InternMatch Founder Provides Insight On Interns (2 of 2)

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by Traci K and BrightMove Applicant Tracking and Recruiting Software

In the previous post, Website to Watch: InternMatch Focuses on the User Experience, newer intern recruitment site InternMatch was detailed for their efforts in increasing the ease of use and overall experience for the user. In researching information about the startup, a short bio of founder Nathan Parcells was included with a summary of a speaking engagement he made. The seminar was part of a Startup Digest University class and covered a simple outline of how interns add value to startup companies. Techie Ernest Semerda, an Australian who documents his travels and professional ventures on the site The Road to Silicon Valley, provides the interesting facts about Nathan and his insightful summary of startup intern benefits:

About Nathan:

  • Nathan graduated Summa Cum Laude from the University of Pennsylvania where he double-majored in Economics and International Relations.
  • Nathan gained experience in marketing while working at Arnold Worldwide and in the environmental community after completing internships at both the National Audubon Society and the National Parks Conservation Association.
  • Seeking adventure and the outdoors, Nathan spent his summer before graduation sailing the Labrador coast of NE Canada in a crew of six and with no prior sailing experience. This trip furthered Nathan’s interest in the environment, confronting challenges, and learning in new situations.
  • Currently Nathan enjoys working on InternMatch and meeting new people as the platform grows.”

The presentation notes:

  1. How interns add value

Interns can be experienced – especially in the current economy there is a lot of highly skilled individuals both young and senior. Some benefits of hiring an intern include:

  • It’s a back door of hiring top talent.
  • Get part-time help at a discount.
  • Fill in gaps on the founding team.
  • Gain early evangelists.
  • Hear an outside perspective.
  1. How to Recruit top interns

Places to look: 

  • Internship sites like
  • Direct from colleagues.
  • Craigslist – however you won’t find the upper echelon there.


  • Pitch what you do well – sell the vision of the company.
  • Promote your investors, press coverage and the team talent to illustrate a great environment.
  • Let the intern know what they will learn especially the stuff that they cannot from a school.
  1. Tips and tricks for intern management
  • Assign a dedicated manager to the intern.
  • Grab coffee with them once a week.
  • Explain the intern’s work in the context of the bigger company picture.
  • Give really clear deadlines on projects like at school eg. iterations with feedback.
  • Use Non-Monetary Rewards to motivate them. 99% of them are not there for the money. They are there for the culture, experience, networking and knowledge to set them apart in the marketplace.

In posting this summary, I simply aim to shed a little light on the mind behind InternMatch. After reading reviews and looking into what InternMatch has to offer, I became interested in the brain behind the brawn. The presentation summary is useful, (though I hope this is an extremely shortened list of places he feels are beneficial to recruit interns or perhaps an obvious attempt to steer clientele to his site), and the bio helps build trust through personal knowledge in the creator who hopes to surpass other internship sites in a tough market.

Traci K. is an HR professional and freelance writer based in the Midwest, specializing in recruitment and immigration.  When she’s not improving unemployment, she keeps busy with her husband and four children.


1 Comment

  1. Nathan Parcells on April 6, 2012 at 12:57 pm

    Hi Traci,

    Thanks for the follow-up post. This was pulled from a presentation to tech startups so yes the list of places to find an intern is not inclusive and I would advise a lot of different approaches based on the company and intern needs.

    Career fairs, university postings, other online boards, peer referrals, etc etc all can also acts as useful sources, but most lack in terms of reach when trying to find the right fit who is most likely to convert to full time hire.

    One of the approaches we are advocating now for companies who hire 4-5 interns a year is to create a dedicated hiring page for interns, either in the form of an InternMatch Campus Hub or a careers page, that can act as a year round recruiting platform. Finding students who are truly excited about your company has the highest correlation for intern success and they can be easily missed if you just throw up listings and don’t have a dedicated place for them to engage you.

    Here’s an article I wrote on how to “Always Be Recruiting” which summarizes all of this:

    Thanks again for another article — interns are the future DNA for companies large and small, so getting this process right can be a huge competitive advantage.


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