Career inequality starts early
Talent is equal. Opportunity isn’t. unless you build it
THE PROBLEM
Internships reward privilege over potential
inequality
With low or no pay and network-driven access, internships remain out of reach for many.
Miss out, and you enter the job market with a limited track record: fewer skills, less confidence in what you offer or where you fit, and no network to lean on when taking your first steps.
Disadvantages that compound - and cannot be offset by fair hiring practices down the line.
inefficiency
Short-cycle internships demand constant training and supervision — pulling time and focus from teams while delivering limited meaningful output.
By the time an intern is fully up to speed, they’re on their way out - forcing teams into endless re-onboarding with no continuity.
And with low conversion to full-time roles, internships do little to strengthen a company’s junior talent pipeline.
Parttime working students to accelerate your (non-)core activities
OPERATIONAL SUPPORT
Free up your core team to focus on strategic initiatives by delegating operational workflows to dedicated student talent
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Help early-career talent gain access to study-relevant experience
OUR SOLUTION
Scalable
Invest in necessary capacity only through part-time contracts, while benefiting from long-term commitment (1-3 years on average+)
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Let students grow with your company alongside pursuing their degree
Cost efficient
Optimise hiring capacity by leveraging students in the final stages of their studies, delivering junior-level expertise at intern-level cost
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Ensure fair pay for students contributing real value
DID YOU KNOW?
In Germany and Denmark, part-time roles for students in fields related to their studies are the norm. Many companies offer dedicated contracts, and nearly 50% of students hold a job connected to their studies.
Over 81% of working students plan to stay in their role for at least one year, with half of them aiming for 1–3 years, hoping to eventually transition into a full-time position.