A well designed internship programme creates a reliable pipeline of future SDRs and AEs while contributing to employer brand and diversity goals. Oxfordshire offers rich talent sources through universities, colleges and research institutions. Here is how to build a programme that delivers value for interns and your business.
Programme goals and structure
Define success upfront – conversion rate to permanent roles, intern NPS and project outcomes. Structure 8 to 12 week cohorts with a clear start, midpoint and end review. Offer part time options during term and full time in summer.
Sourcing channels
Partner with the University of Oxford, Oxford Brookes and local colleges, plus societies aligned to sales adjacent skills. Attend careers fairs, host taster sessions at Oxford Science Park and share application windows early. Advertise hybrid flexibility and paid placements to widen access.
Curriculum and projects
Week one covers product, ICP and messaging. Weeks two to six rotate through research, outbound messaging, event support and sales operations. Assign a capstone project such as building a prospect list for a Milton Park vertical with a short presentation to sales leadership.
Mentoring and assessment
Pair each intern with a mentor – set weekly goals and feedback. Use a simple scorecard for skills growth – research quality, communication, reliability and coachability. Provide two formal reviews and a final showcase.
Conversion to permanent roles
Identify high performers by week six and begin discussing SDR pathways, training and compensation. Provide interview prep, shadowing and early responsibility to accelerate ramp if converted.
TY Recruitment designs and runs internship programmes that convert promising Oxfordshire students and graduates into high performing sales hires.