USA 
United KingdomHow Barge Design built an internship scheme with a 75% conversion rate
Intern expectations are evolving. Accordingly, Barge Design Solutions has designed a summer program with an intentional approach. The outcome is a 75% conversion rate...
Barge Design Solutions, a Nashville-based architecture and engineering firm, boasts a 75% intern conversion rate. As the summer program kicks off, Chief People Officer Karen Cosentino explains how they are netting young talent.
How does Barge Design Solutions create a suitable internship program?
At Barge, we take an intentional approach to designing our internship program so it is structured, worthwhile, and meaningful for both interns and our teams. We start by identifying the universities we want to partner with based on both existing relationships and where we’re growing as a company, then we connect with students through career fairs and outreach.
Karen Cosentino
Chief People Office at Barge Design Solutions
From there, the process is managed by an internal, dedicated recruiter who oversees everything from applications through to onboarding. A dedicated intern program manager here at Barge helps shape the program to ensure interns are well-supported throughout their experience.
Once interns join us for the summer, we hold a formal kickoff before the eight-week program begins, which includes goal setting, professional development sessions, and opportunities to strengthen presentation and networking skills. We also spend time preparing our managers so they are ready to support interns, assign meaningful work, provide valuable feedback, and stay engaged throughout the experience.
We regularly gather feedback from interns as well, using it to evaluate and refine the program so we continue to meet both our intern needs and business goals.
Why is it vital to approach internships as a platform for emerging talent rather than a summer placement?
Internships are best viewed as an investment in a long-term talent pipeline, not simply a way to add short-term support. It’s not just about bringing in extra help for a few months, but about giving interns real exposure to our work, along with the guidance and structure they need to learn and grow professionally. When that experience is positive, it leaves a lasting impact.
Once interns join us for the summer, we hold a formal kickoff before the eight-week program begins, which includes goal setting, professional development sessions, and opportunities to strengthen presentation and networking skills
That approach benefits both sides. Interns gain a clearer understanding of the industry and their career path and are much more likely to want to come back. When they do return full-time, they already have familiarity with our culture and expectations. This creates a smoother transition for both them and the team, building a more engaged workforce over time. At Barge, this mindset has helped strengthen long-term hiring outcomes.
How important is it to keep the demographics in mind and tailor to a Gen Z intake?
We don’t necessarily design our internship program around a specific demographic, but we are aware of how intern expectations are evolving. Many interns are very comfortable with technology and are accustomed to having access to digital tools, so it’s important to ensure those resources are part of the experience.
Senior leadership involvement plays a very valuable role in the overall experience. At Barge, our executive team takes time to engage with interns throughout the summer, whether by attending presentations, participating in events, or connecting with them informally
At the same time, the priority should be giving interns a strong foundation for the industry they are entering. Developing professional skills, building confidence, strengthening communication, and understanding the path ahead in their careers are not only key to long-term success, but also essential fundamentals regardless of generation. At Barge, these core principles guide our program.
What’s the benefit of having senior managers on board?
Senior leadership involvement plays a very valuable role in the overall experience. At Barge, our executive team takes time to engage with interns throughout the summer, whether by attending presentations, participating in events, or connecting with them informally. That visibility helps reinforce to interns that they are valued members of the organization, not just passing through.
It is crucial to ensure they're contributing to real projects and building connections across the organization. That connection, combined with a clear understanding of the work, goes a long way in encouraging interns to come back and helping them succeed if they do
It also gives interns a chance to see how leaders think and operate, which is valuable early in their careers. When paired with active support from managers and mentors, it creates an environment where interns feel included, supported, and encouraged to contribute.
What’s the secret to converting interns to employees?
It mostly comes down to the quality of the experience interns have during the program. When they are given meaningful work and have access to mentors they can go to with questions, and feel like part of the team, they’re much more likely to want to return. It is crucial to ensure they're contributing to real projects and building connections across the organization. That connection, combined with a clear understanding of the work, goes a long way in encouraging interns to come back and helping them succeed if they do.
As a result, those who do return already have a strong foundation. They better understand how things operate, have established relationships, and can transition to full-time roles more seamlessly. That consistency has been especially key in driving Barge’s 75% intern-to-full-time conversion rate and setting employees up for long-term success.
