How to Run a Great Summer Internship Program as a Nonprofit
How to Run a Great Summer Internship Program as a Nonprofit
Summer internships are a great opportunity for nonprofits to build future talent, gain fresh perspective, and offer meaningful experiences to emerging professionals. But a good internship program takes more than posting a role and hoping for the best. Done poorly, internships can lead to confusion, legal risk, or worse...a young professional swearing off nonprofits entirely. Done well, they are transformative for both the organization and the intern.
Do: Start with purpose. Don’t just “find something for an intern to do.” Build your internship around a clear, meaningful project tied to your mission. Ask:
1. What real work needs doing that a motivated learner could take on?
2. Who will supervise and coach the intern?
3. What would success look like by the end of their time with us?
Interns thrive when they know their work matters. So do teams.
Don’t: Treat interns like free labor. Nonprofits often operate with limited capacity, but that doesn’t make it okay to bring in unpaid interns and expect them to do the work of a staff member. If the intern is doing real work that benefits your organization, you must either pay them or ensure the role is structured purely as a learning experience.
Unpaid internships can create legal risk. Under the Fair Labor Standards Act (FLSA), most interns must either be true volunteers or paid employees. If you’re unsure where your internship falls, err on the side of paying the intern or consult with an HR professional like yours truly!
Pay matters, even at a nonprofit. If your organization can afford to pay interns, do it. Intern wages vary by region and sector. If hourly wages aren’t a fit for your payroll structure, consider offering a flat stipend, but make sure the amount is meaningful and paid in regular intervals. Do the homework of compensation benchmarking ahead of time.
If offering a paid internship:
1. Classify interns correctly (typically as non-exempt, temporary employees)
2. Have them complete a W-4 and I-9 and track hours worked so you can pay them through your payroll system
Provide real learning and mentorship. Internships are a powerful moment in someone’s early career. A dedicated supervisor or mentor can offer:
1. Consistent feedback and support
2. Exposure to meetings, planning, and strategy conversations
3. Candid answers to questions about nonprofit work
4. Encouragement to take initiative and grow
This might be your intern’s first hands-on experience in a mission-driven environment. Let it be a positive one.
Do: End well. Finish strong by offering:
1. A final evaluation or reflection meeting
2. A letter of recommendation or LinkedIn endorsement
3. An exit interview to hear their experience and a thank you or celebration of their contributions
If your intern was a good fit, keep the relationship warm. They could be a future hire, volunteer, advocate, or donor.
As always, remember that people matter most!
