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How We Grow Interns Into Reliable Team Members
Back in 2017, we launched our first internship program. Since then, 20+ people have joined us through this path.
Former interns stay with us for an average of 4.2 years, and this number continues to grow, as more than 80% of them remain part of the team. Some are now mentors themselves, guiding new interns the same way they were once guided.
For us, this program isn’t just about giving junior specialists a start. It’s a long-term investment in people, knowledge sharing, and team stability. And that stability pays off — our clients work with developers who’ve grown with us, know our standards inside out, and care about the product as much as we do.
How we choose future team members
Natalia Yemelyanova, Head of People at Clockwise:
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Many people want to start a tech career, but not everyone’s ready to put in the work. That’s why our internship program begins with a careful selection process. Our recruiters look for candidates who’ve already taken the first steps on their own: solid English skills (Intermediate+), a basic grasp of programming, and most importantly, a clear sense of commitment. In our most recent internship selection, we received 75 test tasks from candidates, and only two people made it through.
At this stage, we’re not expecting experience. We’re looking for those who’ve done their homework, show potential, and are serious about growing into professionals.
Daria, Full-stack developer at Clockwise since 2021
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I started out as a dentist, but I never really felt at home in a clinic. I tried a few creative freelance gigs too — still didn’t click. Then I stumbled on a free online programming course, and that was it. I could spend hours sorting things out, optimizing, and engineering. I learned the basics, and when I felt ready for more, I found the internship at CW. The test task was the most interesting part — I totally overthought it at first. The solution was more straightforward than I imagined. My mentor saw the potential and gave me a second shot. I solved it, got in, and haven’t looked back since.
We don’t take in people expecting to be spoon-fed. We’re looking for those who understand that their professional growth is on them. We provide the resources, mentorship, and feedback, but initiative and independence have to come first. That’s the kind of mindset our clients value most: people who can take ownership, figure things out, and keep moving forward without needing constant hand-holding.
Growing from intern to contributor
Our internship is built around a two-level mentorship system. A mentor and a tech lead support each intern, providing both hands-on guidance and senior-level feedback. The program is centered on a learning project, split into two key phases:
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Remote phase: building the basics
This is where interns build core skills. They solve real tasks — both frontend and backend — at their own pace, with a mentor ready to help when things get tricky. Once tasks are completed, everything is reviewed by a tech lead to ensure the code is clean, thoughtful, and on the right track. -
Team phase: working in a full setup
The second part mirrors a real product team. Interns continue working on the same project alongside a PM, QA, and stakeholders, gaining insight into how software development actually occurs. They learn how to communicate in a team, understand the SDLC, and see what a product-oriented mindset looks like in action.
This structure helps interns grow as developers — but more importantly, as contributors ready to work in a real-world environment.
After successfully completing the internship, juniors don’t go straight to client work. First, they join our internal projects, building tools we actually use, with real tasks, stakeholders, and deadlines. It’s a serious environment, but also a safe one. It’s perfect for continuing to grow while learning how to contribute within a full development cycle. By the time they join a client team, they already know what it's like to work in a product-focused team.
Bringing industry knowledge into software development
Many of our interns are career switchers. They may not have a formal engineering degree, but they bring something just as valuable: real experience from other industries. That perspective helps us build well-rounded teams who can speak our clients’ language and understand their domain challenges from the inside. Instead of viewing problems purely through a technical lens, we see the broader picture, often spotting things that teams made up of only computer science graduates might miss.
Ihor, Backend developer at Clockwise since 2021
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I spent 13 years in finance — first in banking, and then at an investment firm, where I worked with stocks. When I joined the internship, I was still working full-time, so I could only contribute on weekends. The flexibility made a big difference. It took me a year to complete, but it was worth it. Later, I joined a project focused on stock accounting. I didn’t reinvent anything technically, but I already had a solid understanding of the domain. That helped me get into the project quickly and communicate smoothly with the client team.
However, not all of our interns come to us as career switchers. Some already have a programming background or a completed degree in engineering. They view our internship as a practical way to launch their career in software development, with real-world tasks, structured guidance, and exposure to how a team operates on a day-to-day basis.
From learning to leading
One of the strongest signs our internship works? Former interns become mentors themselves. They stay, grow, and pass on what they’ve learned, creating a cycle of knowledge sharing that keeps our team strong and connected.
Oleksandr, Full-stack developer at Clockwise since 2018, internship mentor
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I studied engineering and participated in an internship while still at university. After completing it, I worked on an internal project, then transitioned to commercial ones, gaining experience in both frontend and backend development. Two years later, I started mentoring others. Since I’ve been in their shoes, I understand the challenges they face. I know when to adapt a task, suggest additional resources, or simply be there to discuss things through. So far, I’ve mentored five interns, and all of them have successfully completed the program and are now working with us.
The internship isn’t just a tech track
Not every internship at our company is a technical one. Some join us to grow into roles like project management.
Our PM internship runs a bit differently from the tech track. It requires direct interaction with the team from day one: jumping into meetings, planning tasks, and supporting project coordination. That means it’s less flexible in terms of schedule, but it gives interns an immediate feel for real collaboration and team dynamics. It’s a fast-paced, hands-on experience designed to build strong future coordinators.
Evgeniya, Project manager at Clockwise since 2020
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I wanted to get into tech, and coordination was always my strong suit. After taking an online course in project management, I was sure that this was the right path. But I needed real practice, not just theory. That’s when I joined the Clockwise internship. From the start, I was involved in everything: estimations, sprint planning, and daily meetings with the team. My first big challenge was managing the redesign of our internal platform. With the support of my mentor, I took full responsibility for gathering requirements, writing documentation, estimating tasks, planning sprints, and coordinating the team. My first commercial project started as a simple client request, but it quickly evolved into a complex real estate product. The scope continued to grow, and I had to adapt accordingly. Did I feel ready to handle it right after the internship? Definitely yes, since we’ve covered all the core responsibilities of a PM. And I always felt supported; my teammates were there whenever I needed help.
Why our internship works
Most of our former interns have gone on to become middle or senior developers, tech leads, or mentors.
We consistently receive positive feedback from our clients as well: 94.12% satisfaction with our developers’ vibe, technical skills, and communication. How did we achieve that?
- Careful selection, not just open doors
We choose people with the right mindset. Those who’ve done the homework, show initiative, and are ready to take ownership. - Structured learning with real feedback
Each intern follows a clear learning path, which includes individual tasks, mentor reviews, and a mock project that simulates team collaboration and delivery cycles. - Hands-on practice before client work
Before they touch client code, interns work on internal products used in our day-to-day operations, learning how to ship, communicate, and iterate in a real environment. - Mentors who’ve been there
Our mentors are former interns themselves. They know the challenges, adjust tasks accordingly, and support growth with empathy and experience. - We grow people who stay
Many former interns stay with us for years, grow into leadership roles, and shape how we work together. That loyalty and cultural alignment result in fewer handovers, improved communication, and a smoother experience for our clients.
A project that once started as an experiment has become an important part of how we grow teams and deliver consistent quality.
Sofiya Merenych
