How Internships Can Become the Best Talent Pipeline: Lessons from TMG’s Strategy

Most firms view internships as a short-term staffing solution. However, at The Mather Group (TMG), internships serve a much greater purpose. They are a long-term investment in future leadership. Kristen Oziemkowski, COO at TMG, shares how their internship program has become a key component of the firm’s talent development strategy.

Internships as a Strategic Growth Tool

At TMG, internships are not treated as temporary roles. Instead, they are intentionally designed with structure, mentorship, and opportunity in mind. Rather than assigning routine tasks, the firm ensures interns receive hands-on experience, client exposure, and regular guidance from senior team members. As a result, interns develop valuable skills and a strong connection to the firm’s mission and values.

What Sets TMG’s Approach Apart

Unlike many internship programs, TMG’s model is built around real responsibility. Interns are given clear goals, performance feedback, and projects that challenge them. Consequently, they gain a deeper understanding of the wealth management profession and what it takes to thrive within it. This comprehensive exposure increases the likelihood that interns will transition into full-time roles and remain committed long term.

Where Most Internship Programs Fall Short

Unfortunately, many firms fail to see internships as more than a temporary convenience. They often lack structure, meaningful assignments, or growth opportunities. Because of this, interns may feel disconnected, underutilized, and unlikely to return. In the end, firms lose out on a powerful recruitment tool simply due to a lack of planning and intention.

Pro Tip: Build for the Long Term, Not Just the Summer

To turn internships into a reliable talent pipeline, firms must take a more strategic approach. For example, implementing mentorship frameworks, assigning impactful projects, and involving interns in team culture can make a significant difference. Ultimately, when interns feel invested in, they’re more likely to invest back in the firm—by returning as motivated, aligned team members.

Want to hear more?

This article was inspired by Kristen Oziemkowski COO at The Mather Group on the Next Mile podcast. Tune in to hear how TMG uses internships to invest in long-term talent development and future firm leadership. Listen to the full episode here and explore additional articles in this series.