to team members, differing time zones) and put solutions in place (Slack channels, scheduled meet-and-greets, peer networks). They utilised technology smartly – whether a full-featured platform or just a well-curated toolkit of Zoom/Slack/Trello – to keep the programme running smoothly. Most importantly, they maintained focus on the human element: making interns feel welcomed, valuing their contributions, and ensuring they learn and grow. These case studies provide reassurance that, with intentional design, remote internships can yield enthusiastic and productive interns, meeting the host organisation’s goals and even earning accolades, while creating a blueprint for future programmes.
Common Challenges and How to Overcome Them
Designing and running remote internship programmes is not without challenges. Being aware of these common pain points allows organisations to address them proactively.
Below, we identify key challenges along with proven strategies to overcome each:
Challenge: Intern Isolation and Lack of Belonging.
Remote interns can sometimes feel “out of sight, out of mind.” They miss out on the spontaneous office interactions, coffee chats, and the immediate sense of being part of a team. This isolation can affect morale and limit networking opportunities for the intern. In a virtual setting, organic conversations are rare on digital channels, and interns may find it hard to get to know colleagues.
Solution: Create structured opportunities for social interaction.
As discussed, scheduling regular informal meet-ups (virtual coffees, team lunches over video) helps simulate the social fabric. Encourage a buddy system where a more experienced team member informally checks in with the intern. Establishing a group chat or forum specifically for interns can give them a peer community to share experiences. Some companies also host virtual social events like games, quizzes, or “show and tell” sessions where interns can present a hobby. The key is to make community-building an integral part of the programme, not an afterthought. When interns feel connected and included, they are more likely to stay engaged and motivated.
Challenge: Communication Gaps and Misunderstandings.
Without face-to-face contact, it’s easier for miscommunications to occur. Interns might not receive feedback as readily, or they might hesitate to ask a question via email/IM that they would casually ask in person. Remote work also means fewer visual cues; an intern might not realise a supervisor is busy unless told, or a manager might not notice an intern’s confusion on a call if the intern stays silent.
Solution: Over-communicate and clarify expectations.
At the start of the internship, set clear guidelines for communication: which channels to use for what, expected response times, and so on. For example, an agreement could be “If you have a quick question, send a chat message; if no answer in 30 minutes, then call or email.” Encourage interns to “flag” if they need help – perhaps by using a dedicated Slack emoji or a daily check-in message where they can indicate any blockers. Managers should regularly ask direct questions like “Do you need any clarification on this task?” rather than assuming silence means all is well. Another best practice is to summarise and document key discussions and decisions (for instance, after a meeting, send a quick recap of action items to ensure the intern understood the next steps). By being explicit and open in communication, managers can prevent small misunderstandings from derailing progress. Regular check-ins, as previously noted, act as a safety net to catch any issues early.
Challenge: Performance Monitoring and Accountability.
In a physical office, a supervisor can casually observe an intern’s work, offer pointers in real time, or notice if they seem idle. Remotely, that visibility is reduced, which can worry some managers – are the interns staying productive? Conversely, interns might struggle with time management when working from home, where there may be distractions or a less defined workday.
Solution: Set up transparent workflows and use tools for visibility.
Project management boards where tasks are visible to both intern and supervisor help both parties see what’s in progress and what’s done. Daily or weekly updates (written or verbal) from interns can provide reassurance of activity and also help interns self-manage by reflecting on their accomplishments and upcoming tasks. Some teams implement a brief stand-up meeting each morning where everyone (including interns) states what they’re working on. This keeps interns accountable in a natural way. If appropriate, using time-tracking or activity tools consensually can help structure the intern’s day – for example, an intern might log hours per task which the mentor can review to ensure they aren’t stuck too long on one thing. However, it’s important to focus on outcomes over hours; trust is crucial. Managers should be results-oriented, assessing interns on deliverables and learning rather than micromanaging their screen time. Most interns, especially when given meaningful work, are eager to prove themselves, so a little trust combined with clear expectations goes a long way.
Challenge: Technology and Infrastructure Issues.
Not all interns will have a perfect home office setup. Technical difficulties like poor internet connectivity, hardware failures, or unfamiliarity with software can hinder a remote intern’s productivity and morale. Also, security considerations arise if interns are accessing company systems from personal devices or networks.
Solution: Proactively equip and support interns technically.
Before the internship starts, survey interns on their tech needs: do they have a reliable computer and broadband? If not, consider shipping them equipment or providing a stipend to upgrade as needed. Ensure they have access to IT support – perhaps schedule an IT orientation on day one to help install required software and troubleshoot any access issues. Provide guides or training on any complex tools they must use. It’s also wise to have backup plans: if an intern’s internet goes down, can they tether to a phone or make up time later? Communicate flexibility for such scenarios so interns don’t panic if something beyond their control happens. On security, issue temporary licenses or VPN accounts as needed, and instruct interns on data protection policies (e.g. not downloading sensitive data to personal devices). By treating interns as full members of the team in terms of IT provisioning, organisations signal that they are serious about enabling the intern’s success.
Challenge: Ensuring Engagement and Motivation.
In a remote setup, an intern who feels disengaged can quietly slip through the cracks. They might do the bare minimum or feel unmotivated without the energy of an office environment or the competitive camaraderie of fellow interns around them. This can lead to a suboptimal experience for both the intern and the employer.
Solution: Make the work interesting, varied, and recognised.
Make the work interesting, varied, and recognised. One remedy is to design projects that are meaningful – something the intern can take ownership of and that has visible impact. Break larger projects into milestones so that interns can achieve and celebrate progress regularly. Also, mix up their schedule with different types of activities: e.g. project work, training sessions, team meetings, a volunteering day, etc., to avoid monotony. Recognition is a powerful motivator – call out an intern’s good work in team meetings, or have a senior leader send a quick note of thanks for a contribution. Some companies hold an “intern showcase” at the end of the programme where interns present their work to a wider audience; this can boost motivation throughout the internship as they prepare to shine in front of executives. Additionally, maintain intern engagement by soliciting their input and ideas – make it clear that fresh perspectives are welcome, which can energise interns to contribute beyond assigned tasks. Engagement is also enhanced when interns feel they are learning, so pairing them with a mentor who can teach new skills keeps them intellectually stimulated.
Challenge: Time Zone and Cultural Differences (for global programmes).
If an organisation has interns or mentors spread across different regions, coordinating meetings and deadlines can be difficult. An intern might be working while their mentor is offline, leading to delays in feedback. Cultural differences in communication styles can also cause misunderstandings in global teams.
Solution: Plan a schedule that accommodates time zones fairly and leverage asynchronous collaboration.
If possible, arrange some overlapping working hours for interns and supervisors to interact live, and set expectations for asynchronous work for the rest. Use shared documents, recorded video messages, or project trackers to hand off work across time zones. For example, an intern could update a project tracker at end of their day, and the mentor in another time zone can review and leave comments by the time the intern returns. Establish “core hours” if the intern’s schedule can be adjusted to overlap with the team a few hours daily. As for cultural nuances, encourage open dialogue – mentors should be explicit and interns should be encouraged that asking for clarification is okay if something doesn’t translate. Brief cross-cultural training or guidelines can be helpful if interns and teams come from very different cultural contexts (for example, clarifying that in some cultures it’s normal to be very direct in feedback, in others more indirect – so both sides don’t misread each other). Ultimately, flexibility and understanding are key: acknowledge the intern’s local context and find a rhythm that works for both sides.
In overcoming these challenges, proactivity and empathy are the overarching themes. Anticipate where things might go wrong or be hard for a remote intern, and put supportive measures in place. Maintain an empathic perspective – remember that interns are often very early in their careers and navigating not just work tasks but also learning how to work remotely, which can be a challenge in its own right. The organisations that handle remote internships best are those that invest time in the “people side” of the programme, ensuring no intern is left feeling unsupported. By applying the solutions above, common pitfalls can be turned into opportunities for interns to thrive and for the programme to shine.
Final Recommendations and Conclusion
Remote internship programmes, when carefully crafted, can be just as enriching and productive as traditional in-person internships – if not more so. They open doors to talent and learning experiences that transcend geography, but they also require a thoughtful approach to design and execution.
As a final summary, Duja Consulting recommends organisations focus on the following to ensure their remote internships deliver results:
1. Strategically Align the Programme with Organisational Goals:
Treat the remote internship programme as a strategic initiative, not an ad-hoc trial. Define what success looks like (talent pipeline conversion, employer brand enhancement, project outcomes, etc.) and design the programme structure around those goals. For instance, if the aim is to hire a percentage of interns, ensure interns do work that is relevant to roles you need and evaluate them rigorously. If the aim is diversity, widen recruitment channels and remove barriers (the remote format already assists in this regard by allowing wider access).
2. Invest in Onboarding, Mentorship and Company Culture:
Don’t skimp on the “soft” elements. A remote intern’s early experiences shape their whole internship. We recommend a comprehensive virtual onboarding process (with all equipment and accounts ready, a clear orientation schedule, and introductions) followed by assignment of dedicated mentors/buddies for each intern. Mentors and managers should be trained or briefed on how to manage and coach remote interns – for example, being mindful to check in more often than they might with a co-located intern. Cultivating a sense of belonging through planned social interactions and inclusion in team life is not optional; it is essential. As one case showed, creating a strong community feel can make remote interns go “above and beyond” in their performance.
3. Leverage Technology Thoughtfully:
Use a robust toolkit of collaboration platforms to facilitate daily work and engagement. Ensure interns and their supervisors are comfortable with the chosen tools through upfront training. It’s better to have a well-integrated set of core tools than to overwhelm interns with too many platforms. Common choices include Zoom/Teams for meetings, Slack/Teams for chat, Trello/Jira for task tracking, and Google Drive/SharePoint for document collaboration. Additionally, consider tools for managing the intern cohort as a whole – this could be as simple as a shared calendar of intern events, or as advanced as a full internship management system. Technology is an enabler, but process matters too: set norms for its use (e.g., expected online hours or response times) so that everyone operates smoothly together.
4. Define KPIs and Feedback Loops:
From the beginning, define how intern success and programme success will be measured. Use a combination of quantitative KPIs (task completion rates, project results, offer conversion rates) and qualitative feedback (surveys, interviews). Implement a cadence of feedback – weekly one-on-ones, mid-term and final evaluations, and an exit survey for interns. This not only helps manage performance but also signals to interns that their development is taken seriously. Be prepared to act on feedback: if an intern survey indicates they wanted more team interaction, consider adjusting the programme design next time. Continuous improvement will elevate the programme year over year.
5. Anticipate and Mitigate Challenges:
Use the best practices outlined for common challenges as a checklist. Before internships start, ask: Have we scheduled enough face time for interns with mentors and team? Is each intern clear on what to do if they need help? Do they have all the access and equipment required? Who will monitor their engagement and intervene if an intern goes quiet? Addressing these questions upfront means problems are less likely to arise. For example, to avoid interns falling through cracks, one can assign a coordinator or HR point person who regularly touches base with all interns to supplement the manager’s efforts. In essence, plan with a bit of paranoia – assume that without deliberate actions, a remote intern could end up disconnected, and build safeguards against that.
6. Ensure Leadership Buy-In and Visibility:
Senior leadership should treat the remote internship programme as a priority. Encourage executives or department heads to drop in on virtual intern events or to speak at an intern welcome session. This elevates the programme’s status internally and makes interns feel valued. Moreover, it helps with conversion – interns who interact with inspiring leaders are often more eager to join the company long-term. Leadership support also means resources: making sure budgets allow for sending interns some company swag, or investing in that extra software license, etc., which all contribute to a better remote experience.
In conclusion, designing remote internship programmes that truly deliver results requires a blend of strategic planning, empathetic people management, and savvy use of technology. Organisations that succeed in this endeavour will gain a competitive advantage in attracting young talent and building a workforce ready for the hybrid future of work. As the case studies and research have shown, remote internships can yield high satisfaction (near 100% in some programmes) and solidify an employer’s reputation for innovation and inclusivity. They can also directly feed the talent pipeline with candidates who are pre-trained in the company’s tools and culture, translating to higher productivity if they are hired on demand.
For business leaders and HR managers, the imperative is clear: approach remote internships with the same rigour and enthusiasm as any key business project. By doing so – defining goals, building infrastructure and support, measuring outcomes – you can unlock the full potential of remote interns. These programmes, far from being a stop-gap or second-best option, can deliver exceptional results. They prepare interns for careers in a digital world and provide organisations with fresh ideas and future leaders, all while exemplifying agility and resilience in how we develop talent. In a world where work is no longer a place but an activity, remote internships are a critical stepping stone for the next generation of professionals and a valuable strategy for companies aiming to thrive in the modern era.
Sources:
- Insightful Blog – “Creating a Remote Internship Program: A Step-by-Step Guide” (2023)
- Highspot Engineering Blog – “Remote Internships Are Here to Stay – Here’s What We’ve Learned” (2022)
- DCU Virtual Internships Report – “Programme Evaluation & Intern Appraisal” (2021)
- Symba Case Study – “How CBSi Built an Award-Winning Community in a Remote World” (2020)
- Personnel Today – “UK internships decline in line with vacancies” (2024) (context on virtual work experience for diversity)
- The Intern Group – “Remote Internships: All you need to know” (2023)
- NACE Internship & Co-op Report – “Intern Offer and Conversion Rates Fall, Acceptances Rise” (2025)
