Embedded Files
Intern Program
Intern Program
At Orchestra, the internship program serves two equally important purposes: it adds meaningful capacity to our teams, and it provides professional experience to early-career talent. Our interns are embedded in real teams, working on real client or operational challenges from day one. That means our hiring decisions matter.
Intern hiring is one of the most important ways we shape the future of our firm, and interns represent one of our strongest pipelines for future talent.
Resources for Intern Managers
Resources for Intern Managers
Intern Manager Training Materials
Intern Manager Training Materials
See this full Intern Manager Training deck, which goes into much further detail about how to prepare for your intern’s start and first few weeks.
Additional resources below:
Intern Trial Project Calibration (Communications)
Intern Trial Project Calibration (Corporate)
Intern Manager Responsibilities
Intern Manager Responsibilities
Once interns are hired, Intern Managers are the primary drivers of the intern experience. You’re responsible for ensuring both the success of the intern’s contributions to the team and for creating a meaningful experience that supports their growth, skill-building and professional connections.
Schedule and commit to weekly check-ins
Set goals for your intern to be met by the end of the internship; support them in achieving those goals
Connect your intern with team members for training opportunities that support their learning goals
Encourage your interns to ask questions and proactively participate
Be explicit about the day-to-day work
Be aware of and challenge your biases.
Assist your intern in navigating next steps at the end of their internship (connect them with open roles at Orchestra, discuss career aspirations, etc.)
Invite your intern to connect with you and colleagues on LinkedIn
Timetracking & Payroll
Timetracking & Payroll
Unlike most full-time staff, interns are considered non-exempt employees and are paid based on hours worked, as recorded in Replicon. They are paid on a biweekly basis (pay schedule here).
Interns should log 40 hours a week in Replicon including a correctly-coded 30-minute unpaid "meal." Managers are responsible for reviewing their intern's timesheets in Replicon to ensure time is entered properly (including overtime requests).
HR will provide training for interns during their onboarding on how to correctly enter their time into Replicon.
More info about Timetracking & Payroll can be found in the training deck here.
Breaks
Breaks
Meal Breaks: Interns who work 8 or more hours in a day are required to take a 30-minute unpaid meal break.
Meal breaks do not count as hours worked and must be recorded accurately.
During the break, interns should be completely free from work duties.
If an intern performs any work during their meal break, that time must be reported and compensated.
Interns are entitled to a 15-minute paid rest break for every 4 hours worked.
Interns do not need to enter in rest breaks.
These breaks cannot be used at the beginning or end of the workday to adjust start or end times.
Time Off
Time Off
Interns receive a PTO allocation that differs from full-time employees, including:
3 days of General PTO
3 Wellness Days
Interns should submit time-off requests in Paylocity for manager approval. Once approved, the time off will sync to Replicon.
Interns also receive the same company holidays as full-time employees.
Intern Evaluation
Intern Evaluation
We will send intern evaluations throughout the program, with a particular focus on capturing manager feedback at both the midpoint and end of the semester.
These evaluations will help inform intern learning and development opportunities, while also supporting future hiring and return offer
Page updated
Report abuse